| 10595116 | Labour economics [SECS-P/01] [ITA] | 1st | 1st | 9 |
Educational objectives The aim of the course is to learn the basic knowledge of labor economics, from a micro and macroeconomic point of view. Students will acquire the mastery of theoretical models and the ability to read and interpret the empirical evidence of the Italian and European labor market and labor policies.
In particular, students will be able to:
- know and understand the theories, stylized facts, and policies concerning the labor market
- interpret the models of labor supply and demand
- use models and empirical data to understand the micro and macro dynamics of the labor market
- know and understand the role of human capital and on-the-job training in relation to digital transformation and related changes
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| 10595118 | Psychology for human resources [M-PSI/06] [ITA] | 1st | 1st | 6 |
Educational objectives General purpose:
The course in Psychology for Human Resources aims to provide students with the knowledge for the understanding and critical analysis of the main themes and research areas of psychology applied to work and organizational contexts.
Specific objectives:
- Knowledge and understanding
At the end of the course students will know the main individual and work environment variables that influence organisational behaviour in current contexts. They will be able to define and distinguish the different constructs and processes that explain the relationship between the individual and the job and the work context. They will also be able to recognise their role in determining positive (such performance, satisfaction, proactive work behaviours) or negative (such as mistakes or deviant work behaviours) outcomes. They will know the main theoretical models to analyse work motivation, engagement, leadership, work stress, etc.. Furthermore, they will master the main theories and reference models to explain organisational behaviour from a psychological perspective.
- Applying knowledge and understanding
The acquisition of specific skills will be promoted through individual study, readings, teamworks and organizational cases proposed in the classroom, with regard to: the systematic analysis of organizational phenomena by applying specific theoretical models, the distinction between causes and consequences in the relationship between the dimensions studied, the identification of possible solutions to solve specific organizational problems (e.g. how to improve performance, develop motivation or engagement, reduce stress, etc.).Students will also learn to understand the relationships at different levels of analysis (individual level, group level and organizational level) in order to understand the connections and multiple possible interpretations of organizational phenomena acquiring a fully comprehensive perspective.
- Making judgements
Through exercises and organizational cases, students are encouraged to develop critical thinking and reflection, during topic presentations and classroom discussions students are stimulated to develop the ability to gather the different elements involved in order to elaborate critical judgements, their own reflections and autonomous proposals. The practical exercises and the subsequent presentation in the classroom of the works elaborated by the students allow to stimulate critical thinking starting from the discrepancy between theories and practical application.
- Communication skills
The study of the texts and the request of preparing specific presentation is oriented to facilitate students in mastering different communicative registers that include the technical lexicon both of work and organizational psychology and of human resources management. In addition, throughout the course, the possibility of presenting their own team works and to as questions to the audience will facilitate the development of communicative skills.
- Learning skills
During the course students are encouraged to organize their study independently and to manage time and deadlines. It is encouraged also information seeking and the use of resources available on the web (professional databases, search engines) is also stimulated as a way to confront with external sources of information and to proactively approach the work.
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| 10595624 | Labour and social security law. Safety management in work organization [ING-IND/17, IUS/07] [ITA] | 1st | 1st | 12 |
Educational objectives General Objectives:
Labor and social security law. Safety management in production organizations (12 CFU) is an integrated course between the SSDs IUS / 07 (Labor law) and ING-IND / 17 (Industrial plants mechanics) composed of two modules whose contents will be addressed by the teachers in perspective interdisciplinary and coordinated.
The first module of Labor and Social Security Law (9 CFU) has as its objective learning the basics of labor law and social security law and the mastery of institutions legal instruments most relevant to the management and development of human resources.
The second module of Safety management in productive organizations (3 CFU) aims to provide the knowledge bases necessary for setting up and managing safety and maintenance of production systems, understood as complex organizations.
Specific objectives:
- Knowledge and understanding
The first module of Labor and Social Security Law (9 CFU) has as its objective learning the basics of labor law and social security law and the mastery of institutions legal instruments most relevant to the management and development of human resources.
The course therefore has as its object: the study of the essential principles and notions of trade union law; the study of the normative and contractual discipline that regulates the relationship between the worker and
the employer, both private and public, in its various stages of constitution, development and termination; the legal analysis of the issue of social security in one dimension broad that embraces public and private social security, social assistance, the protection of unemployment, social safety nets and active policies. The last part of the module is dedicated to the study of the regulations on the protection of safety at work, examining both general and specific worker protection, both social security protection for accidents at work and professional illnesses.
The second module of Safety management in productive organizations (3 CFU) aims to provide the knowledge bases necessary for setting up and managing safety and maintenance of production systems, understood as complex organizations. For this purpose the course deals with the treatment of risky phenomena, informs about the laws and good technical rules existing in this regard and introduces the
systems analysis methodologies. Particular emphasis is given on one hand to the human factor, such as
central element of every production organization, and to maintenance, as a fundamental discipline
to guarantee the safety of any system, also in light of some significant trends (facility management, global service, outsourcing).
- Applying knowledge and understanding
At the end of the first module the student will have: acquired the ability to master and interpret sources trade union law, labor law and social security law; learned legal knowledge necessary for the management of personnel in the phases of hiring, carrying out and terminating the employment relationship; acquired the technical language of the discipline; acquired the ability to identify and understand the legal institutions - social security and welfare - that govern the security system social; acquired the technique and the ability to interpret the social security legislation.
At the end of the second module the student will have acquired the skills to draft management procedures and operating instructions for safety and human factor management. With specific reference to on the subject of workplace safety, the student will have acquired the relevant knowledge in perspective interdisciplinary, acquiring awareness of the regulatory and technical coordinates of the matter.
- Making judgements
The autonomy of judgment will be developed through:
- critical readings of sentences and supplementary articles assigned in the classroom;
- practical exercises in solving problems relating to the management of the employment relationship and
workplace safety;
- deepening of the materials collected through classroom presentation and collegial discussion.
- Communication skills
Communication skills will be developed through the presentations of articles and sentences provided to students, presentations of good safety practices, constant encouragement to participation and comparison; the simulations and the comments made with respect to them.
- Learning skills
Encourage personal initiative and self-regulation in learning through readings or in-depth analysis, making use of legal databases and searching for additional materials on the web, or through questions to teachers.
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| Labour and social security law. [ING-IND/17] [ITA] | 1st | 1st | 3 |
Educational objectives General Objectives:
Labor and social security law. Safety management in production organizations (12 CFU) is an integrated course between the SSDs IUS / 07 (Labor law) and ING-IND / 17 (Industrial plants mechanics) composed of two modules whose contents will be addressed by the teachers in perspective interdisciplinary and coordinated.
The first module of Labor and Social Security Law (9 CFU) has as its objective learning the basics of labor law and social security law and the mastery of institutions legal instruments most relevant to the management and development of human resources.
The second module of Safety management in productive organizations (3 CFU) aims to provide the knowledge bases necessary for setting up and managing safety and maintenance of production systems, understood as complex organizations.
Specific objectives:
- Knowledge and understanding
The first module of Labor and Social Security Law (9 CFU) has as its objective learning the basics of labor law and social security law and the mastery of institutions legal instruments most relevant to the management and development of human resources.
The course therefore has as its object: the study of the essential principles and notions of trade union law; the study of the normative and contractual discipline that regulates the relationship between the worker and
the employer, both private and public, in its various stages of constitution, development and termination; the legal analysis of the issue of social security in one dimension broad that embraces public and private social security, social assistance, the protection of unemployment, social safety nets and active policies. The last part of the module is dedicated to the study of the regulations on the protection of safety at work, examining both general and specific worker protection, both social security protection for accidents at work and professional illnesses.
The second module of Safety management in productive organizations (3 CFU) aims to provide the knowledge bases necessary for setting up and managing safety and maintenance of production systems, understood as complex organizations. For this purpose the course deals with the treatment of risky phenomena, informs about the laws and good technical rules existing in this regard and introduces the
systems analysis methodologies. Particular emphasis is given on one hand to the human factor, such as
central element of every production organization, and to maintenance, as a fundamental discipline
to guarantee the safety of any system, also in light of some significant trends (facility management, global service, outsourcing).
- Applying knowledge and understanding
At the end of the first module the student will have: acquired the ability to master and interpret sources trade union law, labor law and social security law; learned legal knowledge necessary for the management of personnel in the phases of hiring, carrying out and terminating the employment relationship; acquired the technical language of the discipline; acquired the ability to identify and understand the legal institutions - social security and welfare - that govern the security system social; acquired the technique and the ability to interpret the social security legislation.
At the end of the second module the student will have acquired the skills to draft management procedures and operating instructions for safety and human factor management. With specific reference to on the subject of workplace safety, the student will have acquired the relevant knowledge in perspective interdisciplinary, acquiring awareness of the regulatory and technical coordinates of the matter.
- Making judgements
The autonomy of judgment will be developed through:
- critical readings of sentences and supplementary articles assigned in the classroom;
- practical exercises in solving problems relating to the management of the employment relationship and
workplace safety;
- deepening of the materials collected through classroom presentation and collegial discussion.
- Communication skills
Communication skills will be developed through the presentations of articles and sentences provided to students, presentations of good safety practices, constant encouragement to participation and comparison; the simulations and the comments made with respect to them.
- Learning skills
Encourage personal initiative and self-regulation in learning through readings or in-depth analysis, making use of legal databases and searching for additional materials on the web, or through questions to teachers.
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| Safety management in work organization [IUS/07] [ITA] | 1st | 1st | 9 |
Educational objectives General Objectives:
Labor and social security law. Safety management in production organizations (12 CFU) is an integrated course between the SSDs IUS / 07 (Labor law) and ING-IND / 17 (Industrial plants mechanics) composed of two modules whose contents will be addressed by the teachers in perspective interdisciplinary and coordinated.
The first module of Labor and Social Security Law (9 CFU) has as its objective learning the basics of labor law and social security law and the mastery of institutions legal instruments most relevant to the management and development of human resources.
The second module of Safety management in productive organizations (3 CFU) aims to provide the knowledge bases necessary for setting up and managing safety and maintenance of production systems, understood as complex organizations.
Specific objectives:
- Knowledge and understanding
The first module of Labor and Social Security Law (9 CFU) has as its objective learning the basics of labor law and social security law and the mastery of institutions legal instruments most relevant to the management and development of human resources.
The course therefore has as its object: the study of the essential principles and notions of trade union law; the study of the normative and contractual discipline that regulates the relationship between the worker and
the employer, both private and public, in its various stages of constitution, development and termination; the legal analysis of the issue of social security in one dimension broad that embraces public and private social security, social assistance, the protection of unemployment, social safety nets and active policies. The last part of the module is dedicated to the study of the regulations on the protection of safety at work, examining both general and specific worker protection, both social security protection for accidents at work and professional illnesses.
The second module of Safety management in productive organizations (3 CFU) aims to provide the knowledge bases necessary for setting up and managing safety and maintenance of production systems, understood as complex organizations. For this purpose the course deals with the treatment of risky phenomena, informs about the laws and good technical rules existing in this regard and introduces the
systems analysis methodologies. Particular emphasis is given on one hand to the human factor, such as
central element of every production organization, and to maintenance, as a fundamental discipline
to guarantee the safety of any system, also in light of some significant trends (facility management, global service, outsourcing).
- Applying knowledge and understanding
At the end of the first module the student will have: acquired the ability to master and interpret sources trade union law, labor law and social security law; learned legal knowledge necessary for the management of personnel in the phases of hiring, carrying out and terminating the employment relationship; acquired the technical language of the discipline; acquired the ability to identify and understand the legal institutions - social security and welfare - that govern the security system social; acquired the technique and the ability to interpret the social security legislation.
At the end of the second module the student will have acquired the skills to draft management procedures and operating instructions for safety and human factor management. With specific reference to on the subject of workplace safety, the student will have acquired the relevant knowledge in perspective interdisciplinary, acquiring awareness of the regulatory and technical coordinates of the matter.
- Making judgements
The autonomy of judgment will be developed through:
- critical readings of sentences and supplementary articles assigned in the classroom;
- practical exercises in solving problems relating to the management of the employment relationship and
workplace safety;
- deepening of the materials collected through classroom presentation and collegial discussion.
- Communication skills
Communication skills will be developed through the presentations of articles and sentences provided to students, presentations of good safety practices, constant encouragement to participation and comparison; the simulations and the comments made with respect to them.
- Learning skills
Encourage personal initiative and self-regulation in learning through readings or in-depth analysis, making use of legal databases and searching for additional materials on the web, or through questions to teachers.
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| 10612501 | DIGITALIZATION FOR HUMAN RESOURCES MANAGEMENT [ING-INF/05] [ITA] | 1st | 2nd | 9 |
| INFORMATION TECHNOLOGY AND LABOR RELATIONS [ING-INF/05] [ITA] | 1st | 2nd | 3 |
| DIGITIZATION AND HUMAN RESOURCE MANAGEMENT [ING-INF/05] [ITA] | 1st | 2nd | 6 |
| 10606480 | Sociologia dei mercati del lavoro e politiche per l'occupazione [IUS/07, SPS/09] [ITA] | 1st | 2nd | 9 |
| Sociologia dei mercati del lavoro [IUS/07] [ITA] | 1st | 2nd | 3 |
| Politiche per l'occupazione [SPS/09] [ITA] | 1st | 2nd | 6 |
| 10595117 | Organization and management of human resources [SECS-P/10] [ITA] | 1st | 2nd | 6 |
Educational objectives General Purpose:
The course aims at providing students with detailed knowledge of Work Organization and Human Resources Management (HRM). Subjects of the study include: theories and practices in HRM, employee-organization exchange relationship, motivation and competences, Human Resource planning, selection and recruitment, internal and external labour markets, industrial relations, employee reward policies, performance management, staff training, learning methods, diversity management and work-life balance. Through case discussions, in-class exercises, work groups and project works, this course allows students to acquire advanced skills in the application of managerial tools for organizational analysis and performance measurement of both HR processes and practices.
Detailed learning outcomes:
- Knowledge and understanding.
The course introduces students to fundamental theories and approaches in work organization and HRM. It also provides students with a detailed knowledge of analytical tools and performance indicators to be used in solving organizational problems and assessing human resources management processes and practices. The reference to the most recent results of the academic literature and the participation of HRM professionals as guest lecturers will make this knowledge constantly updated.
- Applying knowledge and understanding.
Through case studies, in-class exercises and work groups, this course will support students in the practical application of theoretical knowledge. By the end of this course, students should be able to apply decisional models, key performance indicators and other managerial tools to do organizational analysis and to assess HRM systems, processes and practices.
- Making judgements.
Both contents and methods of the course strongly encourage the development of students’ critical thinking in managing and solving HRM problems. Throughout the term, students will be tasked with a number of assignments on HRM issues, such as simulations, discussion groups, and written reports/paper in order to improve their observation, interpretation, reflection and judgement skills.
- Communication skills.
The course will include a discussion time to be held by students with in-class presentations or peer debates on the topics they will task with. The aim is to improve public speaking skills, especially with regard to the ability of explaining concepts and sharing information in a clear and complete manner.
- Learning skills.
Finally, this course will allow student to self-manage their own learning. To better support students, the course will provide the following: 1) the use of an e-learning platform that favour the exchange of teaching materials and other learning contents between students and teacher; 2) the clear indication of the academic and managerial literature that will be referred to during the class; and 3) the provision of supplementary papers, references and materials for deepening relevant arguments.
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| Optional group: Group 1 | | | |
| 10595625 | Performance management welfare and remuneration policies [IUS/07, SECS-P/10] [ITA] | 2nd | 1st | 9 |
Educational objectives General Objectives:
Performance management, Compensation and Occupational Welfare Policies (9 CFU) is an integrated course between the SSD IUS / 07 (Labor law) and SECS-P / 10 (Company organization), consisting of two modules: the first dedicated to Compensation and Occupational Welfare Policies; the second dedicated to Performance management.
The topics of the two modules will be addressed by the teachers in an integrated way, in order to allow the student to acquire an interdisciplinary vision and from different perspectives of the topics covered.
Specific objectives:
- Knowledge and understanding
The first module of Remuneration and Welfare Policies (6 CFU) has as its objective the learning of the rules, of law and of collective bargaining, which govern the remuneration of subordinate workers, as well as the spaces available to individual autonomy. The course also aims to provide the student with the cognitive tools useful to build a staff remuneration plan, which takes into account the forms of remuneration linked to the result, and to implement a welfare performance plan.
At the end of the second Performance management module (3 CFU) students will be able to re-know and analytically address the problems related to the design of a Performance Management system, having a broad background on the main theories and principles deriving from them for their solution, thanks also to the knowledge of models and tools applicable to the specific problems of the aforementioned design. This knowledge will be acquired by adopting a multilevel (micro-meso-macro-organizational) analysis perspective, aimed at understanding the systemic relationships that, starting from the organization of work at the micro (individual) and meso level (groups / units organizational), allow to investigate the connections between, on the one hand, individual performance and organizational performance and, on the other, to systematically set up the organizational, managerial, evaluation and remuneration processes aimed at the correct orientation of individual performance.
- Applying knowledge and understanding
At the end of the first module the student will have:
- acquired the ability to master the national and European regulatory sources, and the rules of the collective agreements that regulate the remuneration and that preside over the construction of the remuneration policies;
-acquired the ability to master the sources that regulate the tax treatment of remuneration, in its various components;
-acquired the ability to develop a staff remuneration plan; acquired the ability to build a corporate wel-make plan.
At the end of Performance Management session, through individual work and project work, also
commissioned by important Italian entrepreneurial realities, students will be enabled not only to understand the origin, nature and typology of the various problems inherent in the design of a Performance Management system, but to elaborate specific solutions using techniques, models and analysis tools transferred during the lectures. The presentation by the students of the results of the group work will allow the development of capabilities for reflection and argumentation, together with the ability to exchange, share and display the results achieved. Lectures from organizational experts coming from leading business organizations and the discussion of the related topics with the students, finally, will allow to corroborate - also with a practical feedback - the ability to apply the techniques and the results achieved by students themselves, and learn from any mistakes made.
- Making judgements
The course, through mixed methods of content delivery (lectures, individual and group work, company testimonials), while dedicating adequate space to the main theoretical models consolidated in the reference literature, intends to stimulate students to create their own vision of the phenomena in question, encouraging independent judgment and the creative solution, albeit oriented and guided by the teachers, of the consequent problems.
In particular, individual and group work are designed precisely to increase critical capacity, reflection and autonomous processing of judgments, including that aimed at avoiding the prejudices that characterize in this area the decision-making processes oriented to problem-solving, also in relation to the ethical and social falls that distinguish the organizational choices identified.
- Communication skills
The analysis of different case-studies (at individual and group level) and the presentation of the results achieved represents an important tool, adopted in the teaching in question, for the development of communication skills. In particular, the exercises are specifically built to allow students to learn how to interact and communicate, simulating knowledge sharing and consensus building activities typical of real working contexts.
- Learning skills
Considering the high transversality and multidisciplinarity of the topics covered, the contents of which can easily be translated into organizational contexts other than businesses (albeit characterized by an orientation towards respect for the conditions of economic management), the course allows you to access to obtain a theoretical, conceptual and application basis that can be used for a variety of educational and practical courses following that of the degree. In fact, students will acquire skills that can be further developed, even independently, and usable in companies, consultancy companies and other organizations.
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| Performance management [IUS/07] [ITA] | 2nd | 1st | 6 |
Educational objectives General Objectives:
Performance management, Compensation and Occupational Welfare Policies (9 CFU) is an integrated course between the SSD IUS / 07 (Labor law) and SECS-P / 10 (Company organization), consisting of two modules: the first dedicated to Compensation and Occupational Welfare Policies; the second dedicated to Performance management.
The topics of the two modules will be addressed by the teachers in an integrated way, in order to allow the student to acquire an interdisciplinary vision and from different perspectives of the topics covered.
Specific objectives:
- Knowledge and understanding
The first module of Remuneration and Welfare Policies (6 CFU) has as its objective the learning of the rules, of law and of collective bargaining, which govern the remuneration of subordinate workers, as well as the spaces available to individual autonomy. The course also aims to provide the student with the cognitive tools useful to build a staff remuneration plan, which takes into account the forms of remuneration linked to the result, and to implement a welfare performance plan.
At the end of the second Performance management module (3 CFU) students will be able to re-know and analytically address the problems related to the design of a Performance Management system, having a broad background on the main theories and principles deriving from them for their solution, thanks also to the knowledge of models and tools applicable to the specific problems of the aforementioned design. This knowledge will be acquired by adopting a multilevel (micro-meso-macro-organizational) analysis perspective, aimed at understanding the systemic relationships that, starting from the organization of work at the micro (individual) and meso level (groups / units organizational), allow to investigate the connections between, on the one hand, individual performance and organizational performance and, on the other, to systematically set up the organizational, managerial, evaluation and remuneration processes aimed at the correct orientation of individual performance.
- Applying knowledge and understanding
At the end of the first module the student will have:
- acquired the ability to master the national and European regulatory sources, and the rules of the collective agreements that regulate the remuneration and that preside over the construction of the remuneration policies;
-acquired the ability to master the sources that regulate the tax treatment of remuneration, in its various components;
-acquired the ability to develop a staff remuneration plan; acquired the ability to build a corporate wel-make plan.
At the end of Performance Management session, through individual work and project work, also
commissioned by important Italian entrepreneurial realities, students will be enabled not only to understand the origin, nature and typology of the various problems inherent in the design of a Performance Management system, but to elaborate specific solutions using techniques, models and analysis tools transferred during the lectures. The presentation by the students of the results of the group work will allow the development of capabilities for reflection and argumentation, together with the ability to exchange, share and display the results achieved. Lectures from organizational experts coming from leading business organizations and the discussion of the related topics with the students, finally, will allow to corroborate - also with a practical feedback - the ability to apply the techniques and the results achieved by students themselves, and learn from any mistakes made.
- Making judgements
The course, through mixed methods of content delivery (lectures, individual and group work, company testimonials), while dedicating adequate space to the main theoretical models consolidated in the reference literature, intends to stimulate students to create their own vision of the phenomena in question, encouraging independent judgment and the creative solution, albeit oriented and guided by the teachers, of the consequent problems.
In particular, individual and group work are designed precisely to increase critical capacity, reflection and autonomous processing of judgments, including that aimed at avoiding the prejudices that characterize in this area the decision-making processes oriented to problem-solving, also in relation to the ethical and social falls that distinguish the organizational choices identified.
- Communication skills
The analysis of different case-studies (at individual and group level) and the presentation of the results achieved represents an important tool, adopted in the teaching in question, for the development of communication skills. In particular, the exercises are specifically built to allow students to learn how to interact and communicate, simulating knowledge sharing and consensus building activities typical of real working contexts.
- Learning skills
Considering the high transversality and multidisciplinarity of the topics covered, the contents of which can easily be translated into organizational contexts other than businesses (albeit characterized by an orientation towards respect for the conditions of economic management), the course allows you to access to obtain a theoretical, conceptual and application basis that can be used for a variety of educational and practical courses following that of the degree. In fact, students will acquire skills that can be further developed, even independently, and usable in companies, consultancy companies and other organizations.
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| welfare and remuneration policies [SECS-P/10] [ITA] | 2nd | 1st | 3 |
Educational objectives General Objectives:
Performance management, Compensation and Occupational Welfare Policies (9 CFU) is an integrated course between the SSD IUS / 07 (Labor law) and SECS-P / 10 (Company organization), consisting of two modules: the first dedicated to Compensation and Occupational Welfare Policies; the second dedicated to Performance management.
The topics of the two modules will be addressed by the teachers in an integrated way, in order to allow the student to acquire an interdisciplinary vision and from different perspectives of the topics covered.
Specific objectives:
- Knowledge and understanding
The first module of Remuneration and Welfare Policies (6 CFU) has as its objective the learning of the rules, of law and of collective bargaining, which govern the remuneration of subordinate workers, as well as the spaces available to individual autonomy. The course also aims to provide the student with the cognitive tools useful to build a staff remuneration plan, which takes into account the forms of remuneration linked to the result, and to implement a welfare performance plan.
At the end of the second Performance management module (3 CFU) students will be able to re-know and analytically address the problems related to the design of a Performance Management system, having a broad background on the main theories and principles deriving from them for their solution, thanks also to the knowledge of models and tools applicable to the specific problems of the aforementioned design. This knowledge will be acquired by adopting a multilevel (micro-meso-macro-organizational) analysis perspective, aimed at understanding the systemic relationships that, starting from the organization of work at the micro (individual) and meso level (groups / units organizational), allow to investigate the connections between, on the one hand, individual performance and organizational performance and, on the other, to systematically set up the organizational, managerial, evaluation and remuneration processes aimed at the correct orientation of individual performance.
- Applying knowledge and understanding
At the end of the first module the student will have:
- acquired the ability to master the national and European regulatory sources, and the rules of the collective agreements that regulate the remuneration and that preside over the construction of the remuneration policies;
-acquired the ability to master the sources that regulate the tax treatment of remuneration, in its various components;
-acquired the ability to develop a staff remuneration plan; acquired the ability to build a corporate wel-make plan.
At the end of Performance Management session, through individual work and project work, also
commissioned by important Italian entrepreneurial realities, students will be enabled not only to understand the origin, nature and typology of the various problems inherent in the design of a Performance Management system, but to elaborate specific solutions using techniques, models and analysis tools transferred during the lectures. The presentation by the students of the results of the group work will allow the development of capabilities for reflection and argumentation, together with the ability to exchange, share and display the results achieved. Lectures from organizational experts coming from leading business organizations and the discussion of the related topics with the students, finally, will allow to corroborate - also with a practical feedback - the ability to apply the techniques and the results achieved by students themselves, and learn from any mistakes made.
- Making judgements
The course, through mixed methods of content delivery (lectures, individual and group work, company testimonials), while dedicating adequate space to the main theoretical models consolidated in the reference literature, intends to stimulate students to create their own vision of the phenomena in question, encouraging independent judgment and the creative solution, albeit oriented and guided by the teachers, of the consequent problems.
In particular, individual and group work are designed precisely to increase critical capacity, reflection and autonomous processing of judgments, including that aimed at avoiding the prejudices that characterize in this area the decision-making processes oriented to problem-solving, also in relation to the ethical and social falls that distinguish the organizational choices identified.
- Communication skills
The analysis of different case-studies (at individual and group level) and the presentation of the results achieved represents an important tool, adopted in the teaching in question, for the development of communication skills. In particular, the exercises are specifically built to allow students to learn how to interact and communicate, simulating knowledge sharing and consensus building activities typical of real working contexts.
- Learning skills
Considering the high transversality and multidisciplinarity of the topics covered, the contents of which can easily be translated into organizational contexts other than businesses (albeit characterized by an orientation towards respect for the conditions of economic management), the course allows you to access to obtain a theoretical, conceptual and application basis that can be used for a variety of educational and practical courses following that of the degree. In fact, students will acquire skills that can be further developed, even independently, and usable in companies, consultancy companies and other organizations.
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| 10612545 | DEMOGRAPHICS AND METHODS AND TOOLS FOR ANALYZING THE LABOR MARKET AND EMPLOYMENT DYNAMICS [SECS-S/04, SECS-S/01] [ITA] | 2nd | 1st | 9 |
| METHODS AND TOOLS FOR ANALYZING THE LABOR MARKET AND EMPLOYMENT DYNAMICS [SECS-S/04] [ITA] | 2nd | 1st | 6 |
| DEMOGRAPHY [SECS-S/01] [ITA] | 2nd | 1st | 3 |
| [N/D] [ITA] | 2nd | 1st | 9 |
| 10612502 | TALENT MANAGEMENT AND DEVELOPMENT [M-PSI/06] [ITA] | 2nd | 2nd | 9 |
| TALENT DEVELOPMENT [M-PSI/06] [ITA] | 2nd | 2nd | 3 |
| METHODS AND ANALYSIS TOOLS FOR HUMAN RESOURCE MANAGEMENT [M-PSI/06] [ITA] | 2nd | 2nd | 6 |
| 10612507 | LABOR RELATIONS AND INTERPERSONAL COMMUNICATION [IUS/07, M-PSI/06] [ITA] | 2nd | 2nd | 9 |
| INTERPERSONAL COMMUNICATION [IUS/07] [ITA] | 2nd | 2nd | 6 |
| LABOR RELATIONS [M-PSI/06] [ITA] | 2nd | 2nd | 3 |
| AAF1041 | Training [N/D] [ITA] | 2nd | 2nd | 3 |
Educational objectives The internship aims to allow the student to learn about the concrete problems of human resource management, through in-depth seminars carried out by human resources experts from primary public or private organizations or through a period of practice within primary private or public organizations
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| AAF2018 | THESIS WORK [N/D] [ITA] | 2nd | 2nd | 15 |
Educational objectives The final exam consists in the drafting of a written thesis, the result of a critical and original elaboration, assigned by a supervisor on a topic agreed with the student. The thesis will be discussed, with the intervention of a co-supervisor, in front of a degree commission composed according to the regulations in force.
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