Acquire the knowledge of a specialist in Human Resources capable of understanding and applying the most effective social and labor policies, both externally and internally 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 teachers with extensive experience 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 student's main asset when it comes to successfully entering a labor market that increasingly demands more and more professionals specialized in the field.

Enroll today in this Postgraduate diploma and begin to establish your professional future with specific skills in Social, Equality and Diversity Labor Policy”

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. This is where the Human Resources professional comes into play and acquires a fundamental role because, after carrying out the selection processes, it is essential that he/she knows the policies that must be implemented within the organization to promote a good socio-labor environment, ensuring respect for equality and diversity in the company.

For all these reasons, TECH professionals have designed this Postgraduate diploma that will provide Psychology and Human Resources professionals with the skills that will enable them to understand the functioning of the social and labor policies that protect workers in various situations. This knowledge will become the students' main asset for their professional growth, as companies are increasingly demanding more professionals with skills in this area to ensure the welfare of the organization in different cases.

Thus, throughout the training, professionals will acquire in-depth knowledge that will enable them to understand inequalities in the workplace and how to work with them to mitigate their effects. In this sense, the role of underprivileged groups such as abused women or disabled people in the work context and the measures that can be carried out to promote the professional and personal development of these people will be addressed.

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

Module 1. Sociology of Work
Module 2. Social Research Strategies and Methods
Module 3. Management of Labor Intermediation Policies
Module 4. Strategic Management of Equality and Diversity in HR Resources

Where, When and How is it Taught?

TECH offers the possibility of developing this Postgraduate diploma in Social, Equality and Diversity Labor Policy 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. Sociology of Work

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’sLabor 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. Social Research Strategies and Methods

2.1. Basic Notions of Investigation: Science and the Scientific Method

2.1.1. Definition of the Scientific Method
2.1.2. Analytical Method
2.1.3. Synthetic Method
2.1.4. Inductive Method
2.1.5. Cartesian Thought
2.1.6. Rules of the Cartesian Method
2.1.7. Methodical Doubt
2.1.8. The First Cartesian Principle
2.1.9. Induction Procedures According to J. Mill Stuart

2.2. The General Process of Research: Quantitative and Qualitative Focus

2.2.1. Epistemological Assumptions
2.2.2. Approach to Reality and the Object of Study
2.2.3. Subject-Object Relationship
2.2.4. Objectivity
2.2.5. Methodological Processes
2.2.6. Integration of Methods

2.3. Research Paradigms and Methods Derived from These

2.3.1. How do Research Ideas Arise?
2.3.2. What is there to Research in Education?
2.3.3. Research Problem Statement
2.3.4. Background, Justification and Research Objectives
2.3.5. Theoretical Foundation
2.3.6. Hypotheses, Variables and Definition of Operational Concepts
2.3.7. Choosing a Research Design
2.3.8. Sampling in Quantitative and Qualitative Studies

2.4. Phases and Stages of Qualitative Research

2.4.1. Phase 1 Conceptual Phase
2.4.2. Phase 2 Planning and Design Phase
2.4.3. Phase 3 Empirical Phase
2.4.4. Phase 4 Analytical Phase
2.4.5. Phase 5 Diffusion Phase

2.5. Types of Quantitative Research

2.5.1. Historical Research
2.5.2. Correlation Research
2.5.3. Case Studies
2.5.4. “Ex Post Facto” Research of Completed Events
2.5.5. Quasi-Experimental Research
2.5.6. Experimental Research

2.6. Phases and Stages of Qualitative Research

2.6.1. Phase 1 Preparation Phase
2.6.2. Phase 2 Field Phase
2.6.3. Phase 3 Analytical Phase
2.6.4. Phase 4 Informative Phase

2.7. Types of Qualitative Research

2.7.1. Ethnography
2.7.2. Grounded Theory
2.7.3. Phenomenology
2.7.4. The Biographical Method and Life History
2.7.5. The Case Study
2.7.6. Content Analysis
2.7.7. Examination of Speech
2.7.8. Participatory Action Research

2.8. Techniques and Instruments for Collecting Quantitative Data

2.8.1. The Structured Interview
2.8.2. The Structured Questionnaire
2.8.3. Systematic Observation
2.8.4. Attitude Scales
2.8.5. Statistics
2.8.6. Secondary Sources of Information

2.9. Techniques and Instruments for Collecting Qualitative Data

2.9.1. Unstructured Interview
2.9.2. In Depth Interview
2.9.3. Focus Groups
2.9.4. Simple, Unregulated and Participant Observation
2.9.5. Life Stories
2.9.6. Diaries
2.9.7. Content Analysis
2.9.8. The Ethnographic Method

2.10. Data Quality Control

2.10.1. Requirements for a Measuring Instrument
2.10.2. Processing and Analysis of Quantitative Data

2.10.2.1. Validation of Quantitative Data
2.10.2.2. Statistics for Data Analysis
2.10.2.3. Descriptive Statistics
2.10.2.4 Inferential Statistics

2.10.3. Processing and Analysis of Qualitative Data

2.10.3.1. Reduction and Characterization
2.10.3.2. Clarify, Refine and Compare
2.10.3.3. Programs for Qualitative Analysis of Textual Data

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 Prospecting 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 Prospecting II

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 Assignment of Workers: 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 Searching in the Digital Era

Module 4. Strategic Management of Equality and Diversity in HR Resources

4.1. Government Employment Programs and Policies

4.1.1. Knowledge of Current Governmental Employment Policies
4.1.2. Employment Subsidy Programs
4.1.3. Government as a Provider of Employment

4.2. Poverty and Social Exclusion Policies

4.2.1. Conceptualization of Poverty in Socio-Economic Terms
4.2.2. Legal and Social Contextualization
4.2.3. Poverty and Social Inclusion in Employment Policies

4.3. Social Groups and Employment Difficulties

4.3.1. Identification of Social Groups
4.3.2. Exclusionary Labor Practices
4.3.3. Programs and Laws Protecting Social Groups

4.4. Disability in the Work Environment

4.4.1. Conceptualization of Disability
4.4.2. Inclusion Programs in the Company
4.4.3. Government Incentives

4.5. Youth and First Job Programs

4.5.1. Policies for Interns and Trainees in the Company
4.5.2. Government Programs
4.5.3. Challenges of Youth Employment in the Context of Digital Transformation

4.6. Pensions and Retirement

4.6.1. Corresponding Laws
4.6.2. Pension or Retirement Eligibility

4.7. Women and Work I: Gender Violence

4.7.1. Contextualization of Gender Violence
4.7.2. Business Programs Against Gender Violence
4.7.3. Promoting Employment Among Women Victims of Gender-Based Violence

4.8. Women and Work II: Discrimination and Marginalization in Employment

4.8.1. Women in the Labor Context Throughout History
4.8.2. Employment Discrimination
4.8.3. Productive Sectors with Greater Employability for Women

4.9. Immigration and Labor

4.9.1. Types of Immigrants
4.9.2. Work Permits
4.9.3. Government Participation in the Promotion of Legal Migration

4.10. International Personnel Administration

4.10.1. Global Companies
4.10.2. Immigrants and Expatriates
4.10.3. Fostering a Global Corporate Culture

Specialize with a team of winning professionals, who have already achieved success in their careers and know what yours needs to succeed”