Ficha Unidade Curricular (FUC)

Informação Geral / General Information

Carga Horária / Course Load

Área científica / Scientific area

Recursos Humanos

Departamento / Department

Departamento de Recursos Humanos e Comportamento Organizacional

Ano letivo / Execution Year

2023/2024

Pré-requisitos / Pre-Requisites

Sem pré-requisitos

Objetivos Gerais / Objectives

Esta Unidade Curricular visa oferecer uma visão integrada dos desafios que a modernidade coloca na formulação de Políticas de Recursos Humanos. Nesse sentido, a Unidade Curricular incide sobre as tendências observadas, as dinâmicas conducentes às tensões e dilemas, e as novas fronteiras e tipologias organizacionais, a diversificação societal, internacionalização e mutações sociodemográficas. Pretende-se assim que a contemporaneidade da Gestão de Recursos Humanos seja compreendida na sua expressão ao nível das políticas e práticas.

Objetivos de Aprendizagem e a sua compatibilidade com o método de ensino (conhecimentos, aptidões e competências a desenvolver pelos estudantes) / Learning outcomes

OA1 - Explicar a natureza contemporânea da GRH e a sua expressão em políticas e práticas OA2 - Defender com base no conhecimento da GRH a sua importância estratégica na criação de valor OA3 - Integrar os desafios colocados pela modernidade à GRH

Conteúdos Programáticos / Syllabus

CP1. Tendências na GRH CP2. Uma visão integrada de RH CP2.1 Gestão estratégica de RH CP2.2 Gestão de RH estratégicos CP3. Desafios da modernidade CP3.1 GRH e as novas formas organizacionais CP3.2. Gestão da diversidade CP3.3. Equilíbrios trabalho ? não trabalho CP3.4. GRH e tecnologia

Demonstração da coerência dos conteúdos programáticos com os objetivos de aprendizagem da UC / Evidence that the curricular units content dovetails with the specified learning outcomes

OA1 - CP1 OA2 - CP2 OA3 - CP3

Avaliação / Assessment

Avaliação periódica: Um trabalho individual (um estudo de caso real num dos temas da atualidade - 50%) + um trabalho de grupo (redação de um ensaio seguido de debate em aula - 50%). Avaliação final: 1ª época: exame (100%) para quem não se apresenta a avaliação periódica. 2ª época: exame (100%) para quem não obteve pelo menos 10 valores em cada elemento de avaliação ou não obteve 10 no exame de 1ª época.

Metodologias de Ensino / Teaching methodologies

As metodologias de ensino e de avaliação encontram-se alinhadas com os objetivos de aprendizagem de modo a permitirem a integração dos modelos teóricos com as práticas. As metodogias de ensino predominantes são a expositiva (apresentação de quadros de referência teóricos), participativa (na análise e discussão de exercícios em sala), activa (na elaboração dos trabalhos) e de auto-estudo (na preparação prévia indicada para cada aula).

Demonstração da coerência das metodologias de ensino e avaliação com os objetivos de aprendizagem da UC / Evidence that the teaching and assessment methodologies are appropriate for the learning outcomes

As metodologias acompanham os processos de aprendizagem que se mostram necessários à consecução do propósito desta unidade curricular. A expositiva para uma sistematização dos quadros de referência teóricos e conceptuais; a participativa por permitir mais enriquecedor análise e debate dos exercícios em sala; a activa por exigir competências de concepção e aplicação na elaboração do estudo de caso real, e a de auto-estudo por ser exigível a progressiva autonomização na preparação prévia indicada para cada aula e nos processos de aprendizagens subsequentes.

Observações / Observations

·

Bibliografia Principal / Main Bibliography

Armstrong, M. & Taylor S. (2020). Armstrong?s Handbook of Human Resource Management Practice (15th ed.). Kogan Page. Boxall, P. & Purcell, J. (2008). Strategy and human resource management. Hampshire: Palgrave Macmillan. Brewster, C., Sparrow, P., Vernon, G. & Houldsworth, E. (2016). International Human Resource Management (4 ed.), Londres: CIPD. Beardwell, J. & Thompson, A. (2017). Human Resource Management: A Contemporary Approach (8ª ed.). Harlow: Pearson. Triana, M. D. C., Gu, P., Chapa, O., Richard, O., & Colella, A. (2021). Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions. Human Resource Management, 60(1), 145-204. Zhou, Y., Cheng, Y., Zou, Y., & Liu, G. (2021). e-HRM: A meta-analysis of the antecedents, consequences, and cross-national moderators. Human Resource Management Review, 100862.

Bibliografia Secundária / Secondary Bibliography

CP1. Tendências na GRH Cleveland, J. N., Byrne, Z. S., & Cavanagh, T. M. (2015). The future of HR is RH: Respect for humanity at work. Human Resource Management Review, 25 (2), 146-161. Cohen, D. J. (2015). HR past, present and future: A call for consistent practices and a focus on competencies. Human Resource Management Review, 25(2), 205-215. Conly, S. (2013). Against autonomy: justifying coercive paternalism. Cambridge: Cambridge University Press. Larsen, H. & Brewster, C. (2003). Line management responsibility for HRM: what is happening in Europe?", Employee Relations, 25 (3), 228 ? 244. Marchington, M. (2015). Human resource management (HRM): Too busy looking up to see where it is going longer term?. Human Resource Management Review, 25 (2), 176-187. Schmidt, A. T., & Engelen, B. (2020). The ethics of nudging: An overview. Philosophy Compass. https://doi.org/10.1111/phc3.12658 Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25 (2), 139-145. Ulrich, D., & Dulebohn, J. H. (2015). Are we there yet? What's next for HR?. Human Resource Management Review, 25 (2), 188-204. Venema, T., & van Gestel, L. (2021). Nudging in the Workplace: Facilitating desirable behaviour by changing the environment. In R. Appel-Meulenbroek, & V. Danivska (Eds.), A Handbook of Theories on Designing Alignment between People and the Office Environment (pp. 222-235). Routledge. Warren, R. (1999). Against paternalism in HRM. Business ethics: a European Review, 8 (1), 50-59. Whicker, L.M & Andrews, K. M. (2004). HRM in the Knowledge Economy: Realising the Potential, Asia Pacific Journal of Human Resources, 42 (2), 156 ? 165. CP2. Uma visão integrada de RH Beatty, R. W., Huselid, M. A., & Schneier, C. E. (2003). New HR Metrics:: Scoring on the Business Scorecard. Organizational Dynamics, 32(2), 107-121. Colakoglu, S., Lepak, D. P., & Hong, Y. (2006). Measuring HRM effectiveness: Considering multiple stakeholders in a global context. Human Resource Management Review, 16(2), 209-218. Fitz-enz, J. (2009). Predicting people: from metrics to analytics. Employment Relations Today, 36(3), 1-11. Jiang, K., & Messersmith, J. (2018). On the shoulders of giants: A meta-review of strategic human resource management. The International Journal of Human Resource Management, 29(1), 6-33. Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55 (6), 1264-1294. Lengnick-Hall, M. L., Lengnick-Hall, C. A., Andrade, L. S., & Drake, B. (2009). Strategic human resource management: The evolution of the field. Human Resource Management Review, 19(2), 64-85. Paauwe, J., & Boon, C. (2019). Strategic HRM: A critical review. In D. Collings, G. Wood, & L. Szamosi (Eds). Human resource management: A critical approach (p. 49-73). London: Routledge. Phillips, J., & Phillips, P. (2004). The business case for ROI: Measuring the return on investment in human resources. ROI Institute. Posthuma, R. A., Campion, M. C., Masimova, M., & Campion, M. A. (2013). A high performance work practices taxonomy integrating the literature and directing future research. Journal of Management, DOI: 0149206313478184. Rogelberg, S. G., Shanock, L. R., & Scott, C. W. (2011). Wasted time and money in meetings: Increasing return on investment. Small Group Research, DOI: 1046496411429170. Russ-Eft, D., & Preskill, H. (2005). In search of the holy grail: Return on investment evaluation in human resource development. Advances in Developing Human Resources, 7(1), 71-85. Stavrou, E., Brewster, C. & Charalambous, C. (2010) Human resource management and firm performance in Europe through the lens of business systems: best fit, best practice or both?, The International Journal of Human Resource Management, 21 (7), 933-962. CP3. Desafios da modernidade Allen, T. D., Herst, D. E. L., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5(2), 278?308. Baruch, Y. (2000). Teleworking: benefits and pitfalls as perceived by professionals and managers. New Technology, Work and Employment, 15(1), 34-49. Brewster, C., Sparrow, P., & Harris, H. (2005). Towards a new model of globalizing HRM. The International Journal of Human Resource Management, 16(6), 949-970. Burmeister, A., van der Heijden, B., Yang, J., & Deller, J. (2018). Knowledge transfer in age?diverse coworker dyads in China and Germany: How and when do age?inclusive human resource practices have an effect?. Human Resource Management Journal, 28(4), 605-620. Buyens, D., Van Dijk, H., Dewilde, T., & De Vos, A. (2009). The aging workforce: perceptions of career ending. Journal of managerial psychology, 24(2), 102-117. Cascio, W. F. (2005). Strategies for responsible restructuring. The Academy of Management Executive, 19(4), 39-50. Cheema, H. (2012). Best cross?cultural training practices for North American and European expatriates in China: a Delphi study. Journal of Psychological Issues in Organizational Culture, 3(3), 20-47. Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human Relations, 53(6), 747-770. Cohen, A. M. (2011). Four scenarios for co-working. The Futurist, 45(4), 8. Delanoeije, J., Verbruggen, M., & Germeys, L. (2019). Boundary role transitions: A day-to-day approach to explain the effects of home-based telework on work-to-home conflict and home-to-work conflict. Human Relations, 72(12), 1843-1868. Demerouti, E., Derks, D., Lieke, L., & Bakker, A. B. (2014). New ways of working: Impact on working conditions, work?family balance, and well-being. In The impact of ICT on quality of working life (pp. 123-141). Springer Netherlands. Gajjar, T., & Okumus, F. (2018). Diversity management: What are the leading hospitality and tourism companies reporting?. Journal of Hospitality Marketing & Management, 27(8), 905-925. Gandini, A. (2015). The rise of coworking spaces: A literature review. Ephemera, 15(1), 193. Glikson, E., & Woolley, A. W. (2020). Human trust in artificial intelligence: Review of empirical research. Academy of Management Annals, 14(2), 627-660. Hooker, J. (2012). Cultural differences in business communication. In C. Paulston, S. Kiesling, & E. Rangel (Eds.). The handbook of intercultural discourse and communication (p. 389-407). Chichester: Wiley-Blackwell. Huemann, M., Keegan, A., & Turner, J. R. (2007). Human resource management in the project-oriented company: A review. International Journal of Project Management, 25(3), 315-323. Kellogg, K. C., Valentine, M. A., & Christin, A. (2020). Algorithms at work: The new contested terrain of control. Academy of Management Annals, 14(1), 366-410. Kooij, D. T., Jansen, P. G., Dikkers, J. S., & de Lange, A. H. (2014). Managing aging workers: A mixed methods study on bundles of HR practices for aging workers. The International Journal of Human Resource Management, 25(15), 2192-2212. Lee, H. J. (2017). Thinking style across cultures: an interview with Richard Nisbett. Cross Cultural & Strategic Management, 24(1), 99-104. Lu, C. M., Chen, S. J., Huang, P. C., & Chien, J. C. (2015). Effect of diversity on human resource management and organizational performance. Journal of Business Research, 68(4), 857-861. Martin, K. (2019). Ethical implications and accountability of algorithms. Journal of Business Ethics, 160(4), 835-850. McNulty, Y., & Cieri, H. D. (2013). Measuring expatriate return on investment with an evaluation framework. Global Business and Organizational Excellence, 32(6), 18-26. Meyer, E. (2014). The culture map: Breaking through the invisible boundaries of global business. Philadelphia: Public Affairs. Moran, R. T., Harris, P. R., & Moran, S. V. (2011). Managing cultural differences: global leadership strategies for cross-cultural business success. Londres: Routledge. OECD (2020a). Productivity gains from teleworking in the post COVID-19 era: how can public policies make it happen?. OECD Publishing. OECD (2020b). How's Life? 2020: Measuring Well-being. OECD Publishing. https://doi.org/10.1787/9870c393-en. Papalexandris, N. (1996). Downsizing and outplacement: the role of human resource management. International Journal of Human Resource Management, 7(3), 605-617. Paulston, C. B., Kiesling, S. F., & Rangel, E. S. (Eds.). (2012). The handbook of intercultural discourse and communication (Vol. 90). Hoboken: John Wiley & Sons. Perrigino, M. B., Dunford, B. B., & Wilson, K. S. (2018). Work?family backlash: The ?dark side? of work?life balance (WLB) policies. Academy of Management Annals, 12(2), 600-630. Pinto, A., Ramos, S., & Nunes, S. (2014). Managing an aging workforce: What is the value of human resource management practices for different age groups of workers?. Tékhne, 12, 58-68. Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69-88. https://doi.org/10.1146/annurev-orgpsych-012218-015243 Robinson, G., & Dechant, K. (1997). Building a business case for diversity. The Academy of Management Executive, 11(3), 21-31. Triana, M. D. C., Gu, P., Chapa, O., Richard, O., & Colella, A. (2021). Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions. Human Resource Management, 60(1), 145-204. Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A., & Trichina, E. (2021). Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review. The International Journal of Human Resource Management, 1-30. https://doi.org/10.1080/09585192.2020.1871398 Zhu, C. J., & Warner, M. (2019). The emergence of human resource management in China: Convergence, divergence and contextualization. Human Resource Management Review, 29(1), 87-97.

Data da última atualização / Last Update Date

2024-02-16