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Master in Human Resources and Staff Management in Barcelona

Spanish
8100€

Overview

The selection and management of staff in companies is a very important factor when it comes to achieving desired outcomes. Performing these tasks is not easy and requires proper training. If you want to dedicate yourself to this sector, the Master in Human Resources and Staff Management in Barcelona will prepare you to hold a job doing what you love.

This Master’s Degree will give you the education you need to organise workers’ time efficiently as well as draft the budgets for this area and make necessary changes within the company. Through these studies you will discover various motivational techniques and training for employee development, and you will be able to resolve labour disputes thanks to knowledge of the relevant legal framework.

Upon completion you will receive recognition from the UVIC-UCC and you will have access to the ESERP Career Opportunities Programme, where dozens of companies post their job openings making your entrance into the workforce that much simpler.

If you’d like your career to be in this sector, please feel free to request more information about the Master in Human Resources and Staff Management in Barcelona. You won’t regret it.

Objectives

  • Good organisational, leadership and management skills.
  • Adaptability to change and innovations in technology.
  • Ability to provide a company’s senior management with strategic and operational plans.
  • Critical analysis and abstract thinking.
  • Quick identification, analysis and solving of problems.
  • Open-mindedness towards the socioeconomic and cultural environment.

As well as a high level of personal and professional cultural enrichment guiding day-to-day activities, ultimately transforming the cost of education into productivity for the business and organisations.

Caareer Opportunities

These studies will provide you with the opportunity to develop your professional career in different fields, where you can work in areas such as:

  • Human Resources Management.
  • Staff Management.
  • Human Resources Consulting.
  • Management of High-Performance Professional Teams.
  • Staff Training and Development.
  • Conflict Manager.
  • Selection and Evaluation of Staff.
  • Professional Career Path.
  • Executive Skills and Coaching.
  • Staff Planning Management.
  • Occupational Health & Safety.
  • Outsourcing of Human Resources.
  • Reconciliation of Work and Family Life.
  • Social Responsibility and Business Ethics.
  • Head Hunters.

Area: HR management in new organisations

Description and evaluation of job positions.

Learn the pros and cons of outsourcing HR services. Establish which elements must be contained in the entry process of an organisation (induction, Welcome Plan).
Analysis and description of positions within HR management, linking them to other processes (selection, evaluation, remuneration) and competency-based management, practicing with the methodology in certain cases.

Performance evaluation and management by objectives.

Assessment and analysis of results.
Management by objectives (MBO).

Area: Development of executive skills

Corporate culture: management of change. Time management.

Organisational culture as a key factor in the management of change and innovation.
The importance of leadership within organisations as a driving force for managing change.
The (positive and negative) impact of new technologies.
Effective time management: importance, prioritisation and organisation of work.
Necessary skills and techniques for managing our time.
How to avoid stress. Social activities as a way of easing labour tensions.

Executive skills: Coaching, Empowerment, Leadership and Motivation.

Executive skills: coaching, mentoring, empowerment, leadership.
Professional career path.
Management of high-performance teams.
Analysis and description of the different executive skills to be developed in order to carry out professional and optimal staff processes, so as to lay the foundations of good leadership.
Foundation for determining a management style

Area: Selection, Training and communication

Recruitment 2.0 and selection procedures. Social Networks and the Internet.

Analysis of personal needs depending on the operational and strategic deployment of the company.
Selection systems. Techniques and tools to apply: definition of job positions, search for candidates, filter systems and interviews, final assessment and hiring process.
Knowing how to find job opportunities.
Learning new recruitment concepts and their current and future techniques.
Understanding the opportunities of social networking applied to staff selection.
New concepts: Employer branding 2.0.
Data processing in Recruitment 2.0.

Training and development. Career plans.

Analysis of short-term needs and design of a mid and long-term human resources plan: selection and internal promotion.
Compensation systems and their use as incentive: talent retention.
The training plan in companies and organisations. How and when to detect training needs.
Training grants and their processing. (Tripartite Foundation for Training and Employment).
Training evaluation following Kirkpatrick’s four-level evaluation model. Is it possible to identify the ROI of training?.
The new trend of creating “corporate universities” for large companies.

Negotiation techniques. Cooperation and resolution of labour disputes.

General aspects of negotiation. Negotiation and business.
Negotiation principles and its process. Strategies and negotiation plan.
Horizontal and vertical negotiation.
Commercial, labour and strategic negotiation. Scenarios. Styles.
Communication and motivation. Public negotiation. Techniques and tactics.
Deadlock in negotiations.
Terminations and collective bargaining.

Internal communication.

Vehicle for integration and teambuilding.
Internal Communication Plan: Objectives.
Communication and attaining objectives.
Those involved in Internal Communication.

Area: Staff management and legal framework

Wage structure and employment relationship. Expatriates.

Hiring.
Hiring modalities.
Temporary contracts.
Special labour relations.
Expatriates.

Wages and Payroll.

Working day.
Licenses and permits.

Incidents in employment relationships.

Modification of working conditions.
Suspension of the employment relationship. Reduced working hours.
Letters and communications.

Termination of the employment relationship.

Dismissal on disciplinary grounds.
Objective dismissal.
Collective dismissal.
Legal proceedings.

HR budget preparation and control.

The costs and results analysis of each job position.
Accounting for non-financial managers: analysis and interpretation of financial information.

Occupational Health & Safety (OHS).

The organisational structure, responsibilities, practices, procedures, processes and necessary resources for carrying out the company’s OHS policy.
Implementing these procedures and instructions in the company, taking into account the existing enforceable rules.
The main objectives of the O.H.S.A.
The safety and health of workers through the implementation of measures and development of activities.
The means set out by the O.H.S.A. on the prevention of occupational risks for the protection of health and safety, the elimination or reduction of work related risks, information, consultation, balanced participation and the training of workers in prevention.

CSR, law of social equality and reconciliation of work and family life.

Legal framework on gender equality.
The incorporation of women into the workforce with its multiple implications.
What organisational and operational obligations this entails and how to focus on its practical application within companies.
Other regulations that affect social equality such as the Spanish Law for the Social Integration of the Disabled.
The case of companies and foundations dedicated to the inclusion of disadvantaged people or those at risk of social exclusion.
The challenge of integrating work, family and personal life.
Ethics in business. Principles and basic rules.
Corporate responsibility to care for the environment and society. Applicable policies.
Applying CSR both in large companies and multinationals as well as in SMEs, and social action as an element that helps CSR and NGOs to develop social projects at the national and international level.

(*) Curriculum content, programming and materials may undergo some variation due to changes in academic planning.
(*) The order of the modules is indicative based on the scheduling of the Master’s Degree.

Payment

EU Students (European Union) in possession of a NIE
First payment€1,500
The rest will be paid in 10 consecutive monthly instalments of €660 from October to July€6,600

 

Non-EU Students (European Union)
First payment€2,500
The rest will be paid in 10 consecutive monthly instalments of €560 from October to July€5,600
Master’s Degree included in the incentive programmes of the Tripartite Foundation

 

* Special economic conditions for prompt payment
* Fees for diplomas and certificates are not included.

All info taken from: https://en.eserp.com/master/master-barcelona/master-in-human-resources-and-staff-management-in-barcelona/