Principles of business administration

Knowledge: - Understand and identify the foundations of Human Resource Management (HRM). - Understand the relationships between HRM and other business functions. - Understand the role of HRM as a strategic business partner. - Understand the key contingency factors for implementing effective HRM policies and practices. - Understand the various alternatives in specific HRM practices (e.g., recruitment, training, compensation, etc.) and their relative advantages and disadvantages. - Be aware that some aspects of HRM are subtle and require deep analysis and specialized knowledge. - Understand the most important ethical aspects in people management. Skills: - Ability to use a textbook as a learning tool. - Ability to critically analyze the existing alternatives in HRM. - Ability to make well-founded HRM decisions and anticipate potential side effects. - Ability to work in a team. Attitudes: - Conceptual and intellectual effort. - Inclination toward thorough and well-founded analysis. - Active participation. - Initiative.

This course aims to provide students with a strategic framework to address the main issues and activities related to Human Resource Management (HRM). The intention of the course is to approach this business function from the perspective and concerns of company management. Students will be introduced to the field of HRM from an integrated perspective, always in connection with organizational contingencies and goals. Throughout the term, the following topics are covered: 1. The Strategic Role of HRM Explanation of what it means to manage HR strategically. Identification of key HRM activities and practices. Discussion of the influence of both internal and external organizational contexts on HRM. 2. Job Design and Job Analysis Explanation of the importance of job design and analysis for strategy implementation and organizational performance. Description of the main approaches to job design. Discussion of how internal and external contexts affect job design and analysis. Description of the main sources for conducting job analysis. 3. HR Planning Explanation of the importance of HR planning. Description of internal and external factors affecting labor supply and demand. Discussion of methods to address labor shortages and surpluses. Advantages and disadvantages of various HR planning methods. Influence of internal and external factors on HR planning. 4. Recruitment Definition of recruitment and its role in achieving competitive advantage. Description of the components of an effective recruitment strategy. Identification of main recruitment sources and their pros and cons. Discussion of the influence of internal and external contexts on recruitment. 5. Selection Description of the impact of selection on organizational performance. Importance of person-job fit. Identification of standards for effective selection. Discussion of internal and external contextual factors influencing selection. Presentation of main selection tools. 6. Training and Development Explanation of the purposes of training and development. Presentation of the phases of a training process. Description of the main training methods. Discussion of contextual influences on training decisions. 7. Performance Appraisal Description of the main objectives of performance appraisal. Components of an effective performance appraisal system. How to develop relevant performance measures. Advantages and disadvantages of different appraisal methods. Common evaluator biases. Methods to reduce evaluator bias. How to give effective feedback to employees. 8. Compensation Objectives of compensation. Components of a compensation package. Importance of fairness in compensation decisions. Discussion of point systems and competency-based systems for determining pay. Influence of internal and external factors on compensation. 9. Incentives Theories on the motivational role of incentives. Different types of individual and group incentives. Main advantages and disadvantages of individual and group incentives.

The proposed learning methodology encompasses three main areas for acquiring the intended competencies: 1. Lectures, supported by specialized textbooks and readings, through which theoretical frameworks will be presented to help students understand the various aspects of HRM and its functions within the context of organizations. 2. Case method, where real-life HRM issues in organizations will be presented. The cases will encourage students to apply the theory covered in lectures as a framework for analyzing and interpreting the issues and for offering well-founded alternative solutions. 3. Student-led exercises and presentations on critical HR topics. 4. In addition, instructors will be available for individual tutoring at any time to ensure students are as prepared as possible for the final exam. In this course, students should not use artificial intelligence tools to carry out the work or exercises proposed by the faculty. In the event that the use of AI by the student gives rise to academic fraud by falsifying the results of an exam or work required to accredit academic performance, the Regulation of the University Carlos III of Madrid of partial development of the Law 3/2022, of February 24th, of University Coexistence, will be applied.