Interventions in Human Resources
Full course description
Intervention is in the essence of human resources management. The main practices of human resources management (training, personnel selection, performance appraisal…) are oriented to implement, change or improve something. Interventions in HR management are carried out by professionals (HR managers, HR technicians, consultants…) on a daily basis.
Research about these interventions is critical to build knowledge and know how, to identify successful and not so successful practices, and factors that can contribute to the success or failure of different interventions in different contexts.
This research should be an input for HR professionals in order to behave according to the scientific-professional model and implement evidence-based interventions. Researchers should contribute to this area identifying research gaps, and designing and carrying out intervention research projects.
Course objectives
The general objective of this course is that students acquire knowledge and develop competencies regarding research on intervention in human resources. More specifically, at the end of the course the students will be able to:
- Know the different approaches to HRM interventions (universalistic, contingency, and configurational). Understand its implications for designing interventions and the different roles that HRM professionals can adopt.
- Explain what sustainable human resources management (SRHM) is and the main differences regarding strategic human resources management.
- Discuss about the relation between SHRM and corporate social responsibility, how HRM can contribute to the triple bottom line and differences regarding similar concepts, such as green human resource management.
- Explain the internal and external role of SHRM.
- Analyse critically the “state of the art” about SHRM and about intervention research in SHRM, what is known and where the main research gaps are.
- Explain the “state of the art” of the different interventions performed to promote pro-environmental behaviours among employees and classify the different interventions according to several criteria.
- Review, assess and constructively criticize intervention research papers on SHRM practices.
- Be able to apply the knowledge acquired about SHRM to design an intervention.
- Understand what HR Analytics is and identify the main factors measured by HR Analytics in organizations.
- Know the main methods used by HR Analytics and be able to explain differences between them.
Be able to apply the knowledge acquired on HR Analytics to a case.