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  1. Herramientas de diagnóstico en coaching ejecutivo RH2-137

    This document provides a general vision about the most common diagnostic tools used in Executive Coaching, with a special focus on management appraisal and 360º Feedback.  

    Academic Area:
    Organisational Behaviour | Human Resources
  2. El uso de herramientas en coaching ejecutivo RH2-136

    This technical note is a summary of the possible uses of tools in Executive Coaching. The article analyzes the purpose of coaching tools:

    1. Coach's Protective Shield;

    2. Accelerators of the process;

    3: Gears of the process.

    Academic Area:
    Organisational Behaviour | Human Resources
  3. Visión general del uso de herramientas en coaching e … RH2-138

    This material describes various tools that help accelerate the learning process of the coachee, focusing on the phases of diagnosis and self-knowledge, phase of unlearning to learn and the phase of action.

    Academic Area:
    Organisational Behaviour | Human Resources | Negotiation
  4. La planificación estratégica de recursos humanos y u … RH2-135

    This document sets out to describe the new human resources model for professionals working at leading talent-management organizations. With this in mind, we will talk about a new perspective on people management which underlies this model, and about the Human Resources Strategic Planning that arises from it.

    Academic Area:
    Organisational Behaviour | Human Resources
  5. La entrevista de descripción de patrones conductuale … RH2-105-M

    Multimedia exercises about recruitment based on competence and behavioral patterns. Three different exercises, each one with two different versions: for a business environment or a survival expedition.

    In the first exercise, the student is presented with a series of possible interview questions and has to decide which of these questions are useful or not for predicting the candidates' future behavior.

    In the second exercise, the student will view videos of candidates answering interview questions. The student must then classify these answers according to the S.A.R. technique.

    In the third exercise, the student will view four candidates being interviewed for their competence for a job. The student must determine each candidate’s level of competence so that he or she can later compare that with the actual level of suitability of each for the post.

    Academic Area:
    Organisational Behaviour | Human Resources | Negotiation
  6. La entrevista de descripción de patrones conductuale … RH2-104-M

    Multimedia exercises about recruitment based on competence and behavioral patterns. Three different exercises, each one with two different versions: for a business environment or a survival expedition.

    In the first exercise, the student is presented with a series of possible interview questions and has to decide which of these questions are useful or not for predicting the candidates' future behavior.

    In the second exercise, the student will view videos of candidates answering interview questions. The student must then classify these answers according to the S.A.R. technique.

    In the third exercise, the student will view four candidates being interviewed for their competence for a job. The student must determine each candidate’s level of competence so that he or she can later compare that with the actual level of suitability of each for the post.

    Academic Area:
    Organisational Behaviour | Human Resources | Negotiation
  7. La entrevista por competencias. Versión expedición RH2-106-M

    Multimedia exercises about recruitment based on competence and behavioral patterns. Three different exercises, each one with two different versions: for a business environment or a survival expedition.

    In the first exercise, the student is presented with a series of possible interview questions and has to decide which of these questions are useful or not for predicting the candidates' future behavior.

    In the second exercise, the student will view videos of candidates answering interview questions. The student must then classify these answers according to the S.A.R. technique.

    In the third exercise, the student will view four candidates being interviewed for their competence for a job. The student must determine each candidate’s level of competence so that he or she can later compare that with the actual level of suitability of each for the post.

    Academic Area:
    Organisational Behaviour | Human Resources | Negotiation
  8. Expatriación: cuando la conciliación familia-trabajo … CO2-101

    As a result of globalization, companies are increasingly operating on an international scale and must therefore be prepared to operate in culturally diverse locations. One of the ways in which companies make their way out of their country is through the expatriation of employees. There are a number of factors that can influence whether the expatriate's adaptation process is more or less successful.

    The expatriation experience is a process that includes several phases: selection, training, adaptation and repatriation. Both the person and the company must know what these phases are and act appropriately in each of them to ensure the success of the expatriation.

    Academic Area:
    Organisational Behaviour | Human Resources
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