Master of Science Human Resources Manager

Resume writing, recruitment interview techniques for internship search, professional project management, team management and meeting facilitation. Negotiation techniques, transactional analysis and NLP, public speaking and stage fright management, management techniques and leadership. Skills assessment, coaching, CV digitalization and job search techniques at national and international levels, preparation for the defense of the applied research thesis.

This module aims to teach the creation of a Business Plan: developing a quantified project for starting or expanding a business. Several steps are covered: feasibility study, market targeting, opportunities and risks, strengths and weaknesses, communication.

This module aims to enhance students’ IT skills to meet business demands in budget or sales tracking, project management, personnel management, and communication: Excel, Word, PowerPoint, teamwork tools, industry-specific software. It aims to excel in office tools, quickly identify and correct errors, customize existing tools, or create new ones.

The objective is to acquire key skills in budget management and reporting. Emphasis will be placed on budgetary architecture, including the implementation of summary documents, project management control and its connection with budget management, and the creation and management of dashboards.

The Professional Experience Report allows for showcasing the experience and expertise gained during the internship, presenting practical aspects and implemented processes.

Applying skills to create, format, and manipulate data in Google Sheets, using more complex functions and formulas. Learn the principles of message engineering and their impact on AI responses.

Offrir une vision globale et intégrée du management des personnes et des métiers au sein des Organisations Proposer une vision du recrutement des talents basée sur la détection de la motivation et la mise en place d’une politique de rémunération et de formation attractive

Understanding the structure of social, individual, and collective relationships. Knowing and applying, through case studies, the reasoning of labor law, including various legislative, regulatory, and jurisprudential developments.

Different types of employment contracts. Employer prerogatives. Termination of employment contracts. Protected categories, discrimination, equal treatment.

To train professionals capable of leading and managing teams and organizations. Acquire the skills and knowledge to lead and manage both men and women. Develop leadership qualities, including vision, motivation, and communication. Adapt to changes in the world of work.

Effectively drive human resources and gain a strategic and operational vision of the HR function. Understand the role and missions of HR management to lead and support company changes. Definition of HRM. HRM and other functions within the company. The strategic dimension of HRM. Company performance and HRM. The structure of the HR function. Careers in HR. Innovation in HRM.

Factors influencing the success of a work team. Adaptation to change and professional development: psychological barriers and motivators. Stress management at work and burnout. The effects of information and communication technologies on work and organization.

Personality, identity, and behaviors. Social ties and socialization. Hierarchy, domination, and power. Culture and social representations. Group dynamics.

Les difficultés de l’organisation en matière de relations humaines. Le système organisationnel et ses éléments. Les grandes approches théoriques de l’organisation. Différents types d’organisations.

Candidate selection and integration into the company. Role of recruitment and HR planning and evaluation (GPE) in the overall HR strategy of the General Management. Recruitment tests, graphology. Types of tests commonly used by recruiters: logical and comprehension tests, personality tests, situational judgment tests.

Candidate selection and integration into the company. Role of recruitment and HR planning and evaluation (GPE) in the overall HR strategy of the General Management. Recruitment tests, graphology. Types of tests commonly used by recruiters: logical and comprehension tests, personality tests, situational judgment tests.

Components of compensation. Understanding the logic behind a payslip. Preparation of a payslip. Topics related to employee and employer contributions for social security and unemployment insurance. Supplementary schemes.

The company in its relationship with people. Internal communication as a management tool. The corporate project. Company culture and rituals. Objectives of internal communication and available tools. Development of the internal communication plan. Proximity management, hierarchical line, and communication implications.

Masterclasses in HR are organized throughout the year to explore the latest developments and trends in recruitment, retention, team management, etc.

Effectively manage human resources and gain a strategic and operational vision of the HR function. Understand the role and missions of HR management in driving and supporting company changes. Familiarize yourself with organizational logics and their implications for management and HR management. Incorporate corporate social responsibility (CSR) into HR policies.

Définition et enjeux de la marque employeur : comprendre ce qu’est la marque employeur, ses enjeux et ses objectifs. Diagnostic de la marque employeur : analyser l’image de l’entreprise en tant qu’employeur, auprès des candidats et des collaborateurs. Stratégie de marque employeur : définir les objectifs et les actions à mener pour améliorer la marque employeur. Communication et déploiement de la marque employeur : mettre en œuvre les actions de communication et de déploiement de la marque employeur.

The objective is to explore and implement human resources management at the intercultural level. How to manage a multicultural team? What are the best practices?

The applied research thesis aims to develop analytical and reflective skills around a managerial question. It provides an opportunity to demonstrate rigor in analyzing a managerial issue and formulating operational recommendations. The research thesis reflects the research work and is structured around three key phases: literature review, qualitative and/or quantitative study and its results, and managerial recommendations.

The objective is to understand the GEPP strategy within an organization and the role of HRM in the GPEC project. The learner will be capable of grasping the various operational HR actions in a GEPP project, understanding the stakeholders involved in the process, and the organization’s obligations. The legal aspects are also covered to understand the laws and tools for effective mobility in GEPP, and to translate the project into concrete and operational actions.

This module provides a comprehensive approach to international mobility management and expatriate management in the context of corporate challenges. It equips participants with analytical and management tools for mobility, enabling them to support the company’s international development effectively.

Using and managing human resources while respecting labor laws. Navigating through the hierarchy of legal texts: European law, constitution and treaties, laws and regulations, collective agreements, internal regulations, and labor code.

Learning management concepts and tools in managerial policies. Developing leadership skills. Analyzing managerial policies. Preparation for assuming managerial roles.

Give meaning to teams regarding the company’s strategy. Develop a compensation policy that aligns with employees’ skills and the company’s revenue. Enhance the candidate recruitment experience. Utilize employee data to support the strategy while adhering to GDPR requirements. Drive employer branding to support the business image.

Development and definition of a compensation policy. Components of compensation and salary scales. Qualification and individualization of compensation. Profit-sharing, employee participation, and savings plans. Control of the salary mass. Applied information technology in HR.

Acquire the skills and knowledge necessary to design, implement, and evaluate training policies and programs. Develop a strategic vision of training. Adapt to changes in the world of work. Understand the importance of training in employees’ career development and as a driver of innovation and motivation within the company. Master the legal and policy context of training and the obligations of the training plan. Analyze and apply the continuous vocational training reform.

Conducting conflict diagnostics. Implementation of simple and operational conflict management tools. Negotiation techniques and cooperation within teams. Prevention of moral harassment. Diagnosing a situation of moral harassment. Implementation of mediation.

Analysis of conditions and failures of mental health in the workplace. Work, fear, suffering, and illness. Methodology of observation and interpretation. Stress and burnout. Stress management at the individual level. Stress management at the organizational level.

Understanding, analyzing, and grasping the importance of collective relationships within the company (employee representative bodies, works council, employee delegates, time credits, collective conflicts, collective bargaining). Knowing the regulatory obligations concerning social partners. Learning to work with social partners.

Conduct a socio-organizational diagnosis of companies. Analyze strategies related to change management. Evaluate changes in perceptions and assessments of issues by various stakeholders. Identify resistance to change and promote stakeholder engagement. Master restructuring mechanisms and legal obligations. Negotiate with key stakeholders. Implement restructurings or redundancy plans under optimal conditions.

Definition of a crisis. Preparation and anticipation of a crisis. Methodology for diagnosing and managing a crisis. Crisis communication and media training. Understanding the media environment. Implementation of public relations.

Create dashboards on the company’s sales activities: sales, orders, supplier relations, business prospecting, by sector, by amount/currency, by dates. Communicate information to various stakeholders using appropriate media: PowerPoint presentations, Word communication, creating video support (especially for creating tutorials during the implementation of a new tool, application, or business process). Software used includes Excel, Word, VBA, and professional software.

(Note: “syllabus” refers to the detailed course outline or content, which typically accompanies the translation for educational or training purposes.)

Budget management. Construction of social dashboards. Workforce management, social audit, recruitment, training, compensation.
Forecasting payroll management: development of a management model in Excel.

The objective of this module is to understand the concepts of Corporate Social Responsibility (CSR) and be able to integrate them into a Human Resources Management policy. The identification of HR indicators for non-financial reporting is also covered.