Thanks to the complete content provided by this Postgraduate diploma, you will be able to carry out a timely and successful human capital performance management in organizations"

Why Study at TECH?

TECH is the world's largest 100% online business school. It is an elite business school, with a model based on the highest academic standards. A world-class centre for intensive managerial skills training.   

TECH is a university at the forefront of technology, and puts all its resources at the student's disposal to help them achieve entrepreneurial success"

At TECH Global University

Innovation

The university offers an online learning model that combines the latest educational technology with the most rigorous teaching methods. A unique method with the highest international recognition that will provide students with the keys to develop in a rapidly-evolving world, where innovation must be every entrepreneur’s focus.

"Microsoft Europe Success Story", for integrating the innovative, interactive multi-video system.  

The Highest Standards

Admissions criteria at TECH are not economic. Students don't need to make a large investment to study at this university. However, in order to obtain a qualification from TECH, the student's intelligence and ability will be tested to their limits. The institution's academic standards are exceptionally high...  

95% of TECH students successfully complete their studies.

Networking

Professionals from countries all over the world attend TECH, allowing students to establish a large network of contacts that may prove useful to them in the future.  

100,000+ executives trained each year, 200+ different nationalities.

Empowerment

Students will grow hand in hand with the best companies and highly regarded and influential professionals. TECH has developed strategic partnerships and a valuable network of contacts with major economic players in 7 continents.  

500+ collaborative agreements with leading companies.

Talent

This program is a unique initiative to allow students to showcase their talent in the business world. An opportunity that will allow them to voice their concerns and share their business vision. 

After completing this program, TECH helps students show the world their talent. 

Multicultural Context

While studying at TECH, students will enjoy a unique experience. Study in a multicultural context. In a program with a global vision, through which students can learn about the operating methods in different parts of the world, and gather the latest information that best adapts to their business idea. 

TECH students represent more than 200 different nationalities.   

Learn with the best

In the classroom, TECH teaching staff discuss how they have achieved success in their companies, working in a real, lively, and dynamic context. Teachers who are fully committed to offering a quality specialization that will allow students to advance in their career and stand out in the business world. 

Teachers representing 20 different nationalities. 

TECH strives for excellence and, to this end, boasts a series of characteristics that make this university unique:   

Analysis

TECH explores the student’s critical side, their ability to question things, their problem-solving skills, as well as their interpersonal skills.  

Academic Excellence

TECH offers students the best online learning methodology. The university combines the Relearning method (a postgraduate learning methodology with the highest international rating) with the Case Study. A complex balance between tradition and state-of-the-art, within the context of the most demanding academic itinerary.  

TECH is the world’s largest online university. It currently boasts a portfolio of more than 10,000 university postgraduate programs. And in today's new economy, volume + technology = a ground-breaking price. This way, TECH ensures that studying is not as expensive for students as it would be at another university.  

At TECH, you will have access to the most rigorous and up-to-date case studies in the academic community”

The syllabus of this Postgraduate diploma has been designed and created by a team of experts in the field to respond specifically to the needs of Human Resources professionals. This compendium of contents has also been elaborated with a perspective focused on applied learning, which allows professionals to intervene successfully through a broad vision connected to the real environment of the profession. Thus, this syllabus will become the students' main asset when it comes to successfully inserting themselves in a labor market that increasingly demands more professionals specialized in the strategic management of Human Resources.

A program with which to reach even higher in your professional career, taking on the leadership and management of personnel and business talent"

Syllabus

Without a doubt, today almost everyone is aware that for an organization to be successful, the correct selection of personnel is an extremely important element. In this sense, if the right people are hired, the correct development of the tasks and duties to be covered can be promoted and, therefore, the best possible functioning of the organization will be ensured. It is here where the Human Resources professional comes into play and acquires a fundamental role, as he/she must be able to generate effective education plans that enhance the productivity of workers through first level training.

For all this, TECH professionals have designed this Postgraduate diploma that will provide psychology and Human Resources professionals with the skills that will enable them to design and implement study plans to staff. In this sense, the program will address in depth the ways to design and implement education plans that benefit each and every one of the strata of the organization.

Along the same lines, the training will cover all the aspects necessary to put these training plans into practice. Thus, trainees will be able to understand the most effective methods and formats for instructing personnel, without neglecting costs and respect for the organizational budget. In addition, to make this process fully effective, HR professionals will learn how to perform audits and measurements that will allow them to analyze the success or failure of training plans and the actions to take in the event that the process has not yielded the expected results.

On the other hand, with this Postgraduate diploma, professionals will learn to carry out an effective management system that seeks to develop, plan and coordinate the strategies that allow them to promote the efficient performance of personnel. This task, especially designed for the area of HR Management and Administration, will be carried out by the HR Department. HR, will organize and maximize the performance of the human assets of a company or organization, in order to increase its productivity.

This Postgraduate diploma takes place over 6 months and is divided into 4 modules:

Module 1. Personnel Administration
Module 2. Management and Management of In-Company Training
Module 3. RR Strategic Management and Administration. Resources
Module 4. Talent Management

Where, When and How is it Taught?

TECH offers the possibility of developing this Postgraduate diploma in Business Training and Performance Management completely online. Throughout the 6 months of the educational program, you will be able to access all the contents of this program at any time, allowing you to self-manage your study time.

Module 1. Personnel Administration

1.1. Introduction to Personnel Management

1.1.1. Human Resources in the Company
1.1.2. Personnel Administration Management in Human Resources

1.2. Recruitment Modalities

1.2.1. The Work Contract
1.2.2. Types of Contracts
1.2.3. Types of Contract Termination

1.3. The Payroll Receipt I

1.3.1. Salary
1.3.2. Salary Payments
1.3.3. Extra Salary Payments

1.4. The Payroll Receipt II: Calculation

1.4.1. Payroll Structure
1.4.2. Contribution Bases
1.4.3. Payroll Accounting

1.5. The Payroll Receipt III: Deductions

1.5.1. Deductions
1.5.2. Taxes
1.5.3. Social Security
1.5.4. Other Deduction Types

1.6. Working Hours, Vacations and Leave

1.6.1. Workday
1.6.2. Vacations
1.6.3. Work Permits
1.6.4. Disabilities

1.7. Taxes

1.7.1. The Tax System
1.7.2. Tax Obligations of Employees
1.7.3. Employer’s Tax Obligations

1.8. Technological Tools for Payroll Processing

1.8.1. The ERP Concept
1.8.2. Importance in Payroll Management
1.8.3. Most Common Programs

1.9. Compensation and Benefits

1.9.1. Compensation and Benefits Administration
1.9.2. Benefits in Excess of the Law
1.9.3. Emotional Salary
1.9.4. Home Office

1.10. Equal Opportunity in Personnel Administration

1.10.1. Equal Opportunity as Part of Organizational Culture
1.10.2. Gender Equity
1.10.3. Social Responsibility

Module 2. Management and Management of In-Company Training

2.1. In-Company Training

2.1.1. Training Concept, Objectives and Actors
2.1.2. Training as an Element of Business Strategy

2.2. Training Planning

2.2.1. Element of Training Planning
2.2.2. Budget Management

2.3. Assessment of Training Needs

2.3.1. Detection of DNC Training Needs
2.3.2. Techniques and Data Collection
2.3.3. Analysis and Valuation

2.4. Training Methods

2.4.1. In-Office Training
2.4.2. Out-of-Office Training
2.4.3. Training in Digital Environments: e-Learning
2.4.4. Blended Training

2.5. Design and Programming of Training Activities

2.5.1. Concept of Design and Programming of Training Activities
2.5.2. Definition of the Objective and Contents of the Training Activities
2.5.3. Methodology of Teaching in Training Activities

2.6. The Dual Education System

2.6.1. Origin of Dual Training and Reference Countries
2.6.2. Labor Aspects of the Dual Training Context
2.6.3. Training Aspects of the Dual Training Context
2.6.4. Perspectives and Evolution of Dual Training

2.7. Legal Framework for Training

2.7.1. Art. 123
2.7.2. Collective Bargaining Agreements

2.8. The Cost of Training in the Organization

2.8.1. Direct Training Costs
2.8.2. Indirect Training Costs
2.8.3. The Economic Impact of Proper Training in the Company

2.9. In-House Training Inspections and Audits

2.9.1. Government Inspections
2.9.2. External Audits
2.9.3. Risks in Case of Non-Compliance

2.10. Highly Specialized Training

2.10.1. High-risk Positions
2.10.2. Special Training Programs

Module 3. RR Strategic Management and Administration. Resources

3.1. Strategic Thinking and Systems

3.1.1. The Company as a System
3.1.2. Strategic Thinking Derived from Corporate Culture
3.1.3. The Strategic Approach from a People Management Perspective

3.2. Human Resources Department Project Planning and Management

3.2.1. Keys to the Design and Implementation of a Balanced Scorecard
3.2.2. Workforce Sizing and Planning
3.2.3. Supporting Operations: Personnel Policies

3.3. Strategic Organizational Design

3.3.1. Business Partners Model
3.3.2. Share Services
3.3.3. Outsourcing

3.4. Job Design, Recruitment, and Selection

3.4.1. Training and Career Development
3.4.2. Strategic Approach to People Management
3.4.3. Design and Implementation of Personnel Policies and Practices

3.5. HR Analytics

3.5.1. Big Data and Business Intelligence (BI)
3.5.2. Human Resources Data Analysis and Modeling
3.5.3. Design and Development of Human Resources Metrics Measurements

3.6. Strategic Leadership

3.6.1. Leadership Models
3.6.2. Coaching
3.6.3. Mentoring
3.6.4. Transformational Leadership

3.7. Auditing and Control of Human Resources Management

3.7.1. Reasons for the audit of Human Resources management
3.7.2. Data Collection and Analysis Tools
3.7.3. Audit Report

Module 4. Talent Management

4.1. Managing Human Capital

4.1.1. Intellectual Capital: The Intangible Asset of Knowledge
4.1.2. Talent Acquisition
4.1.3. Search for People for the Organization
4.1.4. Preventing the Loss of Human Resources

4.2. Innovation in Talent and People Management

4.2.1. Strategic Talent Management Models
4.2.2. Talent Identification, Training and Development
4.2.3. Loyalty and Retention
4.2.4. Proactivity and Innovation

4.3. Strategic Engagement Management

4.3.1. Engagement Management in the New Generations
4.3.2. Return on Capital Stock
4.3.3. Emotional Salary

4.4. Talent Management and Commitment

4.4.1. Keys for Positive Management
4.4.2. Talent Map of the Organization
4.4.3. Cost and Added Value

4.5. Human Resources Management by Competencies

4.5.1. Analysis of the Potential
4.5.2. Remuneration Policy
4.5.3. Career/Succession Planning

4.6. Training Management

4.6.1. Learning Theories
4.6.2. Talent Detection and Retention
4.6.3. Gamification and Talent Management
4.6.4. Training and Professional Obsolescence

4.7. Motivation

4.7.1. The Nature of Motivation
4.7.2. Expectations Theory
4.7.3. Needs Theory
4.7.4. Motivation and Financial Compensation

4.8. Compensation and Non-Economic Benefits

4.8.1. Quality of Life in the Workplace Programs
4.8.2. Expansion and Enrichment of the Job
4.8.3. Flexible Schedules and Job Sharing
4.8.4. Healthy Environment Organization

4.9. Incentives and Profit Sharing

4.9.1. Incentive Systems
4.9.2. Cost Reduction Plans
4.9.3. Distribution of Salary Concepts

4.10. Environment, Strategy, and Metrics

4.10.1. Efficiency and Motivation in the Workplace
4.10.2. Study of Methods and Work Measurement
4.10.3. Performance Evaluation

A unique, key, and decisive educational experience to boost your professional development and make the definitive leap"