Master in Human Capital Management

The Master in Human Capital Management incorporates a comprehensive approach to human resources that stimulates organizational growth and development.

It provides a basis for the professional to align the human resources processes of an organization in harmony with its business strategies.

This program emphasizes critical thinking, human capital management best practices, and the technical skills necessary for the strategic management of human talent.

Organizational Development

This course introduces modern organizational development strategy. Students review the alignment of development of human capital with the overall business strategy. Introduces concepts of compensation, career development, organizational design, performance assessment and modern best practices in organizational development through human capital

Performance and Talent Management

This course provides in-depth analysis of performance and talent management practices and strategies including the importance of job descriptions, recruiting, onboarding, career development and exit interviews.

Driving Engagement

This course explores the need to drive engagement to drive results. New trends in the world of work. Introduces the impact of multiculturalism and virtuosity and the human side of the organization in change. How to achieve commitment in turbulent environments. Measuring engagement and best practices to achieve commitment and retain the best organizational talent.

HR Metrics and Knowledge Management

This course defines control indicators supporting the general measurements of the organization. Reviews the relationship between planning and strategic control. This course aspires to the professionalization of the HR function in the organization through the implementation and communication of HR metrics and knowledge management.

Managing Change and Organizational Behavior

Students explore human nature, motivation and dynamics within the organization to define key aspects in the expected behavior for organizations. Analyzes cases of effective management of individuals to meet changing organizational goals. Considers the interpretation of individual and group dimensions of behavior with the organizational culture and change management. Developing leadership skills required in the face of change and risk of uncertainty.

Labor Issues and Conflict Management

This course examines various aspects governing the operation of personnel based on ethics and respect for the law. Human Capital management in relation with labor and trade unions and their possible impact on the company. The importance of proactively managing labor links regarding sensitive and regulated aspects of positive employer-employee relations.

Organizational Wellness: Human Capital, Stress and Competition

Healthy and happy collaborators create extraordinary results. This course explores the relationship between achieving business results by aligning human capital and quality of life. The role of the organization as promoter of health. Stress: an organizational approach. Prevention and care actions. Organizational commitment to life quality: a challenge that impacts on profitability. Leadership strategies to prevent and address Workplace Bullying and Cyber Bullying. Ties between Organizational Culture and corporate competitiveness.

Organizational Strategy and Compensation

This course uses the tools and frameworks of microeconomics to analyze how firms incentivize their employees. The course analyzes the design of individual and team-based incentives (e.g. bonuses, stock options) and considers the challenges and opportunities in using various types of incentives to motivate and reward employees and executives. This course also reviews non-monetary incentives, flexible work arrangements and the application of best practices in non-profit and volunteer environments.

The Strategic HR Specialist

This course explores the role of the Strategic Human Capital Specialist. Explores types of informal transfer of knowledge within the organization and the costs in the erroneous knowledge transfer. Introduces agile meetings and intelligent processes to empower the HR/HC/OD specialist in their role as strategic partner. Students learn to shift from the old paradigms that categorize human resources processes as hygienic and preventive to participative and contributing to organizational success.

Digital Transformation

From analog to digital, the transformation from a traditional company to a digital company, and its impact on the business. New trends, models and the development of a digital revolution within an organization that promotes change and focuses on the client.

Business Simulation

The objective is to deepen the understanding and knowledge of the complexity of business operations in a dynamic and competitive environment. The game pushes the teams to compete and make decisions in an ever-changing environment. The participants develop and execute strategies for their simulated business.

Final Project

The students will work with the professor to develop a business project where they will apply the theory learned during the Master’s program in a specific case of a business, it can either be a project within a specific area in an already working business or the development of a new business.

1. Configure technical and managerial skills used in strategic leadership
2. Design action plans to manage human talent in organizations with the use of qualitative and quantitative data.
3. Select the most appropriate strategic human capital plans for the organization's short and long-term business strategy.
4. Synthesize search and selection strategies according to industry best practices.
5. Design, organize, and create professional development programs.