Where to train in Human Resources? 4 recommendations

A series of recommendations and advice on where to receive training in Human Resources.

The field of Human Resources is one of the professional contexts with more outlets in the business world. Virtually all organizations need experts in the treatment and management of employees and their working conditions.

However... Where to train in Human Resources? How to choose a specialization program to become a professional in this area of work? Let's take a look at some recommendations and advice.

How to choose where to train in Human Resources?

First of all, it is necessary to bear in mind the following; both the management of business activities in general and Human Resources management in particular encompass a large number of processes and practices that require very diverse theoretical and practical knowledge.

This means, among other things, that postgraduate courses and Master's degrees that allow professionalization in these areas can be very different from each other.. There is a lot to choose from, and that is precisely why we must know how to make the choice that best suits our needs.

However, beyond the characteristics that make each HR professionalization program unique, there are a number of qualities that indicate whether it is possible to learn in an effective way and based on quality content.

In the following paragraphs we will see what these main characteristics are, criteria to know if a Human Resources training program is of quality or can be recommended.. All these recommendations are based on the idea that the objective of specializing in this field should be to perform well on the job right after finishing the postgraduate or Master's degree, knowing both the more general aspects of the profession, on the one hand, and the day-to-day details, on the other.

1. The teaching team must be composed of professionals

It is important that the main activity of the majority of the teaching staff be concentrated in the subject area they teach inThe main activity of most of the teaching staff should be concentrated in the subject area they teach: personnel selection, labor relations, organizational psychology, etc.

Dedicating oneself solely to teaching may allow a high level of theoretical knowledge to be achieved, but this would be decontextualized and easily leads to biases. Being able to count on professors capable of resolving doubts related to what happens in practice in the operation of companies adds great value to the training.

2. It does not focus only on quantitative aspects.

Training in Human Resources runs the risk of being biased towards a purely mechanical and quantitative approach when it comes to analyzing when analyzing what happens in organizations, which implies falling into the erroneous belief that all workers are replaceable and essentially equivalent to each other, and that for a company to function it is only necessary to have a sufficient number of professionals who are profitable and a minimum number who do not achieve their objectives.

Although there is no doubt that effectiveness and efficiency are very important in an economic environment as competitive and convulsive as the one we are living in these years, we must not forget that each worker is a unique human being, and that precisely for this reason he offers unique and unrepeatable potentialities, both for himself within the company and for the company itself.

3. Teaches theory and practice

This is fundamental: it is necessary to know the practical aspects which, if not mastered, can paralyze everything else.. Sometimes, never having done a certain task, no matter how small, can be very costly.

4. It goes beyond Recruitment

Human Resources is much more than a recruiting and screening process to get the best candidates into open positions. vacancies.

Once in the organization, we must know how to offer them a match between their skills and effort, on the one hand, and what they can get not only from the rewards for their work, but from the whole organizational environment itself. For example: training programs to qualify for promotion, ergonomic workspaces adjusted to their needs, a good working environment, etc.

Good HR training programs take into account both the attraction of talent and how to take advantage of the potential of professionals..

A recommendation: University Master's Degree in Talent Management

One of the examples of Masters to train in Human Resources capable of dealing with both the most general aspects of HR and the more technical day-to-day details is the University of Malaga's Master's Degree in Talent Selection and Management, which takes place in the city of Malaga.which takes place in the capital city of Malaga.

It is a two-year Master's Degree that is based on three learning paths.

On the one hand, it has a learning program in techniques and strategies of Personnel Selection and all its associated processes; on the other hand, it has another program aimed at the promotion and retention of talent within the company or organization, and finally it has a totally applied and practical element, which are the practices and the elaboration of the Master's Final Project (although the two previous programs also have a practical part based on the realization of tasks and exercises).

In addition, it is possible to take only the it is possible to take only the Recruitment or Talent Management program.This is very useful for those who prefer to specialize in more specific work niches; in these cases, instead of obtaining a Master's degree, you will obtain a degree of Expert in Training and Development or Expert in Selection.

In this Master's Degree linked to the University of Malaga it is possible to learn interesting processes such as the choice of the type of selection interview to be applied to candidates for a position, the conduct of the interviews themselves, the management of the training of the candidates, and the management of the training of the candidates.In this Master linked to the University of Malaga it is possible to learn interesting processes such as choosing the type of selection interview to be applied to candidates for a position, conducting the interviews themselves, managing employee training, recruitment strategies, conflict management, and also apparently simpler but essential day-to-day tasks, such as hiring management and payroll control.

• You can find more information about this Master by clicking here.