Organizational Behaviour (a.a. 2024/25)

Advanced Labour Economics (modulo) (a.a. 2024/25)

Comparative and European Labour Law (a.a. 2024/25)

HR Information Systems (a.a. 2024/25)

This course contributes to the general purposes of the MSc Management of human resources program by offering at the students theoretical, methodological tools and practical case studies to understand how Human Resources Management Systems are applied in organizations to support organizational strategy, improve efficiency and flexibility, increase productivity and performance, and ensure compliance with employment law. The focus will be on merging computer technology with a strategic human resource management perspective. This course provides students with the knowledge, skills and abilities to identify, assess, develop and maintain an effective system for managing human resources information. Students will develop a thorough understanding of the plan, design/acquisition, implementation and applications of an HRMS/HRIS.

During the course we will face the strategic importance of HRIS in creating an eHR organization focused on interconnecting people with business strategy to achieve rapid adaptation to changing needs common to people and business.


Data Analysis and Statistics (a.a. 2024/25)

Human resources management (a.a. 2024/25)

People represent an important component for any kind of organization (public/ private, for profit/ not for profit, incumbent/ emergent) in terms of both their economic and technical impact.

While supervisors, managers, and top managers have a significant responsibility in the day-by-day management of people, the HR functions provides a vision, shared frameworks, and tools to ensure that people are treated with fairness. Understanding its role and practical implications is a necessity to make sure it can contribute to business goals

Conflict Management and Negotiation (a.a. 2024/25)

Learning objectives
This course aims at offering students both theoretical and methodological tools to understand and manage conflict dynamics and negotiation. The course will begin with the inevitability of conflict and its detrimental effect on people, relations, teams, and organizations, to pave the way towards the need to become "conflict management competent".
The first learning objective is to enhance individual conflict management competence. A conflict management competence involves developing cognitive, emotional, and behavioral skills that enable you to manage your own emotions, clarify what is happening in the situation, and engage constructively with the other person to find solutions to issues arising from the conflict.
The second learning objective is to recognize the most common biases, both cognitive and motivational, that can trap negotiators and find and adopt strategies to cope with them.
The third consists of developing a theoretical and methodological framework that participants can use to analyze, prepare for, and execute most negotiations they might encounter. Participants will build a kind of toolkit of principles, strategies, and tactics to execute each stage of the negotiation process to the final agreement.
Expected learning outcomes
At the end of the course, students will be able to:

1.Understand the sources and the stages of the conflict process.
2.Recognize the differences between emotional, cognitive, and behavioral aspects in conflict management.
3.Assess both party's BATNA and evaluate the ZOPA.
4.Recognize the most common negotiator mistakes.
5.Recognize and find ways to overcome the most common biases (cognitive and motivational).
6.Recognize and develop strategies of influence in given situations.



Personnel Economics (modulo) (a.a. 2024/25)

Organizational design (a.a. 2024/25)

Learning and development (a.a. 2024/25)