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LABOR LAW AND HUMAN RESOURCE MANAGEMENT 2

DTGRH2
3.0
8
LABOR LAW AND HUMAN RESOURCE MANAGEMENT 2
french

42h

This course, which is the « continuation » of DTRH 1, has the same goals than this latter, that is to say, help you prepare the best you can the beginning of your professional life (and certainly not make you a human resource management expert). It therefore has as a vocation of conveying you everything a (future) salaried employee, who might have to supervise one day, has to know to succeed his professional integration within very complex organizations, which are also not always transparent regarding the way they manage their employees. This course therefore uppermost concerns you in a role you will all know (salaried employee), and eventually in a role only some of you will know (team manager).

 

Its goals are therefore to enable you to :

·         Understand the goals, the constraint and main tools of a factory Human resource policy, as much on the salary point of view, as that of the future engineer asked to supervise.

·         Know the mains elements of labour law that may be useful to an engineer, for personal use, or in his management duties, in order to avoid traps: execution of employment contract, payment supervision, disciplinary actions, performance appraisal, vocational training ...

·         Comprehend what is at stake, every management policy interests and limits in the present society.

·         Know the main tools used by companies in the context of human resource management (payment, evaluation, career's management, training)

 

 

Notice that this EC is a continuation of EC DTGRH1 (21h) that took place on semester 7 : the basis acquired during DTGRH1 are particularly important, and a student who would like to follow DTGRH2 without having done DTGRH1 would probably have difficulties understanding this course without having done the effort of making up the DTGRH1 course first.

 

On top of that, in order to preserve as much as possible the students-teacher interaction, and to be able to really answer the questions that these latter ask themselves, the number of students in this course is limited to 40 students max. Priority given to the first ones registered.

 

Target audience : 4 year students (CFI, MRIE)

 

  1. Engineers' remuneration
  • Definition of remuneration policies in firms: decisive variables.
  • The main remuneration policies that are currently used.
  • The “global remuneration” notion : the remunerations pyramid
  • The remuneration tools and currently available « peripherals » (including participation, results  profit-sharing, business savings contract, employee « stock options »)

 

  1. The employment contract execution
  • The employee and employer's mutual responsabilities during the employment contract.
  • The juridical status' changes of the employer
  • The modification of the employment contract : substantial condition or not.

 

  1. The personnel appraisal
  • Its goals
  • The different elements of an appraisal process
  • The typical sequence of events of an appraisal
  • The limits (current or definitive?) of the personnel appraisal

 

  1. The career and mobility management
  • The different types of mobility
  • The evolutions of the notion of career
  • The tools and practices to handle the different types of mobility
  • Career counseling : skills audit
  • Special features of a specific type of mobility : expatriation

 

  1. Professional continuing training
  • The company's responsibilities towards education
  • The individual right to training in France
  • The procedure for a training plan development
  • The trends (real or to be confirmed?) of vocational training: accreditation for work experience, distance learning, skill-building organisation, co-investment in training
  1. The engineer's exit from the company
  • Temporary exit: the suspension of contract case
  • Definitive exit for individual reason: layoff
  • Definitive exit on the engineer's initiative: resignation
  • Negotiation of the exit: transaction and breaking-off by mutual agreement
  • Definitive exit for economic reason: layoff and social plans

 

Remain to be determined

DIETRICH A., PIGEYRE F., Gestion des ressources humaines, Paris, La découverte, coll. « Repères », 2011 (2nd ed.).

IACONO G., La gestion des ressources humaines. Cinq défis pour l'avenir, Paris, Gualino Editeur, coll. « Business », 2008 (2nd ed.).

MARTORY B., CROZET G., Gestion des Ressources Humaines – Pilotage social et performances, Paris, Dunod, coll. « Gestion Sup », 2011 (8th ed.).

PERETTI J.-M. (dir.), Tous DRH, Paris, Editions d'Organisation, 2006 (3rd ed.).

PERETTI J.-M. Ressources Humaines, Paris, Vuibert, coll. « Gestion », 2011 (13th ed.).

PICHAULT F., NIZET J. - Les pratiques de gestion des ressources humaines. Approche contingente et politique – Paris, Seuil, coll. « Points Essais », 2000.

RAY J.-E., Droit du travail, droit vivant 2011-2012, Paris, Liaisons (17th ed)..

 

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