Senior HR Management

Efficiently managing a company's human resources is an essential task that requires a high qualification level on the part of those in charge"

Why Study at TECH?

TECH is the world's largest 100% online business school. It is an elite business school, with a model based on the highest academic standards. A world-class centre for intensive managerial skills training.   

TECH is a university at the forefront of technology, and puts all its resources at the student's disposal to help them achieve entrepreneurial success"

At TECH Technological University

Innovation

The university offers an online learning model that combines the latest educational technology with the most rigorous teaching methods. A unique method with the highest international recognition that will provide students with the keys to develop in a rapidly-evolving world, where innovation must be every entrepreneur’s focus.

"Microsoft Europe Success Story", for integrating the innovative, interactive multi-video system.  

The Highest Standards

Admissions criteria at TECH are not economic. Students don't need to make a large investment to study at this university. However, in order to obtain a qualification from TECH, the student's intelligence and ability will be tested to their limits. The institution's academic standards are exceptionally high...  

95% of TECH students successfully complete their studies.

Networking

Professionals from countries all over the world attend TECH, allowing students to establish a large network of contacts that may prove useful to them in the future.  

100,000+ executives trained each year, 200+ different nationalities.

Empowerment

Students will grow hand in hand with the best companies and highly regarded and influential professionals. TECH has developed strategic partnerships and a valuable network of contacts with major economic players in 7 continents.  

500+ collaborative agreements with leading companies.

Talent

This program is a unique initiative to allow students to showcase their talent in the business world. An opportunity that will allow them to voice their concerns and share their business vision. 

After completing this program, TECH helps students show the world their talent. 

Multicultural Context

While studying at TECH, students will enjoy a unique experience. Study in a multicultural context. In a program with a global vision, through which students can learn about the operating methods in different parts of the world, and gather the latest information that best adapts to their business idea. 

TECH students represent more than 200 different nationalities.   

Learn with the best

In the classroom, TECH teaching staff discuss how they have achieved success in their companies, working in a real, lively, and dynamic context. Teachers who are fully committed to offering a quality specialization that will allow students to advance in their career and stand out in the business world. 

Teachers representing 20 different nationalities. 

TECH strives for excellence and, to this end, boasts a series of characteristics that make this university unique:   

Analysis

TECH explores the student’s critical side, their ability to question things, their problem-solving skills, as well as their interpersonal skills.  

Academic Excellence

TECH offers students the best online learning methodology. The university combines the Relearning method (a postgraduate learning methodology with the highest international rating) with the Case Study. A complex balance between tradition and state-of-the-art, within the context of the most demanding academic itinerary.  

TECH is the world’s largest online university. It currently boasts a portfolio of more than 10,000 university postgraduate programs. And in today's new economy, volume + technology = a ground-breaking price. This way, TECH ensures that studying is not as expensive for students as it would be at another university.  

At TECH, you will have access to the most rigorous and up-to-date case studies in the academic community”

This Advanced Master’s Degree in Senior HR Management is a program designed to suit the student and is taught in a 100% online format so that they can choose the time and place that best suits their availability, schedule and interests. A program that takes place over 24 months and is intended to be a unique and stimulating experience that lays the foundation for your success as a manager and entrepreneur. 

A very well-structured program, which will allow you to efficiently self-manage your study time" 

Syllabus

This Advanced Master’s Degree in Senior HR Management of TECH Technological University is an intensive program that prepares the professional to face challenges and business decisions both nationally and internationally. Its content is designed to promote the development of managerial skills that enable more rigorous decision-making in uncertain environments. 

Throughout 3,000 hours of study, a multitude of practical cases will be analyzed through individual work, achieving a learning process that will be very useful for your daily practice. It is, therefore, an authentic immersion in real business situations.  

This Advanced Master’s Degree in Senior HR Management deals in depth with the main areas of the company, and is designed for managers to understand HR management from a strategic, international and innovative perspective. 

A plan focused on professional improvement that prepares the professional to achieve excellence in the field of management and business management. A program that understands the needs of students and their company through innovative content based on the latest trends, and supported by the best educational methodology and an exceptional faculty, which will provide them with the competencies to solve critical situations in a creative and efficient way.  

This program takes place over 24 months and is divided into 17 modules:

Module 1. Leadership, Ethics, and CSR
Module 2.Strategic Management and Executive Management
Module 3.People and Talent Management
Module 4.Economic and Financial Management
Module 5.Operations and Logistics Management
Module 6.Information Systems Management
Module 7.Commercial Management, Marketing, and Corporate Communication
Module 8.Innovation and Project Management
Module 9.Strategic HR Management
Module 10.HR Management and Administration Process
Module 11.Organizational Behavior
Module 12.Economic Management and Administration 
Module 13.Executive Coaching 
Module 14.Talent Management
Module 15.Strategic Communication
Module 16.Ethics and Corporate Social Responsibility
Module 17.Human Resources Transformation and HR Analytics

Where, When and How is it Taught?

TECH offers the possibility of studying this program completely online. During the 24 months of learning, the student will be able to access all the contents of this program at any time, which will allow the student to self-manage their study time. 

Module 1. Leadership, Ethics, and CSR

1.1. Globalization and Governance  

1.1.1. Globalization and Trends: Internationalization of Markets
1.1.2. Economic Environment and Corporate Governance
1.1.3. Accountability

1.2. Leadership

1.2.1. Intercultural Environment
1.2.2. Leadership and Business Management
1.2.3. Management Roles and Responsibilities

1.3. Business Ethics   

1.3.1. Ethics and Integrity
1.3.2. Ethical Behavior in Companies
1.3.3. Deontology, Codes of Ethics and Codes of Conduct
1.3.4. Fraud and Corruption Prevention

1.4. Sustainability 

1.4.1. Business and Sustainable Development
1.4.2. Social, Environmental, and Economic Impact
1.4.3. The 2030 Agenda and the SD

1.5. Corporate Social Responsibility 

1.5.1. Corporate Social Responsibility
1.5.2. Roles and Responsibilities
1.5.3. Implementing Corporate Social Responsibility

Module 2. Strategic Management and Executive Management

2.1. Organizational Analysis and Design

2.1.1. Organizational Culture
2.1.2. Organizational analysis
2.1.3. Designing the Organizational Structure

2.2. Corporate Strategy 

2.2.1. Corporate Level Strategy
2.2.2. Types of Corporate Level Strategies
2.2.3. Determining the Corporate Strategy
2.2.4. Corporate Strategy and Reputational Image 

2.3. Strategic Planning and Strategy Formulation

2.3.1. Strategic Thinking
2.3.2. Strategic Planning and Formulation
2.3.3. Sustainability and Corporate Strategy

2.4. Strategy Models and Patterns

2.4.1. Wealth, Value, and Return on Investments 
2.4.2. Methodologies Corporate Strategy
2.4.3. Growing and Consolidating the Corporate Strategy

2.5. Strategic Management

2.5.1. Strategic Mission, Vision, and Values
2.5.2. The Balanced Scorecard
2.5.3. Analyzing, Monitoring, and Evaluating the Corporate Strategy
2.5.4. Strategic Management and Reporting

2.6. Implementing and Executing Strategy

2.6.1. Implementation Strategy: Objectives, Actions and Impacts
2.6.2. Strategic Alignment and Supervision
2.6.3. Continuous Improvement Approach

2.7. Executive Management

2.7.1. Integrating Functional Strategies into the Global Business Strategies
2.7.2. Management Policy and Processes
2.7.3. Knowledge Management

2.8. Analyzing and Solving Cases/Problems 

2.8.1. Problem Solving Methodology
2.8.2. Case Method 
2.8.3. Positioning and Decision Making

Module 3. People and Talent Management

3.1. Organizational Behavior

3.1.1. Organizational Theory
3.1.2. Key Factors for Change in Organizations
3.1.3. Corporate Strategies, Types, and Knowledge Management

3.2. Strategic People Management

3.2.1. Job Design, Recruitment, and Selection
3.2.2. Human Resources Strategic Plan: Design and Implementation
3.2.3. Job Analysis: Design and Selection of People
3.2.4. Training and Professional Development

3.3. Management and Leadership Development

3.3.1. Management Skills: 21st Century Competencies and Skills
3.3.2. Non-Managerial Skills
3.3.3. Map of Skills and Abilities
3.3.4. Leadership and People Management

3.4. Change Management

3.4.1. Performance Analysis
3.4.2. Strategic Approach
3.4.3. Change Management: Key Factors, Process Design and Management
3.4.4. Continuous Improvement Approach

3.5. Negotiation and Conflict Management  

3.5.1. Negotiation Objectives Differentiating Elements
3.5.2. Effective Negotiation Techniques
3.5.3. Conflicts: Factors and Types
3.5.4. Efficient Conflict Management: Negotiation and Communication

3.6. Executive Communication

3.6.1. Performance Analysis
3.6.2. Leading Change. Resistance to Change
3.6.3. Managing Change Processes
3.6.4. Managing Multicultural Teams

3.7. Team Management and People Performance

3.7.1. Multicultural and Multidisciplinary Environment
3.7.2. Team and People Management
3.7.3. Coaching and People Performance
3.7.4. Management Meetings: Planning and Time Management

3.8. Knowledge and Talent Management

3.8.1. Identifying Knowledge and Talent in Organizations   
3.8.2. Corporate Knowledge and Talent Management Models  
3.8.3. Creativity and Innovation

Module 4. Economic and Financial Management

4.1. Economic Environment

4.1.1. Organizational Theory  
4.1.2. Key Factors for Change in Organizations  
4.1.3. Corporate Strategies, Typologies and Knowledge Management

4.2. Executive Accounting

4.2.1. International Accounting Framework
4.2.2. Introduction to the Accounting Cycle
4.2.3. Company Financial Statements
4.2.4. Analysis of Financial Statements: WDecision-Making

4.3. Budget and Management Control

4.3.1. Budgetary Planning  
4.3.2. Management Control: Design and Objectives  
4.3.3. Supervision and Reporting  

4.4. Corporate Tax Responsibility

4.4.1. Corporate Tax Responsibility
4.4.2. Tax Procedure: A Case-Country Approach

4.5. Corporate Control Systems

4.5.1. Types of Control  
4.5.2. Regulatory Compliance   
4.5.3. Internal Auditing  
4.5.4. External Auditing

4.6. Financial Management  

4.6.1. Introduction to Financial Management  
4.6.2. Financial Management and Strategy    
4.6.3. Chief Financial Officer (CFO): Managerial Skills

4.7. Financial Planning

4.7.1. Business Models and Financing Needs
4.7.2. Financial Analysis Tools
4.7.3. Short-Term Financial Planning
4.7.4. Long-Term Financial Planning

4.8. Corporate Financial Strategy

4.8.1. Corporate Financial Investments
4.8.2. Strategic Growth: Types

4.9. Macroeconomic Context

4.9.1. Macroeconomic Analysis  
4.9.2. Economic Indicators  
4.9.3. Economic Cycle  

4.10. Strategic Financing 

4.10.1. Banking Business: Current Environment  
4.10.2. Risk Analysis and Management

4.11. Money and Capital Markets 

4.11.1. Fixed Income Market  
4.11.2. Equity Market  
4.11.3. Valuation of Companies  

4.12. Analyzing and Solving Cases/Problems

4.12.1. Problem Solving Methodology
4.12.2. Case Method

Module 5.  Operations and Logistics Management 

5.1. Operations Management

5.1.1. Define the Operations Strategy   
5.1.2. Supply Chain Planning and Control   
5.1.3. Indicator Systems   

5.2. Purchasing Management 

5.2.1. Stock Management   
5.2.2. Warehouse Management   
5.2.3. Purchasing and Procurement Management 

5.3. Supply Chain Management (I)

5.3.1. Costs and Efficiency of the Operations Chain
5.3.2. Change in Demand Patterns
5.3.3. Change in Operations Strategy

5.4. Supply Chain Management (II). Implementation

5.4.1. Lean Manufacturing/Lean Thinking
5.4.2. Logistics Management  
5.4.3. Purchasing

5.5. Logistical Processes

5.5.1. Organization and Management by Processes  
5.5.2. Procurement, Production, Distribution   
5.5.3. Quality, Quality Costs, and Tools   
5.5.4. After-Sales Service

5.6. Logistics and Customers 

5.6.1. Demand Analysis and Forecasting   
5.6.2. Sales Forecasting and Planning
5.6.3. Collaborative Planning, Forecasting, and Replacement 

5.7. International Logistics

5.7.1. Customs, Export and Import processes
5.7.2. Methods and Means of International Payment
5.7.3. International Logistics Platforms

5.8. Competing through Operations 

5.8.1. Innovation in Operations as a Competitive Advantage in the Company 
5.8.2. Emerging Technologies and Sciences  
5.8.3. Information Systems in Operations

Module 6. Information Systems Management 

6.1. Information Systems Management

6.1.1. Business Information Systems
6.1.2. Strategic Decisions
6.1.3. The Role of the CIO

6.2. Information Technology and Business Strategy 

6.2.1. Company and Industry Sector Analysis   
6.2.2. Online Business Models
6.2.3. The Value of IT in a Company

6.3. IS Strategic Planning  

6.3.1. The Process of Strategic Planning   
6.3.2. Formulating the IS Strategy   
6.3.3. Strategy Implementation Plan

6.4. Information Systems and Business Intelligence

6.4.1. CRM and Business Intelligence
6.4.2. Business Intelligence Project Management
6.4.3. Business Intelligence Architecture

6.5. New ICT-Based Business Models

6.5.1. Technology-Based Business Models
6.5.2. Innovation Abilities
6.5.3. Redesigning the Value Chain Processes

6.6. E-Commerce

6.6.1. E-Commerce Strategic Plan
6.6.2. Logistics Management and Customer Service in e-Commerce
6.6.3. E-Commerce as an Opportunity for Internationalization

6.7. E-Commerce Strategies

6.7.1. Social Media Strategies
6.7.2. Optimizing Service Channels and Customer Support
6.7.3. Digital Regulation

6.8. Digital Business

6.8.1. Mobile E-Commerce
6.8.2. Design and Usability
6.8.3. ECommerce Operations

Module 7. Commercial Management, Marketing, and Corporate Communication 

7.1. Commercial Management 

7.1.1. Sales Management
7.1.2. Commercial Strategy
7.1.3. Sales and Negotiation Techniques
7.1.4. Management of Sales Teams

7.2. Marketing

7.2.1. Marketing and the Impact on the Company  
7.2.2. Basic Marketing Variables  
7.2.3. Marketing Plan  

7.3. Strategic Marketing Management

7.3.1. Sources of Innovation
7.3.2. Current Trends in Marketing  
7.3.3. Marketing Tools  
7.3.4. Marketing Strategy and Communication with Customers

7.4. Digital Marketing Strategy 

7.4.1. Approach to Digital Marketing   
7.4.2. Digital Marketing Tools    
7.4.3. Inbound Marketing and the Evolution of Digital Marketing

7.5. Sales and Communication Strategy

7.5.1. Positioning and Promotion  
7.5.2. Public Relations   
7.5.3. Sales and Communication Strategy

7.6. Corporate Communication

7.6.1. Internal and External Communication  
7.6.2. Communication Departments  
7.6.3. Communication Managers: Managerial Skills and Responsibilities

7.7. Corporate Communication Strategy

7.7.1. Corporate Communication Strategy    
7.7.2. Communication Plan  
7.7.3. Press Release/Clipping/Publicity Writing

Module 8. Innovation and Project Management

8.1. Innovation

8.1.1. Macro Concept of Innovation  
8.1.2. Types of Innovation  
8.1.3. Continuous and Discontinuous Innovation  
8.1.4. Training and Innovation  

8.2. Innovation Strategy

8.2.1. Innovation and Corporate Strategy  
8.2.2. Global Innovation Project: Design and Management   
8.2.3. Innovation Workshops  

8.3. Business Model Design and Validation

8.3.1. The Lean Startup Methodology  
8.3.2. Innovative Business Initiative: Stages  
8.3.3. Financing Arrangements  
8.3.4. Model Tools: Empathy Map, Canvas Model, and Metrics  
8.3.5. Growth and Loyalty  

8.4. Project Management

8.4.1. Innovation Opportunities   
8.4.2. Feasibility Study and Proposal Specification  
8.4.3. Project Definition and Design  
8.4.4. Project Implementation  
8.4.5. Project Closure

Module 9. Strategic HR Management

9.1. HR Evolution An Integrated Vision

9.1.1. Big Data and Business Intelligence (BI)
9.1.2. HR Data Analysis and Modeling
9.1.3. HR Metrics Design and Development

9.2. Strategic Thinking and System

9.2.1. The Company as a System
9.2.2. Strategic Thinking Derived from Corporate Culture
9.2.3. The Strategic Approach from People Management

9.3. Planning and Management of HR Department Projects

9.3.1. Keys to the Design and Implementation of a Balanced Scorecard 
9.3.2. Workforce Sizing and Planning 
9.3.3. Operations Dupport: Personnel Policies 

9.4. Strategic Organizational Design 

9.4.1. Business Partner Model
9.4.2. Share Services
9.4.3. Outsourcing

9.5. Job Design, Recruitment, and Selection

9.5.1. Training and Career Development
9.5.2. The Strategic Approach from People Management
9.5.3. Design and Implementation of Personnel and Practices

9.6. Strategic Leadership

9.6.1. Leadership models
9.6.2. Coaching
9.6.3. Mentoring
9.6.4. Transformational Leadership

9.7. Auditing and Control of Human Resources Management

9.7.1. Reasons for the Audit of Human Resources Management
9.7.2. Data Collection and Analysis Tools
9.7.3. The audit Report

Module 10. HR Management and Administration Process

10.1. Labor Recruitment 
10.2. Labor Intermediation
10.3. Labor Relations and Information Technology
10.4. Layoffs and Restructuring of the Workforce
10.5. Collective Bargaining
10.6. Occupational Disability and Health
10.7. Occupational Health and Quality

Module 11. Organizational Behavior

11.1. Organizational Culture

11.1.1. Values and Organizational Culture
11.1.2. Key Elements of Change in Organizations
11.1.3. Evolution of Scientific Thought and the Organization as a System
11.1.4. Culture and Transformation

11.2. Organizational Structure 

11.2.1. Main Coordination Mechanisms
11.2.2. Departments and Organizational Charts
11.2.3. Authority and Responsibility
11.3.4. Empowerment

11.3. Organization Management

11.3.1. Levels and Managerial Qualities
11.3.2. Planning and Organizational Function
11.3.3. Management and Control Function
11.3.4. The New Role of the HR Manager

11.4. Behavior and Organizational Changes

11.4.1. The Organizations
11.4.2. Organizational Theory
11.4.3. Organizations, People and Society
11.4.4. Historical Evolution of Organizational Behavior

11.5. Power and Politics

11.5.1. Power within Organizations
11.5.2. Structural Power Sources
11.5.3. Political Tactics

11.6. HR Department Organization 

11.6.1. The Environment
11.6.2. The strategy
11.6.3. Technology
11.6.4. Human Resources

11.7. People in Organizations

11.7.1. Quality of Working Life and Psychological Well-Being
11.7.2. Work Teams and Meeting Management
11.7.3. Coaching and Team Management

11.8. Knowledge Management 

11.8.1. Collective Intelligence vs. Knowledge Management
11.8.2. Perspectives and Tools for Knowledge Management
11.8.3. Collaborative Environments and Learning Communities

Module 12. Economic Management and Administration 

12.1. Financial and Accounting Basis for HR Management
12.2. Financial Diagnosis

12.2.1. Indicators for Analyzing Financial Statements
12.2.2. Profitability Analysis
12.2.3. Economic and Financial Profitability of a Company

12.3. Analysis of the Income Statement Profit and Loss

12.3.1. Budget Control
12.3.2. Competitive Analysis. Comparative Analysis
12.3.3. Decision-Making. Business Investment or Divestment

12.4. Compensation Policy Management 
12.5. Compensation and Non-Economic Benefits

Module 13. Executive Coaching

13.1. Neuromanagement

13.1.1. Evolution, Brain Function, Survival, Values and Rewards
13.1.2. Self-Awareness and Sense of Pleasure
13.1.3. Neurobiological Bases of Emotions, Empathy and Social Behaviors
13.1.4. Cultures andValues. Morality, Values and d Executive Function

13.2. Self-Control and Self-Efficacy

13.2.1. Mindfulness and Homeostasis
13.2.2. Personal Style of Relationship and Organizational Style
13.2.3. Relational Efficiency Map

13.3. Coaching

13.3.1. Use of Coaching for People Development
13.3.2. Coaching Models and Scope
13.3.3. Action and Limits of Executive Coaching

13.4. Positive Psychology

13.4.1. Stakeholder Management and Dialogue
13.4.2. Indagación Apreciativa
13.4.3. Select, Evaluate and Provide Feedback

13.5. Management and Emotional Intelligence 
13.6. Empathy and Collaboration

13.6.1. How Does Compatibility between People Affect Productivity?
13.6.2. Rigidity and Teamwork
13.6.3. Effectiveness of the Work in the Stages of Team Development 

13.7. Time Management

Module 14. Talent Management

14.1. Job Analysis
14.2. Selection, Group Dynamics and HR Recruitment 
14.3. Human Resources Management by Competencies

14.3.1. Analysis of the Potential
14.3.2. Remuneration Policy
14.3.3. Career/Succession Planning

14.4. Performance Evaluation and Compliance Management
14.5. Training Management

14.5.1. Learning Theories
14.5.2. Talent Detection and Retention
14.5.3. Gamification and Talent Management
14.5.4. Training and Professional Obsolescence

14.6. Talent Management

14.6.1. Keys to Positive Management
14.6.2. Talent Map of the Organization
14.6.3. Cost and Added Value

14.7. Innovation in Talent and People Management  

14.7.1. Strategic Talent Management Models
14.7.3. Identification, Training and Development of Talent
14.7.3. Loyalty and Retention
14.7.4. Proactivity and Innovation

14.8. Motivation

14.8.1. The Nature of Motivation 
14.8.2. Expectations Theory 
14.8.3. Needs Theory 
14.8.4. Motivation and Financial Compensation

14.9. Employer Branding
14.10. Development of High Performance Teams

14.10.1. Personal Drivers and Motivation for Successful Work
14.10.2. Building a High-Performance Team
14.10.3. People and Business Change and Development Projects
14.10.4. Financial Keys for HR: Business and People

Module 15. Strategic Communication

15.1. Communication in Organizations

15.1.1. The Information Technology Revolution 
15.1.2. Types of Information Systems for Management
15.1.3. Informal Organization

15.2. Internal Communication and Communication Plan

15.2.1. HR Marketing and Communication
15.2.2. Programming, Execution and Evaluation of the Plan
15.2.3. Barriers to Business Communication

15.3. Interpersonal Communication

15.3.1. Body Language
15.3.2. Assertive Communication
15.3.3. Interviews

15.4. Open Communication 

15.4.1. Openness and Problem Solving
15.4.2. Detection of Unsupportive Behavior
15.4.3. Active Listening

15.5. Negotiation 

15.5.1. Intercultural Negotiation
15.5.2. Negotiation Approaches
15.5.3. Effective Negotiation Techniques
15.5.4. Restructuring

Module 16. Ethics and Corporate Social Responsibility

16.1. The Managerial Role and CSR

16.1.1. Strategic Vision and Corporate Social Responsibility
16.1.2. Systems and Models for Implementing CSR
16.1.3. Organization of CSR Roles and Responsibilities

16.2. Corporate Responsibility

16.2.1. Value Creation in an Economy of Intangibles
16.2.2. CSR: Corporate Commitment. Social, Environmental, and Economic Impact

Module 17. Human Resources Transformation and HR Analytics

17.1. New Forms of Organization and New Work Methodologies
17.2. Digital Skills and Professional Brand 
17.3. HR and Data Analysis
17.4. Managing People in the Digital Age

17.4.1. Impact of IT on Intellectual Capital
17.4.2. Reputation in Social Networks and Personal Branding
17.4.3. Recruitment and Human Resources 2.0