DU (University Diploma) in Management and Human Resources

La Rochelle
  • Continuing training

The general objectives of this program are:
- enable participants to develop their expertise in the fields of management and human resources management,
- develop, reinforce or update knowledge relating to the different aspects of the HR function: strategic, administrative or legal,
- better know how to activate the complementarities that exist between HR and managers
- Manage the main tools of the HR function.

About this program

Last minute: new starting date : Décembre 2017
PDF - 272.2 kb
Plaquette

The recognition of the human factor as a major strategic element of the development of companies is leading human resources services to transform, to redefine their role and missions, to give themselves the means to achieve optimal professionalism.
One of the major evolutions of Human Resources today is the new interaction between directors, HR and intermediary staff.

Public

  • People who wish to orient themselves towards HR, or willing to integrate HR to their profile.
  • HR professionals who wish to update and broaden their set of skills.
  • Professional consultants or speakers who wish to complete their expertise with HR skills.

Qualifying training for professionals

This program is directed at active employees who wish to evolve towards HR positions:

  • Operational managers who wish to integrate HR to their profile.
  • HR professionals who wish to update and broaden their set of skills.
  • Professional consultants or speakers who wish to complete their expertise with HR skills.

This qualifying program is also directed at employees who wish to validate their professional experience with a diploma, to support career evolution or reorient themselves towards HR.
Precise training objectives to optimize one’s leadership.

General objectives

  • Allow participants to develop their expertise in the different domains of management and human resources.
  • Develop, reinforce and update knowledge related to HR’s different aspects: strategic, administrative or legal.
  • Learn how to understand, implement and explain HR policy better.
  • Measure risks and responsibilities.
  • Build a contact network of peers and experts.

Co-supervisor

Organization

Teaching is divided into 10 modules spread throughout the year to allow participants to continue their professional activities while studying.
1 teaching module will take place each month, for a total of 240 hours.

Le calendrier
Calendar

Training will take place from December to October.

Classes will take place over three days, for a total of 24 hours:

  • Wednesday from 9 a.m. to 6 p.m.*
  • Thursday from 9 a.m. to 6 p.m.*
  • Friday from 9 a.m. to 6 p.m.*
Modules
Module Title Date
Module 1 HR Policy - Job and Skills Forecasting December
Module 2 Recruitment and social networks January
Module 3 Training and skills development February
Module 4 Fundamentals of Labor Law March
Module 5 Career Management and E-HR April
Module 6 Remuneration Management May
Module 7 Negotiation and social relations June
Module 8 Psychosocial risks and project management July
Module 9 Accompanying Change September
Module 10 Management October
Module Thesis methodology

Program and Content

Module 1: HR Policy - Job and Skills Forecasting

The HR function

  • Understand HR policy in business strategy
  • Identify issues, internal stakeholders and HR processes
  • Identify the missions, roles and competences of HRD and HRD
  • Identify HR responsibilities to delegate to managers

Forecasting Jobs and Skills

  • To know all the devices to help maintain and develop skills (training, recruitment, HR policy)
  • Know the stakes, the steps and the tools of the GPEC
  • Know the legal obligations and key points of an agreement
  • Put in place a skills approach
  • Involve managers in reflection on the business lines and their evolutions

Module 2: Recruitment and social networks

Recruitment and integration of new employees

  • Formalize requirements, write job descriptions
  • Identify the various essential skills
  • Know the legal aspects of recruitment
  • Improve sourcing and pre-selection of applications
  • Select candidates
  • Conduct recruitment interview, choose the right candidate
  • Integrate the employee and follow his integration

Social networks

  • The use of professional social networks: Viadeo, Linkedin ...
  • Extend sourcing using tools 2.O

Module 3: Training and Skills Development

Professional training

  • To know the legal obligations in terms of vocational training and the associated training devices (training plan, CPF, VAE ...)
  • Include training in a skills and GPEC approach
  • Develop team training plan: identify needs, plan actions, evaluate impacts of training
  • Identify the key points of a training plan (mandatory and optional)
  • Locating the role of the hierarchy in the process of skills development
  • Draft specifications and choose a training organization

E-learning

  • Building multi-modal training devices
  • Innovate in training and digitalize the devices

Module 4: Fundamentals of Labor Law

  • The legal environment of work
  • Finding yourself in different contracts
  • Manager’s margin of maneuver in terms of changing employment relationship (hours, position, place of work ...)
  • Duration and organization of working time
  • Coping with employee absenteeism
  • The manager faced with the wrong behaviors of employees
  • Situations of termination of the employment contract
  • Responsibilities of Employer and Delegates

Module 5: Career Management and E-HR

Evaluation

  • Place and role of evaluation in HR policy
  • Evaluation Issues and Objectives
  • Performance appraisal
  • Evaluation methods and tools
  • Conduct an annual appreciation interview
  • Exploit annual appraisal practices to detect potentials

Mobility

  • Different types of mobility
  • The purpose and challenges of a mobility and career management policy
  • Potential management
  • Tools for identifying key competences
  • Professional interview

E-RH

  • Identify the impact of digital transformation on HR processes (sourcing, reputation, ethics, employer brand ...)
  • SIRH: global approach, definitions, challenges, process management, impacts, inputs, advantages, disadvantages ...
  • Impact of HRIS on HR practices
  • Digital communication, and social regulation
  • Legal aspects, rules of the use of ICT (charters ...)

Module 6: Compensation Management

  • The characteristics of a remuneration system
  • Payroll control
  • Classification and salary grids
  • Individualization of wages
  • Peripheral elements of remuneration
  • Managers at the heart of compensation decisions
  • Granting or refusing an increase in salary
  • Objective of individual and collective decisions
  • Know the various payroll operations
  • Establish monthly and quarterly social returns

Module 7: Negotiation and Social Relations

  • The role, missions and means of staff representatives
  • How do the staff representatives carry out their mandate?
  • Management of staff representatives on a daily basis
  • The actors of social relations in the company
  • The characteristics of each negotiation
  • Preparing negotiations and conducting negotiations
  • Conduct negotiations in times of crisis

Module 8: Psychosocial Risks and Project Conduct

  • Identify and understand the mechanisms of construction of suffering at work
  • Identify symptoms and new expressions of suffering
  • Identify legal obligations for prevention
  • Locate the stakes (of health, economic ...)
  • Identify all internal and external risk factors
  • Identify factors that fall under the responsibility of the company (HR policy, organization, working conditions, corporate culture, etc.)
  • Make a shared diagnosis
  • Pilot prevention of PHI: from diagnosis to follow-up
  • Organize the 4 levels of actions: organization, management, HR systems, working conditions
  • Federate behind an adapted and coherent action plan.

Conduct project

  • To master the techniques and basic tools of the management of a project through a case of management of a project of prevention of the RPS

Module 9: Accompanying Change

  • Change and human behavioral constants
  • Change and constraints
  • Transition: the space-time between decision-making and its application
  • Commitment to work
  • Organizational justice / organizational retaliation / organizational commitment
  • The place of innovation in organizing activity

Module 10: Management

  • Know the missions of a manager and know how to position oneself as a manager
  • Communicate effectively with team
  • Manage a team
  • Analyze the motivations and values ​​of the team
  • Knowing and using different management styles
  • Set objectives, monitor and control them, delegate missions.
  • Time management
  • Know how to solve a problem
  • Know how to conduct an interview and conduct a meeting
  • Managing a conflict, a difficult situation

Module thesis methodology

To validate their training, participants must present a professional report.
This dissertation proposes a study on a particular theme of management or the management of human resources. This module will be the subject of a methodological contribution of 20h as well as a specific tutoring.

Former participant’s testimony

Integrating the University Diploma has been a real opportunity for me to succeed in my professional project. With 15 years of commercial experience, my objective was to discover the HR function and to acquire solid skills in order to evolve into a new business. For me, it was an adventure full of encounters, sharing experiences and discovering an exciting trade. The pace of the training with classes concentrated around 3 days per month, combined with personal research, enables one to move alternatively from knowledge of theories to practical experience within companies. At the end of the DU, I had the opportunity to take on the role of HR Manager in my company. Thus, I was able to approach my new function with serenity. Beyond the skills in HR, during this program I acquired good analytical reflexes as well as becoming open-minded.

Yannick Zenon, responsable des ressources humaines à Leroy Merlin Yannick Zenon, responsable des ressources humaines à Leroy Merlin

Registration

Prerequisites :

Minimum of 2 years of university training, preferably in the fields of social science, law or management.
A professional project in coherence with the objectives of the program.

Tuition fees : Paid by the employer: 4250 euros net
Registration
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