Talent is a key element in the success of an organization. Learn how to manage it correctly with this educational action that will also turn you into a professional of excellence”

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 professionals in the field to respond specifically to the needs of workers in the Human Resources field. This compendium of contents, moreover, has been conceived with a perspective focused on applied learning, allowing 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 entering a labor market that increasingly demands more and more professionals specialized in the field.

A complete program created to offer the Human Resources manager an effective and fast learning process, compatible with his or her personal and professional life”

Plan de estudios

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, since their plans and selection processes will be a direct asset for the development of the company.

For all these reasons, TECH teachers have designed this Postgraduate diploma that will provide students with the skills that will enable them to design and implement Talent Management plans in the workplace. All this, in addition to revaluing the student's professional profile, will turn him/her into an invaluable asset in companies, since companies that are unable to retain high-level personnel will not achieve their objectives.

Thus, through this program, professionals will learn to carry out an effective management that seeks to develop, plan and coordinate strategies that allow them to search for, select and retain all those professionals who, due to their talent, are a great asset to the organization. This task, especially designed for the area of HR Management and Administration, will be carried out by the HR Department. The HR program, which will be discussed in depth during the experience, will organize and maximize the performance of people in companies, improving their productivity.

This very complete training could not leave aside one of the aspects that most concerns today's corporations: digital transformation. On it, the program will teach professionals to apply different techniques of performance evaluation and business engagement of business talent within digital projects, recognizing the challenges of digital transformation of employees and making the most of the talent of workers. All this while preparing your company for technological change.

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

Module 1. RR Strategic Management and Administration. Resources
Module 2. Performance Management and Compensation Policy
Module 3. Management and Management of In-Company Training
Module 4. Talent Development in the Digital Age

Where, When and How is it Taught?

TECH offers the possibility of developing this Postgraduate diploma in Workplace 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. RR Strategic Management and Administration. Resources

1.1. Strategic Thinking and Systems

1.1.1. The Company as a System
1.1.2. Strategic Thinking Derived from Corporate Culture
1.1.3. The Strategic Approach from a People Management Perspective

1.2. Human Resources Department Project Planning and Management

1.2.1. Keys to the Design and Implementation of a Balanced Scorecard
1.2.2. Workforce Sizing and Planning
1.2.3. Supporting Operations: Personnel Policies

1.3. Strategic Organizational Design

1.3.1. Business Partners Model
1.3.2. Share Services
1.3.3. Outsourcing

1.4. Job Design, Recruitment, and Selection

1.4.1. Training and Career Development
1.4.2. Strategic Approach to People Management
1.4.3. Design and Implementation of Personnel Policies and Practices

1.5. HR Analytics

1.5.1. Big Data and Business Intelligence (BI)
1.5.2. Human Resources Data Analysis and Modeling
1.5.3. Design and Development of Human Resources Metrics Measurements

1.6. Strategic Leadership

1.6.1. Leadership Models
1.6.2. Coaching
1.6.3. Mentoring
1.6.4. Transformational Leadership

1.7. Auditing and Control of Human Resources Management

1.7.1. Reasons for the Audit of Human Resources management
1.7.2. Data Collection and Analysis Tools
1.7.3. Audit Report

Module 2. Performance Management and Compensation Policy

2.1. Introduction to Performance Management and Management by Objectives

2.1.1. The Impact of the Digital Era on Professional Performance
2.1.2. Digital Transformation in Companies
2.1.3. New Human Resources Policies in the Digital Era
2.1.4. New Work Environments
2.1.5. Performance Assessment: What Is It and What Is It for?
2.1.6. Performance Evaluation Models

2.2. The Performance Management Cycle

2.2.1. New Work Environments
2.2.2. Phases of the Performance Management Cycle
2.2.3. Models in Work Systems

2.3. Performance Planning

2.3.1. Initial Design of the Performance Evaluation: Company Analysis
2.3.2. Setting Individual and Group Objectives
2.3.3. Performance Metrics
2.3.4. Competency-Based Evaluation Systems

2.4. Performance Monitoring

2.4.1. Management of the Corporate Talent Map
2.4.2. Individual and Group Action Plan Follow-up Mechanisms: Observation, Coaching and Feedback Techniques
2.4.3. Recognition Plans

2.5. Performance Evaluation

2.5.1. Key Points in Performance Appraisal: Objectives, Competencies and Project/Team
2.5.2. Definition of Evaluation Scales and Parameters of Excellence
2.5.3. The Application of the Evaluation

2.6. Underperformance Management

2.6.1. Observation Techniques
2.6.2. Incentive Motivation and Coaching Methodologies
2.6.3. Recovery Plan

2.7. Remuneration Policy

2.7.1. Regulation of Work and Remuneration
2.7.2. Establishment of the General Compensation System
2.7.3. Variable Remuneration
2.7.4. Control Systems

2.8. Legal and Labor Aspects of Remuneration

2.8.1. Legal Framework
2.8.2. Application

2.9. Annual Planning of Performance Plans

2.9.1. Design and Development of an Annual Performance Plan
2.9.2. Analysis of Results

2.10. Additional Compensation Aspects

2.10.1. Pension Plans
2.10.2. Other Special Situations

Module 3. Management and Management of In-Company Training

3.1. In-Company Training

3.1.1. Training Concept, Objectives and Actors
3.1.2. Training as an Element of Business Strategy

3.2. Training Planning

3.2.1. Element of Training Planning
3.2.2. Budget Management

3.3. Assessment of Training Needs

3.3.1. Detection of DNC Training Needs
3.3.2. Techniques and Data Collection
3.3.3. Analysis and Valuation

3.4. Training Methods

3.4.1. In-Office Training
3.4.2. Out-of-Office Training
3.4.3. Training in Digital Environments: e-Learning
3.4.4. Blended Training

3.5. Design and Programming of Training Activities

3.5.1. Concept of Design and Programming of Training Activities
3.5.2. Definition of the Objective and Contents of the Training Activities
3.5.3. Methodology of Teaching in Training Activities

3.6. The Dual Education System

3.6.1. Origin of Dual Training and Reference Countries
3.6.2. Labor Aspects of the Dual Training Context
3.6.3. Training Aspects of the Dual Training Context
3.6.4. Perspectives and Evolution of Dual Training

3.7. Legal Framework for Training

3.7.1. Art. 123
3.7.2. Federal Labor Law
3.7.3. Collective Bargaining Agreements

3.8. The Cost of Training in the Organization

3.8.1. Direct Training Costs
3.8.2. Indirect Training Costs
3.8.3. The Economic Impact of Proper Training in the Company

3.9. In-House Training Inspections and Audits

3.9.1. Government Inspections
3.9.2. External Audits
3.9.3. Risks in Case of Non-Compliance

3.10. Highly Specialized Training

3.10.1. High-Risk Positions
3.10.2. Special Training Programs

Module 4. Talent Development in the Digital Age

4.1. Digital Transformation in Talent Management

4.1.1. Challenges of New Human Resources Communication Management in the Digital Age
4.1.2. Talent in the 21st Century: Motivational Designs and Learning Agility
4.1.3. Change Management in the Digital Age

4.2. Managing Human Capital

4.2.1. Human Capital Concept
4.2.2. Management Strategy

4.3. Innovation and Talent Management

4.3.1. Contextualization of Talent
4.3.2. Process of Talent Management

4.4. Knowledge and Talent Management

4.4.1. Attitudes, Values and Beliefs
4.4.2. Engagement Management and Corporate Culture

4.5. Digital Strategies in Human Resources

4.5.1. Employer Branding in Human Resources
4.5.2. Personal Branding for Human Resources Professionals
4.5.3. Networking and Social Media

4.6. Work Performance Management in Digital Ecosystems

4.6.1. Competencies 3.0 for Work in the Digital Age
4.6.2. Digital Project Management
4.6.3. Coordination of Virtual Work Teams
4.6.4. Growth Management: Leading Competent Teams
4.6.5. Mentoring and Collaborative Learning

4.7. Motivation in the Digital Era

4.7.1. Motivation and Job Satisfaction, Contextualization
4.7.2. New Work Motivation Systems: Gamification

4.8. Compensation and Non-Economic Benefits

4.8.1. Basic Aspects of Remuneration Policies
4.8.2. Remuneration in Kind Systems

4.9. Incentives and Profit Sharing

4.9.1. Contextualization
4.9.2. Types of Profit Sharing
4.9.3. Monitoring and Measurement of Satisfaction

4.10. Environment and Metric Strategy

4.10.1. Contextualization
4.10.2. Measurement and Monitoring 

Incorporate into your knowledge the most innovative approaches in Talent Management and begin to practice in this exciting field”