Why study at TECH?

Specializing in HR management and trade union relations will be essential in helping to defend the rights of the business and the workers in an efficient way”  

Why Study at TECH?

TECHis 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.   

TECHis 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

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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. 
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The Highest Standards

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

500+ collaborative agreements with leading companies 
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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. 


Show the world your talent after completing this program. 
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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. 
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Learn with the best

In the classroom, TECH’s 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: 

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

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Academic Excellence

TECHoffers 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.  

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Economy of Scale

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”

Structure and content

TECH has made a high-quality educational program available to its students, aimed at business professionals who wish to broaden their knowledge in human resources management, specifically in the field of personnel selection. In this way, students will find a very well-structured program that will help them to self-manage their study time in order to achieve a complete learning process adapted to their needs.    

A comprehensive syllabus that will be fundamental to increase your competitiveness in human resources management” 


This Advanced Master’s Degree in Senior HR Management, Expert in Trade Union Relations at TECH Technological University is an intensive program that prepares students to face challenges and business decisions, both on a national and international scale. 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, students will analyze a multitude of practical cases through individual work, achieving high quality learning that can be applied to their daily practice. It is, therefore, an authentic immersion in real business situations.   

This program deals in depth with the main areas of the company and is designed for managers to understand personnel management from a strategic, international and innovative perspective.  

A plan designed for students, focused on their professional improvement, that also prepares them to achieve excellence in the field of human resources management and trade union relations. A program that understands your needs and those of your company through innovative content based on the latest trends, and supported by the best educational methodology and an exceptional faculty, which will provide you with the skills to solve critical situations in a creative and efficient way.  

This program takes place over 24 months and is divided into 18 modules: 

Module 1. Strategic HR Management 
Module 2. HR Management and Administration Process 
Module 3. Organizational Behavior 
Module 4. Economic Management and Administration 
Module 5. Executive Coaching 
Module 6. Talent Management 
Module 7. Strategic Communication 
Module 8. Ethics and Corporate Social Responsibility 
Module 9. Transforming Human Resources in the Digital Era 
Module 10. Theory of Labor Relations 
Module 11. Sociology of Work  
Module 12. Strategies and Methods of Social Research 
Module 13. Labor and Market Economics 
Module 14. Labor Law 
Module 15. Management of Labor Intermediation Policies 
Module 16. Strategic Management of Equality and Diversity in HR 
Module 17. Work Environment Management I 
Module 18. Work Environment Management II  

master online Senior HR Management, Expert in Trade Union Relations

Where, When and How is it Taught?

TECH offers the possibility of taking this program completely online. Over the course of the 24 months, the student will be able to access all the contents of this program at any time, allowing them to self-manage their studies.  

Module 1. Strategic HR Management

1.1. Evolution of HR An Integrated Vision 
1.2. Strategic Thinking and Systems 
1.3. Planning and Management of HR Department Projects
1.4. Strategic Organizational Design 
1.5. Job Design, Recruitment, and Selection 
1.6. Strategic Leadership 
1.7. Auditing and Control of HR Function 

Module 2. HR Management and Administration Process 

2.1. Labor Recruitment 
2.2. Labor Intermediation 
2.3. Labor Relations and Information Technology 
2.4. Dismissals and Workforce Restructuring 
2.5. Collective Bargaining 
2.6. Occupational Disability and Health 
2.7. Occupational Health and Quality 

Module 3. Organizational Behavior 

3.1. Organizational Culture 
3.2. Organizational Structure 
3.3. Organization Management 
3.4. Behavior and Organizational Changes 
3.5. Power and Politics 
3.6. HR Department Organization 
3.7. People in Organizations 
3.8. Knowledge Management 

Module 4. Economic Management and Administration

4.1. Financial and Accounting Principles for HR Management
4.2. Financial Diagnosis 
4.3. Income Losses and Gains Analysis 
4.4. Compensation Policy Management 
4.5. Compensation and Non-Economic Benefits 

Module 5. Executive Coaching

5.1. Neuromanagement 
5.2. Self-control and Self-efficacy 
5.3. Coaching 
5.4. Positive Psychology 
5.5. Management and Emotional Intelligence 
5.6. Empathy and Collaboration 
5.7. Time Management 

Module 6. Talent Management

6.1. Job Analysis 
6.2. Selection, Group Dynamics and HR Recruitment 
6.3. Human Resources Management 
by Competencies 
6.4. Performance Evaluation and Performance Management 
6.5. Training Management 
6.6. Talent Management 
6.7. Innovation in Talent and People Management 
6.8. Motivation 
6.9. Employer Branding 
6.10. Developing High Performance Teams 

Module 7. Strategic Communication

7.1. Interpersonal Communication 

Module 8. Ethics and Corporate Social Responsibility

8.1. The Managerial Role and CSR 
8.2. Corporate Responsibility 

Module 9. Transforming Human Resources in the Digital Era 

9.1. New Forms of Organization and New Work Methodologies 
9.2. Digital Skills and Professional Brand 
9.3. HR and Data Analysis 
9.4. Managing People in the Digital Age 

Module 10. Theory of Labor Relations

10.1. History of Labor Relations

10.1.1. Conceptual Framework and Definition (Basic Concepts of Employment, Work)
10.1.2. Historical Evolution of Labor Relations 
10.1.3. The Society of Knowledge in the 21st Century

10.2. Evolution of the Forms of Work

10.2.1. Labor Relations and Labor Markets
10.2.2. The Theory of Labor Market Segmentation and Practices

10.3. Socialism - Communism in Labor Relations

10.3.1. Conceptual Framework of Socialism and Communism
10.3.2. Brief Historical Description
10.3.3. Labor Relations under the Communist Political Framework
10.3.4. Labor Relations under the Political Framework of Socialism

10.4. Liberalism - Capitalism in Labor Relations

10.4.1. Concept of Liberalism versus Capitalism
10.4.2. Capitalism Throughout the History of the Economy
10.4.3. Labor Relations under the Prism of Economic Capitalism

10.5. Trade Union Law 

10.5.1. Trade Unionism
10.5.2. Fundamentals of Trade Union Law
10.5.3. The Role of Collective Bargaining

10.6. Employee Representation

10.6.1. Concept
10.6.2. Regulatory Framework
10.6.3. Negotiation 

10.7. State Intervention in Labor Relations

10.7.1. Historical Framework
10.7.2. Public Intervention in the Configuration of Individual Labor Relations
10.7.3. Employment Contracts, Working Hours, Wages and Benefits

10.8. Institutionalism and Pluralism

10.8.1. Conceptualization and Framing within the Theories of the State
10.8.2. Institutionalism
10.8.3. Pluralism

10.9. Corporatism

10.9.1. Conceptualization 
10.9.2. Types of Corporatism in the International Scenario

10.10. Social Policies in the International Sphere

10.10.1. Social Politics (Convergences and Divergences)
10.10.2. Intervention Models 
10.10.3. The State of Well-Being

Module 11. Sociology of Work 

11.1. Concept of Sociology of Work    

11.1.1. Introduction, Objectives and Concept of Sociology
11.1.2. Concept of Work
11.1.3. Concept of Sociology of Work
11.1.4. Sociology of Work Field of Action

11.2. Study of Human Behavior in Society    

11.2.1. Human Action, Means and Ends
11.2.2. Production and Employees
11.2.3. The Impact of Population Growth on Work

11.3. Related Economic Aspects. Study of the Sociology of Work    

11.3.1. Theory of Value in Classical Economists
11.3.2. Karl Marx’sLabor Theory of Value
11.3.3. Criticism of the Labor Theory of Value
11.3.4. Keynesianism

11.4. Historical Evolution and Social Context of Work    

11.4.1. Work in Ancient Times
11.4.2. The Industrial Revolution
11.4.3. The Development of the Industrial Society and its Labor Effects
11.4.4. From Industrial Society to Post-Industrial Society
11.4.5. Work in the Information Society

11.5. History of the Main Sociological Theories of the Work and Organizations    

11.5.1. Sociological Theories of Work
11.5.2. Contemporary Sociological Theories of Work
11.5.3. Taylor and the Scientific Organization of Work

11.6. Group Behavior in Organizations    

11.6.1. Analysis of the Work Process
11.6.2. Human Resources. Mechanical Work and Creativity
11.6.3. Social Order in Organizations. Cosmos and Taxis

11.7. Sociology of Labor Relations in Companies    

11.7.1. Theories of Subjectivity
11.7.2. Theories of the Labor Market
11.7.3. Sociology of Labor Relations

11.8. Central Aspects in Organizations    

11.8.1. Different Roles within an Organization
11.8.2. Organizational Structure

11.9. Technological Paradigm and the Labor Market    

11.9.1. The Impact of Innovation
11.9.2. Innovation in the Modern Business
11.9.3. Automization in Production
11.9.4. Data Management and Artificial Intelligence

11.10. Labor Market Challenges in the 21st Century    

11.10.1. Trade Unions in the 21st Century
11.10.2. Employee Demonstrations and Strikes
11.10.3. The Future of Work
11.10.4. Immigration and the Labor Market
11.10.5. Emigration, Globalization and Work

Module 12. Social Research Strategies and Methods

12.1. Basic Notions of Investigation: Science and the Scientific Method 

12.1.1. Definition of the Scientific Method 
12.1.2. Analytical Method 
12.1.3. Synthetic Method
12.1.4. Inductive Method 
12.1.5. Cartesian Thought 
12.1.6. Rules of the Cartesian Method 
12.1.7. Methodical Doubt 
12.1.8. The First Cartesian Principle 
12.1.9. Induction Procedures According to John Stuart Mill 

12.2. The General Process of Research: Quantitative and Qualitative Focus 

12.2.1. Epistemological Assumptions 
12.2.2. Approach to Reality and the Object of Study 
12.2.3. Subject-Object Relationship 
12.2.4. Objectivity 
12.2.5. Methodological Processes 
12.2.6. Integration of Methods 

12.3. Research Paradigms and Methods Derived from These 

12.3.1. How do Research Ideas Arise? 
12.3.2. What is there to Research in Education? 
12.3.3. Research Problem Statement 
12.3.4. Background, Justification and Research Objectives 
12.3.5. Theoretical Foundation 
12.3.6. Hypotheses, Variables and Definition of Operational Concepts 
12.3.7. Choosing a Research Design 
12.3.8. Sampling in Quantitative and Qualitative Studies 

12.4. Phases and Stages of Qualitative Research 

12.4.1. Phase 1: Conceptual Phase 
12.4.2. Phase 2 Planning and Design Phase 
12.4.3. Phase 3 Empirical Phase 
12.4.4. Phase 4: Analytical Phase 
12.4.5. Phase 5: Diffusion Phase 

12.5. Types of Quantitative Research 

12.5.1. Historical Research 
12.5.2. Correlation Research 
12.5.3. Case Studies 
12.5.4. Ex Post Facto or After-the-Fact Research 
12.5.5. Quasi-Experimental Research 
12.5.6. Experimental Research 

12.6. Phases and Stages of Qualitative Research 

12.6.1. Phase 1: Preparation Phase 
12.6.2. Phase 2: Field Phase 
12.6.3. Phase 3: Analytical Phase
12.6.4. Phase 4: Informative Phase 

12.7. Types of Qualitative Research 

12.7.1. Ethnography 
12.7.2. Grounded Theory 
12.7.3. Phenomenology 
12.7.4. The Biographical Method and Life History 
12.7.5. The Case Study 
12.7.6. Content Analysis 
12.7.7. Examining the Discourse 
12.7.8. Participatory Action Research 

12.8. Techniques and Instruments for Collecting Quantitative Data 

12.8.1. The Structured Interview 
12.8.2. The Structured Questionnaire 
12.8.3. Systematic Observation 
12.8.4. Attitude Scales 
12.8.5. Statistics 
12.8.6. Secondary Sources of Information 

12.9. Techniques and Instruments for Collecting Qualitative Data 

12.9.1. Unstructured Interviews 
12.9.2. In-Depth Interviews 
12.9.3. Focus Groups 
12.9.4. Simple, Unregulated and Participant Observation 
12.9.5. Life Stories 
12.9.6. Diaries 
12.9.7. Content Analysis 
12.9.8. The Ethnographic Method 

12.10. Data Quality Control 

12.10.1. Requirements for a Measuring Instrument 
12.10.2. Processing and Analysis of Quantitative Data Validation of Quantitative Data Statistics for Data Analysis Descriptive Statistics Inferential Statistics 

12.10.3. Processing and Analysis of Qualitative Data Reduction and Characterization Clarify, Refine and Compare Programs for Qualitative Analysis of Textual Data

Module 13. Labor and Market Economics

13.1. Introduction to the Labor Market

13.1.1. Definition of the Labor Market
13.1.2. Functioning of the Labor Market
13.1.3. Economic Systems and the Market Economy
13.1.4. Distribution of the Population 

13.2. The Law of Labor Demand and Supply

13.2.1. Economic Systems and the Market Economy
13.2.2. Functioning of the Market: Supply and Demand
13.2.3. Elasticity and Shift of Supply and Demand Curves
13.2.4. Market Balance

13.3. Economy as a Science

13.3.1. The Concept of Scarcity and the Use of Goods
13.3.2. Economic Activity
13.3.3. Productive Factors
13.3.4. The Population as a Conditioning Factor of Economic Activity

13.4. Labor Markets

13.4.1. Distribution of the Population 
13.4.2. Situation of Disadvantaged Groups
13.4.3. Labor Market Perspectives in Latin America

13.5. Trade Unions

13.5.1. Freedom of Association
13.5.2. Functioning of the Trade Union
13.5.3. Union Legal Regime

13.6. Trade Union Representation in the Company

13.6.1. Trade Union Representation in the Company
13.6.2. Trade Union Associations
13.6.3. Strikes

13.7. Collective Bargaining

13.7.1. The Role of Collective Bargaining
13.7.2. Collective Bargaining Agreements
13.7.3. Sectorial Bargaining Agreements
13.7.4. Committees in Charge of Negotiation in the Organization 

13.8. Vocational Orientation

13.8.1. Introduction to Vocational Orientation
13.8.2. Vocational Orientation as an Employment Trigger
13.8.3. Regional Trends in the Demand for Job Positions

13.9. Social Responsibility in the Granting of Employment Positions

13.9.1. Social Responsibility
13.9.2. Social Groups Exposed to Discrimination
13.9.3. Policies and Programs Included in the Organization

Module 14. Labor Law

14.1. The Sources of Labor Law  

14.1.1. International Sources 
14.1.2. Internal Sources 

14.2. The Worker  

14.2.1. Introduction 
14.2.2. Labor Relationships of a Special Nature 
14.2.3. Excluded Jobs Civil Servants and Statutory Personnel in the Service of the Administration 

14.3. The Employer and the Company  

14.3.1. The Businessperson. Concept and Legal Nature 
14.3.2. Corporate Subrogation 
14.3.3. Groups of Companies 
14.3.4. Productive Decentralization. Contracts and Subcontracts for Works and Services 
14.3.5. Illegal Assignment of Workers 
14.3.6. Temporary Employment Agencies 

14.4. Basic Labor Rights and Duties  

14.4.1. Basic Employee Rights and Duties 
14.4.2. Basic Rights and Duties of the Employer 

14.5. Occupational Risk Prevention  

14.5.1. Introduction 
14.5.2. The Guarantee of Protection against Occupational Risks. The Principles of Preventive Action 
14.5.3. Prevention Plans. Risk Assessment and Planning of Mentoring Activities 
14.5.4. Work Equipment and Means of Protection 
14.5.5. Worker Information, Consultation and Participation 
14.5.6. Employee Training 
14.5.7. Emergency Measures 
14.5.8. Serious and Imminent Risk 
14.5.9. The Duty of Health Surveillance 
14.5.10. Documentary Responsibilities 
14.5.11. Coordination of Business Activities 
14.5.12. The Unique Attention Given to Certain Groups 
14.5.13. The Responsibilities of the Workforce in relation to the Prevention of Occupational Risks 

14.6. Novation of the Employment Contract  

14.6.1. Functional Mobility 
14.6.2. Geographic Mobility 
14.6.3. Substantial Modification of Working Conditions 
14.6.4. Modification of the Conditions Established in a Statutory Collective Agreement 

14.7. Suspension and Termination of Employment Contracts  

14.7.1. Suspension of the Employment Contract 
14.7.2. Termination of the Employment Contract 

Module 15. Management of Labor Intermediation Policies

15.1. Labor Intermediation

15.1.1. Conceptualization of Intermediation: Basic Principles
15.1.2. Labor Intermediation and Professional Orientation
15.1.3.  Labor Intermediation within Active Employment Policies in Public Services 
15.1.4. Collaborating Agents in the Outsourcing of Intermediation: Recruitment Agencies and Temporary Employment Agencies 

15.2. Job Search (I)    

15.2.1. Statistical Data on the Business Fabric
15.2.2. Sources of Labor Market Information
15.2.3. Current Labor Market Indicators
15.2.4. Employment Opportunities

15.3. Job Search (II)         

15.3.1. Diagnosis and Analysis of the Labor Market
15.3.2. Searching and Phases: Approaching the Company and Recruiting Plan
15.3.3. Loyalty and Evaluation of the Relationship with Companies
15.3.4. Management of the Employment Demand and Accompaniment to the Company

15.4. Recruitment Activities    

15.4.1. Conceptualization of Recruitment: Typologies
15.4.2. Recruitment Procedures in the Digital Era: E-Recruitment
15.4.3. Recruitment in the Collaborating Placement Agencies 

15.5. Personalized Itineraries for Labor Market Orientation and Insertion

15.5.1. Basic Aspects and Elements that Include It
15.5.2. Elaboration of Personalized Itineraries for Labor Market Orientation and Insertion
15.5.3. Special Considerations for Groups with Labor Market Insertion Difficulties

15.6. Public/Private Collaboration in Labor Intermediation    

15.6.1. European Public/Private Partnership Models
15.6.2. The Convergence of Training Obligations with the Public Employment Services

15.7. Challenges of Labor Intermediation Policies in the Digital Era

15.7.1. Labor Intermediation in Telematic Employment Agencies
15.7.2. Labor Mobility and Globalization in Employment Policies
15.7.3. Job Search in the Digital Era

Module 16. Strategic Management of Equality and Diversity in HR

16.1. Poverty and Social Exclusion Policies

16.2.1. Conceptualization of Poverty in Socio-Economic Terms

16.2. Social Groups and Employment Difficulties

16.2.1. Identification of Social Groups
16.2.2. Exclusionary Labor Practices

16.3. Disability in Work Environments

16.3.1. Conceptualization of Disability
16.3.2. Inclusion Programs in the Company

16.4. Youth and First Job Programs

16.4.1. Challenges of Youth Employment in the Context of Digital Transformation

16.5. Women and Work (I): Gender Violence

16.5.1. Contextualization of Gender Violence 
16.5.2. Business Programs against Gender Violence
16.5.3. Promoting Employment among Women Victims of Gender Violence

16.6. Women and Work (II): Discrimination and Marginalization in Employment 

16.6.1. Women in the Labor Context throughout History
16.6.2. Employment Discrimination
16.6.3. Productive Sectors with Greater Employability for Women

16.7. Immigration and Labor

16.7.1. Types of Immigrants
16.7.2. Work Permits
16.7.3. Government Participation in the Promotion of Legal Migration

16.8. International Personnel Administration

16.8.1. Global Companies
16.8.2. Immigrants and Expatriates
16.8.3. Fostering a Global Corporate Culture

Module 17. Work Environment Management I

17.1. Introduction to Work Environment Management

17.1.1. Organizational Culture, Leadership and Conflict
17.1.2. Basic Elements of Organizational Culture
17.1.3. Conflicts: Concepts and Types
17.1.4. Relationship between Culture and Leadership

17.2. Introduction to the Prevention of Occupational Risks

17.2.1. Introduction to Work Health and Safety
17.2.2. Introduction to Ergonomics in the Workplace
17.2.3. Introduction to the Prevention of Psychosocial Risks

17.3. Environmental Conditions for People with Disabilities

17.3.1. NOM-030- SSA3-2013
17.3.2. Types of Disabilities
17.3.3. Correct Adaptation of the Workplace 

17.4. Gender Equality in an Organization

17.4.1. Actions for Effective Equality between Men and Women in Employment 

17.5. Job Placement Management

17.5.1. Personnel Selection
17.5.2. Internal Selection Processes
17.5.3. External Selection Processes

17.6. Business Conduct and Ethics 

17.6.1. The Concept of Social Responsibility
17.6.2. Ethical Principles that should Guide the Management of Companies
17.6.3. Corporate Social Responsibility
17.6.4. Corporate Social Responsibility and Responsible Marketing

17.7. Work Environment

17.7.1. The Environment in Organizations: Concept of Work Environment
17.7.2. Work Climate Dimensions
17.7.3. Measurement of the Work Environment 
17.7.4. Qualitative Measuring Tools for the Work Environment: SWOT and PESTEL

17.8. Deterioration of the Work Environment 

17.8.1. Psychosocial Risks: Burnout and Mobbing 
17.8.2. Absenteeism

17.9. Data Protection Regulatory Framework

17.9.1. Introduction to Data Protection
17.9.2. Fines and Sanctions

17.10. Work Environment Improvement Plan

17.10.1. Primary, Secondary and Tertiary Prevention
17.10.2. Crisis Intervention
17.10.3. Essential Criteria for an Action Plan

Module 18. Work Environment Management II

18.1. Changes in Organizational and Cultural Design

18.1.1. Historical Evolution of Organizational Configurations: Current Models and Trends in Organizational Design
18.1.2. The Role of the Environment Manager in Organizational Design

18.2. Change Management in Organizational Culture

18.2.1. The Stages of the Change Management Process
18.2.2. Changes in the Environment (Socio-Economic, Demographic, Geopolitical)
18.2.3. Changes in the Business Model: Current and Future Role of the Change Manager as a Dynamizer of Change in the Business Model
18.2.4. Transformation of Processes

18.3. Digital Transformation in Businesses

18.3.1. The Work Environment in the Fourth Industrial Revolution
18.3.2. Elements of Digital Organization: Digital Literacy and Technology Integration 
18.3.3. Innovation in the Digital Business Era
18.3.4. Strategic Planning for Digital Transformation

18.4. Interpersonal Relationships and Transformational Leadership

18.4.1. Trends in People and Team Management
19.4.2. Personal Transformation: Tools and Techniques

18.5. Corporate Social Responsibility

18.5.1. Corporate Sustainability and the Moral Principles of CSR
18.5.2. Management and Administration of Socially Responsible Businesses
18.5.3. Planning of Social Responsibility Objectives
18.5.4. The Stakeholders
18.5.5. ISO 26000 Corporate Social Responsibility
18.5.6. Social Responsibility Management. RS10 Model

18.6. Social Marketing in the Context of Corporate Social Responsibility (CSR) 

18.6.1. Key Aspects of Social Marketing
18.6.2. The Ethical Perspective of Social Marketing
18.6.3. Social Marketing Plan

18.7. Employee Assistance Program 

18.7.1. Introduction and History of Employee Assistance Programs (EAP)
18.7.2. Benefits of Employee Assistance Program (EAP)

18.8. Employee Wellness Program

18.8.1. Concept of Labor Welfare
18.8.2. Elaborating Labor Welfare Programs

18.9. Equal Opportunity Plan in the Company

18.9.1. Equality in the Work Environment: Regulatory Framework
18.9.2. The Figure of the Equality Agent in the Company
18.9.3. Elaboration of a Needs Assessment on Corporate Equality Issues
18.9.4. Elaboration of the Corporate Equality Plan

18.10. Comprehensive Communication Plans in Companies

18.10.1. Internal Communication in a Company
18.10.2. External Corporate Communication Processes: Positioning, Briefing and Advertising Communication Strategies
18.10.3. Elaborating a Corporate Communication Plan

A unique, key, and decisive educational experience to boost your professional development and make the definitive leap"