Human Resources, Labour Sciences and Innovation

(A) Basic aspects: Models for representing and analyzing data and processes - Information representation and basic concepts: introduction to databases and information systems. - Modeling of business processes: State Diagram. Petri nets. Examples of process analysis and representation with graphical editor (yED). - Evaluation of process performance and synthesis of metrics (Key Performance Indicators): problem analysis method, KPI definition and process optimization, with examples. - Advanced data analysis techniques for Decision Support: Basic elements and examples of Machine Learning. - Models for interpreting transactional data: Graphs, Social Networks, Associative Networks. (B) Digital Human Resources Management (e-HRM) - Introduction to digitization in Human Resources Management (HRM) [T18 - Introduction, chapter 1 (all)] Evolution of the digital world; digital work and impact on the workforce; characterization of digital HRM and use in various HR functions; impact on relationships and engagement. - Strategic HRM enabled by technology [T18 - chapter 2 (all)] Transformation of work activities; new ways of working and the "gig economy"; HR and corporate objectives; strategic approach to e-HRM; competitive advantage. - Big data and e-HRM [T18 - chapter 5 (all)] Big data in daily life and in the world of work; big data literacy; big data in HRM and its various functions; building knowledge from big data. - Analysis of HR performance and related KPIs [T18 - chap 6 (all)] Motivation for HR analysis; KPIs (metrics) for HR analysis and decision support; dashboards for HR; challenges for the HR function. - Cloud Computing and e-HRM [T18 - chapter 7 (all)] Importance of cloud computing in e-HRM; Increased efficiency and effectiveness for HR functions; intensification of relations with HR and development of services; Outsourcing of cloud-based services; IaaS, PaaS, SaaS solutions. - Social media and e-HRM [T18 - chapter 8 (all)] Evolution of Social Media; Opportunities and challenges in using Social Media for HR functions; Examples of use in the various functions. - Gamification and e-HRM [T18 - chapter 9 (all)] Characterization of Gamification; Operational and Strategic Gamification. - Electronic Talent Management (eTM) [T18 - chapter 10 (all)] Talent management in relation with usual HRM functions dedicated to all employees; Diversification in the use of resources; IT support for talent identification, development and retention. - Data security and privacy in e-HRM [T18 - chapter 15 (first part)] Introduction; Growing importance of information security; Information Security Management Systems (ISMS).

1. Fundamental aspects relating to the organization of work and human resources. 2. Basic skills in using a computer and office automation suites.

(A) Basic issues: Models for representing and analyzing data and processes: [N23] Umberto Nanni, distributed material (2023): Slides from the lessons, Exercises proposed and solved. (B) Digital Human Resources Management (e-HRM): [T18] Mohan Thite (ed), e-HRM - Digital Approaches, Directions & Applications (Routledge, 2018). ISBN: 9781138043978.

The prevailing didactic model is the frontal lesson (in person and/or in distance learning) with the aim of proposing the main concepts relating to: 1. representation of information, information systems and their support in organizations; 2. analysis of relevant problems with reference to the management of human resources; 3. technological solutions for the proposed problems. The methodological aspects (project) are accompanied by examples developed from scratch which lead to the discussion of alternatives with the pupils. The exercises are illustrated progressively, requiring students to develop their solution at the same time, with the possibility of interacting with the teacher at any time.

Attendance is not mandatory but highly recommended.

Objective of the test The exam has a twofold objective: 1. to evaluate the student's knowledge relating to the various parts of the program, 2. to verify his ability to put the acquired methodological knowledge into practice. This second part consists in tackling a design problem taken from a realistic context, and setting it up, through the use of technologies and methods taught in class: the formulation and objectives, the analysis, its solution. Examination methods A. Oral exam; B. Discussion of a project-work. A. In the oral exam, questions are asked about the contents delivered in the classroom and it may require the discussion of some situations in which it is necessary to make use of the techniques and knowledge acquired. The oral test allows to assess individual knowledge and understanding, and the ability to integrate the knowledge acquired in the various areas covered by the programme. B. The project-work involves individual work or in a small group, which requires the production of: (1) the drafting of a specification, analysis and design document of a case study and (2) an experimental part. The delivery of the report and the presentation require each student to present a part of the project, illustrating the experimental aspects on the computer. This presentation allows you to evaluate communication skills, the ability to apply models and methods, independent judgement, team-working skills of students and the ability to exploit digital technologies to support the analysis and solution of problems in the HR context. Final evaluation The student's evaluation will be based on the two parts adopting the following weights: 1. Oral exam - weight: 2/3 2. Project work - weight: 1/3

Luca Allulli, Umberto Nanni. Fondamenti di basi di dati. Teoria, metodo ed esercizi. Hoepli, 2017. Franca Cantoni, Gianluigi Mangia (ed.). Human Resource Management and Digitalization. Routledge, 2019.

The prevailing didactic model is the frontal lesson (in classroom) with the aim of proposing the main concepts relating to: 1. representation of information, information systems and their support in organizations; 2. analysis of relevant problems with reference to the management of human resources; 3. technological solutions for the proposed problems. The methodological aspects (project) are accompanied by examples developed from scratch which lead to the discussion of alternatives with the students .In some cases the use of the computer is required to use applications for graphic modeling.

(A) Basic aspects: Models for representing and analyzing data and processes - Information representation and basic concepts: introduction to databases and information systems. - Modeling of business processes: State Diagram. Petri nets. Examples of process analysis and representation with graphical editor (yED). - Evaluation of process performance and synthesis of metrics (Key Performance Indicators): problem analysis method, KPI definition and process optimization, with examples. - Advanced data analysis techniques for Decision Support: Basic elements and examples of Machine Learning. - Models for interpreting transactional data: Graphs, Social Networks, Associative Networks. (B) Digital Human Resources Management (e-HRM) - Introduction to digitization in Human Resources Management (HRM) [T18 - Introduction, chapter 1 (all)] Evolution of the digital world; digital work and impact on the workforce; characterization of digital HRM and use in various HR functions; impact on relationships and engagement. - Strategic HRM enabled by technology [T18 - chapter 2 (all)] Transformation of work activities; new ways of working and the "gig economy"; HR and corporate objectives; strategic approach to e-HRM; competitive advantage. - Big data and e-HRM [T18 - chapter 5 (all)] Big data in daily life and in the world of work; big data literacy; big data in HRM and its various functions; building knowledge from big data. - Analysis of HR performance and related KPIs [T18 - chap 6 (all)] Motivation for HR analysis; KPIs (metrics) for HR analysis and decision support; dashboards for HR; challenges for the HR function. - Cloud Computing and e-HRM [T18 - chapter 7 (all)] Importance of cloud computing in e-HRM; Increased efficiency and effectiveness for HR functions; intensification of relations with HR and development of services; Outsourcing of cloud-based services; IaaS, PaaS, SaaS solutions. - Social media and e-HRM [T18 - chapter 8 (all)] Evolution of Social Media; Opportunities and challenges in using Social Media for HR functions; Examples of use in the various functions. - Gamification and e-HRM [T18 - chapter 9 (all)] Characterization of Gamification; Operational and Strategic Gamification. - Electronic Talent Management (eTM) [T18 - chapter 10 (all)] Talent management in relation with usual HRM functions dedicated to all employees; Diversification in the use of resources; IT support for talent identification, development and retention. - Data security and privacy in e-HRM [T18 - chapter 15 (first part)] Introduction; Growing importance of information security; Information Security Management Systems (ISMS).

1. Fundamental aspects relating to the organization of work and human resources. 2. Basic skills in using a computer and office automation suites.

(A) Basic issues: Models for representing and analyzing data and processes: [N23] Umberto Nanni, distributed material (2023): Slides from the lessons, Exercises proposed and solved. (B) Digital Human Resources Management (e-HRM): [T18] Mohan Thite (ed), e-HRM - Digital Approaches, Directions & Applications (Routledge, 2018). ISBN: 9781138043978.

The prevailing didactic model is the frontal lesson (in person and/or in distance learning) with the aim of proposing the main concepts relating to: 1. representation of information, information systems and their support in organizations; 2. analysis of relevant problems with reference to the management of human resources; 3. technological solutions for the proposed problems. The methodological aspects (project) are accompanied by examples developed from scratch which lead to the discussion of alternatives with the pupils. The exercises are illustrated progressively, requiring students to develop their solution at the same time, with the possibility of interacting with the teacher at any time.

Attendance is not mandatory but highly recommended.

Objective of the test The exam has a twofold objective: 1. to evaluate the student's knowledge relating to the various parts of the program, 2. to verify his ability to put the acquired methodological knowledge into practice. This second part consists in tackling a design problem taken from a realistic context, and setting it up, through the use of technologies and methods taught in class: the formulation and objectives, the analysis, its solution. Examination methods A. Oral exam; B. Discussion of a project-work. A. In the oral exam, questions are asked about the contents delivered in the classroom and it may require the discussion of some situations in which it is necessary to make use of the techniques and knowledge acquired. The oral test allows to assess individual knowledge and understanding, and the ability to integrate the knowledge acquired in the various areas covered by the programme. B. The project-work involves individual work or in a small group, which requires the production of: (1) the drafting of a specification, analysis and design document of a case study and (2) an experimental part. The delivery of the report and the presentation require each student to present a part of the project, illustrating the experimental aspects on the computer. This presentation allows you to evaluate communication skills, the ability to apply models and methods, independent judgement, team-working skills of students and the ability to exploit digital technologies to support the analysis and solution of problems in the HR context. Final evaluation The student's evaluation will be based on the two parts adopting the following weights: 1. Oral exam - weight: 2/3 2. Project work - weight: 1/3

Luca Allulli, Umberto Nanni. Fondamenti di basi di dati. Teoria, metodo ed esercizi. Hoepli, 2017. Franca Cantoni, Gianluigi Mangia (ed.). Human Resource Management and Digitalization. Routledge, 2019.

The prevailing didactic model is the frontal lesson (in classroom) with the aim of proposing the main concepts relating to: 1. representation of information, information systems and their support in organizations; 2. analysis of relevant problems with reference to the management of human resources; 3. technological solutions for the proposed problems. The methodological aspects (project) are accompanied by examples developed from scratch which lead to the discussion of alternatives with the students .In some cases the use of the computer is required to use applications for graphic modeling.