Organizational and Human Resources Psychology

Code:

POST13

Acronym:

PORH

Keywords
Classification	Keyword
CNAEF	Psychology

Instance: 2025/2026 - 1S

Active?	Yes
Responsible unit:	Psychology
Course/CS Responsible:	Master Degree in Psychology

Cycles of Study/Courses

Acronym	No. of Students	Study Plan	Curricular Years	Credits UCN	Credits ECTS	Contact hours	Total Time
MPSI	15	Plano de Estudos 2021	1	-	6	54	162

Teaching language

Portuguese

Objectives

The program aims to develop a general understanding of Organizational and Human Resource Psychology as a discipline and professional field, fostering a critical understanding of organizational and people management practices. The program also aims to raise awareness of key contemporary issues, including diversity and inclusion, sustainability, violence prevention, and the contribution of organizational practices to the Sustainable Development Goals (SDGs).
Students are encouraged to reflect on the role of Organizational and Human Resource Psychology in building fair, ethical, and socially responsible workplaces, developing skills that foster professional practice committed to the current challenges and demands of society.

Learning outcomes and competences

At the end of this course students should know / be able to:
- Know and understand the explanatory theories related to the Psychology of Organizations and Human Resources;
- Conceptually and operationally understand psychological concepts related to the human resource management function, compensation and benefits, talent attraction and management, the skills assessment interview, and decision making, organizational communication and dysfunctional phenomena and its implications.

Working method

Presencial

Pre-requirements (prior knowledge) and co-requirements (common knowledge)

Knowledge in the area of Work and Organizational Psychology.

Program

1. The Psychology of Organizations

1.1. Decision making

1.2. Communication

1.3. Organizational dysfunctions

2. The Psychology of Human Resources

2.1. Artificial Intelligence and Human Resources Systems

2.2. Talent management (individual and organizational perspective)

2.3. Compensation and Benefits and their relationship with organizational variables such as work motivation, and satisfaction, and commitment.

Mandatory literature

Dessler, G.; Human Resource Management (15th Ed.), Pearson Education Inc., 2017
Gomes, A. D.; Psicologia das organizações, do trabalho e dos recursos humanos, Imprensa da Universidade de Coimbra, 2011. ISBN: _978-989-26-0084-0

Teaching methods and learning activities

This course is organized in theoretical and theoretical-practical classes that include:
- Exposition of theoretical frameworks;
- Viewing videos and performing guided exercises;
- Analysis and discussion of case studies;
- Workshops by psychologists working in the area of Organizational Psychology and Human Resources;
- Investigation work;
- Tutorial classes to monitor research work;
- Independent study.

keywords

Social sciences > Psychological sciences > Psychology > Applied psychology

Evaluation Type

Distributed evaluation with final exam

Assessment Components

designation	Weight (%)
Apresentação/discussão de um trabalho científico	36,00
Participação presencial	24,00
Exame	40,00
Total:	100,00

Amount of time allocated to each course unit

designation	Time (hours)
Apresentação/discussão de um trabalho científico	30,00
Estudo autónomo	50,00
Frequência das aulas	54,00
Trabalho de campo	28,00
Total:	162,00

Eligibility for exams

Classes are subject to verification of attendance.
Safeguarding the special cases covered in the law, students who miss more than 25% of the classes planned not get frequency at course unit (according to Regulation Assessment of students FPCEUP - Article 9A, point 2.).

Calculation formula of final grade

In the evaluation of the UC the following components are weighted:

a) Group work related to Module 1 (30% = 18% Presentation/discussion of scientific work + 12% In-person participation);

b) Group work related to Module 2 (30% = 18% Presentation/discussion of scientific work + 12% In-person participation);

c) Final exam (40%).

The marks for each component and the final mark will be communicated to the students on a scale of 0 to 20.

Failure to complete a component of the assessment implies a 0 grade in that component and immediate failure of the course.

In case of failure in a group component, the group may submit a reformulation of the work in the examination resource season.

As regulated, the minimum grade required is 8 points in each of the components.

The final mark in the CU corresponds to the weighted average of the marks obtained in each of the assessment components.

Special assessment (TE, DA, ...)

Students who by law are exempted from verification of the conditions of attendance to classes, and that they can not actually attend classes, should perform all the assessment components previously defined. For this, they should contact at the BEGINNING of the semester (NEVER after 2^nd class) the professor.

Classification improvement

As prescribed,

• The improvement of the classification obtained in the curricular unit (CU) is foreseen only once, up to two examinations periods after the one in which the student was approved and in which the CU has a foreseen evaluation;


• The improvement of the classification obtained in the CU will be possible by taking a new examination;


• In these situations, the classifications obtained in the "group work" components remain valid.