People Management

Nowadays almost everything can be replicated except the value of the human capital of an organization. And it is precisely this which makes a company exceptional and competitive. People management, talent management or previously called human resources management can be defined as the effective use of human capital in an organization through the management of people-related activities. The old Personnel Department has evolved into the modern concept of People or Talent Department which means not only a change in the label but also a shift from a bureaucratic department into a strategic one. Besides, the workforce costs may represent from 50 to 80% of the total company budget.

The aim of this course is to familiarize students with the processes, principles, and techniques of workforce management. The program takes a practical view that integrates the last theories of People Management and Organization Development with the practice in the real world. And, although not everyone who takes this course will become a Head of People, as executives and managers they will be involved in managing their teams and work as People Partners. Effectively, the modern conceptions of Talent Management consider the Managers to be the real Head of People of their teams, being the Talent or People Department, a facilitator.

People management involves planning, organizational structure, equity and diversity, staffing, induction, training & development, performance management, work climate, labor relations, managing compensation and benefits, health& safety, and employees? separations. All those processes significantly influence the corporate culture.

The role of the People Manager pivots around two axes: people and business; and it is based on competencies as David Ulrich et al. (2007) states in his HR competency model. Therefore, the approach to People Management on this course will go around competencies.