Acquire the knowledge of a Human Resources specialist capable of understanding and applying the most effective employment policies, both externally and internally in organizations"

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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...  

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Analysis

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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.  

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

The content of the Postgraduate diploma in Labor Policies has been developed by a team of professionals with extensive experience in personnel management and labor relations in the business world. This guarantees that the didactic material to which students have access is of the highest quality, with theory applicable to real business environments in which to develop successfully implementing the best possible Labor Policies.

A complete program with which to obtain all the necessary skills to climb up the corporate organizational chart of your company"

Syllabus

The content of the Postgraduate diploma in Labor Policies is focused on preparing students for the challenge of managing a complete Labor Relations department, taking into account all the social and economic aspects that must be known for the correct execution of all tasks.

Facilitate the acquisition of knowledge, the theoretical content is largely supported by high quality audiovisual material, which also lightens the student's own teaching load.

Over the 450 hours of the program, students will study cases and real examples of labor policy situations where the methodologies and practices proposed in this program have been applied, making it an immersive educational experience with a more useful and beneficial contextual learning for the future graduate.

This Postgraduate diploma takes place over 6 months and is divided into 3 modules:

Module 1. Sociology of Work
Module 3. Labor and Market Economics
Module 3. Management of Labor Intermediation Policies

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

Where, When and How is it Taught?

TECH offers the possibility of developing this Postgraduate diploma in Labor Policies 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.

Módulo 1. Sociología del trabajo

1.1. Concept of Sociology of Work

1.1.1. Introduction, Objectives and Concept of Sociology
1.1.2. Concept of Work
1.1.3. Concept of Sociology of Work
1.1.4. Sociology of Work Field of Action

1.2. Study of Human Behavior in Society

1.2.1. Human Action, Means and Ends
1.2.2. Production and Employees
1.2.3. The Impact of Population Growth on Work

1.3. Economic Aspects Study of the Sociology of Work

1.3.1. Theory of Value in Classical Economists
1.3.2. Karl Marx’s Labor Theory of Value
1.3.3. Criticism of the Labor Theory of Value
1.3.4. Keynesianism

1.4. Historical Evolution and Social Context of Work

1.4.1. Work in Ancient Times
1.4.2. The Industrial Revolution
1.4.3. The Development of the Industrial Society and its Labor Effects
1.4.4. From Industrial Society to Post-Industrial Society
1.4.5. Work in the Information Society

1.5. History of the Main Sociological Theories of the Work and Organizations

1.5.1. Sociological Theories of Work
1.5.2. Contemporary Sociological Theories of Work
1.5.3. Taylor and the Scientific Organization of Work

1.6. Group Behavior in Organizations

1.6.1. Analysis of the Work Process
1.6.2. Human Resources: Mechanical Labor and Creativity
1.6.3. Social Order in Organizations: Cosmos and Taxis

1.7. Sociology of Labor Relations in a Business

1.7.1. Theories of Subjectivity
1.7.2. Theories of the Labor Market
1.7.3. Sociology of Labor Relations

1.8. Central Aspects in Organizations

1.8.1. Different Roles within the Organization
1.8.2. Organizational Structure

1.9. Technological Paradigm and the Labor Market

1.9.1. The Impact of Innovation
1.9.2. Innovation in the Modern Business
1.9.3. Automization in Production
1.9.4. Data Management and Artificial Intelligence

1.10. Labor Market Challenges in the 21st Century

1.10.1. Syndicates in the 21st Century
1.10.2. Employee Manifestations and Strikes
1.10.3. The Future of Work
1.10.4. Immigration and the Labor Market
1.10.5. Emigration, Globalization and Work

Module 2. Labor and Market Economics

2.1. Introduction to the Labor Market

2.1.1. Definition of the Labor Market
2.1.2. Functioning of the Labor Market
2.1.3. Economic Systems and the Market Economy
2.1.4. Distribution of the Population

2.2. The Law of Labor Demand and Supply

2.2.1. Economic Systems and the Market Economy
2.2.2. Functioning of the Market: Supply and Demand
2.2.3. Elasticity and Shift of Supply and Demand Curves
2.2.4. Market Balance

2.3. Economy as a Science

2.3.1. The Concept of Scarcity and This Use of Goods
2.3.2. Economic Activity
2.3.3. Productive Factors
2.3.4. The Population as a Conditioning Factor of Economic Activity

2.4. Labor Markets

2.4.1. Distribution of the Population
2.4.2. Situation of Disadvantaged Groups
2.4.3. Labor Market Perspectives in Latin America

2.5. Trade Unions

2.5.1. Freedom of Association
2.5.2. Functioning of the Trade Union
2.5.3. Union Legal Regime

2.6. Trade Union Representation in the Company

2.6.1. Trade Union Representation in the Company
2.6.2. Trade Union Associations
2.6.3. The Strike

2.7. Collective Bargaining

2.7.1. The Role of Collective Bargaining
2.7.2. Collective Bargaining Agreements
2.7.3. Sectorial Bargaining Agreements
2.7.4. Committees in Charge of Negotiation in the Organization

2.8. Government Policies

2.8.1. Policies for Creation of Jobs
2.8.2. Social Policies for Unemployment Support
2.8.3. International Examples

2.9. Career

2.9.1. Introduction to Vocational Orientation
2.9.2. Vocational Orientation as an Employment Trigger
2.9.3. Regional Trends in the Demand for Job Positions

2.10. Social Responsibility in the Granting of Employment Positions

2.10.1. Social Responsibility
2.10.2. Social Groups Exposed to Discrimination
2.10.3. Policies and Programs Included in the Organization

Module 3. Management of Labor Intermediation Policies

3.1. Labor Intermediation in the Common Portfolio of the National Employment System Services

3.1.1. Labor Intermediation
3.1.2. The New Role of Public Employment Services
3.1.3. Discrimination in Access to Employment

3.2. Labor Intermediation

3.2.1. Conceptualization of Intermediation: Basic Principles
3.2.2. Labor Intermediation and Professional Orientation
3.2.3. Labor Intermediation within Active Employment Policies in Public Services
3.2.4. Collaborating Agents in the Outsourcing of Intermediation: Recruitment Agencies and Temporary Employment Agencies

3.3. Job Prospects I

3.3.1. Statistical Data on the Business Fabric
3.3.2. Sources of Labor Market Information
3.3.3. Current Labor Market Indicators
3.3.4. Employment Opportunities

3.4. Job Prospects I

3.4.1. Diagnosis and Analysis of the Labor Market
3.4.2. Searching and its Phases: Approaching the Company and Recruiting Plan
3.4.3. Loyalty and Evaluation of the Relationship with Companies
3.4.4. Management of the Employment Demand and Accompaniment to the Company

3.5. Recruitment Activities

3.5.1. Conceptualization of Recruitment: Typologies
3.5.2. Recruitment Procedures in the Digital Era: E-Recruitment
3.5.3. Recruitment in the Collaborating Placement Agencies

3.6. Personalized Itineraries of Orientation and Labor Market Insertion

3.6.1. Basic Aspects and Elements that Include it
3.6.2. Elaboration of Personalized Itineraries of Orientation and Labor Market Insertion
3.6.3. Special Considerations for Groups with Labor Market Insertion Difficulties

3.7. The Sanctioning Regime for Brokerage Activities

3.7.1. Lack of Penalties for the Recruitment of Irregular Labor Orientation and Placement
3.7.2. The Training Sanctioning Regime

3.8. Illegal Subcontracting: Regulatory Framework

3.8.1. Successive Reforms of the Concept and the Current Identification of Illegal Assignment
3.8.2. Illegal Intercompany Transfers
3.8.3. Consequences of Unlawful Assignment

3.9. Public/Private Collaboration in Labor Intermediation

3.9.1. European Public-Private Partnership Models
3.9.2. The Public-Private Partnership Framework Agreement after the Labor Reform
3.9.3. The Convergence of Training Obligations with the Public Employment Services

3.10. Challenges of Labor Intermediation Policies in the Digital Era

3.10.1. Labor Intermediation in Telematic Employment Agencies
3.10.2. Labor Mobility and Globalization in Employment Policies
3.10.3. Job Search in the Digital Era

Add to your knowledge the skills to apply Labor Policies and start intervening in this exciting field"