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Master's Degree in Human Resources Management. Psychological and Pedagogical Intervention

Academic year 2019-20 | 60 credits | 30 places

Degree data and benchmarks

Data updated on April 2019.

Students

 

Data and description

2012-13 2013-14 2014-15 2015-16 2016-17 2017-18
New 20 27 28 23 21 18
SIIU New 20 27 27 22 20 17
Registered 40 50 51 52 47 46
Graduates 13 20 13 12 10 9

New students: these students are starting their studies from the beginning for the first time. They may have recognised credits or not.

New SIIU students: these students are starting their studies from the beginning, registering on a programme for the first time and, in accordance with SIIU criteria, may have fewer than 10 credits (for a Master's) or 30 credits (for an undergraduate programme) recognised. This set of students may also be referred to as the optimum new entry group. 

Registered students: these students have an active registration on a programme for an academic year. This set of students may also be referred to as the total student population.

  • Registration reservations are not included (due to the students awaiting a place at another university or credit recognition)
  • Registration cancellations are not included
  • Students with unpaid debts are not included

Graduates: these students have passed (passed or accredited) all credits required for the degree programme and have, therefore, finished their course regardless of whether they have requested their degree certificate be issued or not.

Entry Cohort

 

Data and description

2010-11 2011-12 2012-13 2013-14 2014-15 2015-16
Graduation Rate - 61% 78% 52% 48% 44%
Drop-out Rate - 16% 5% 4% 18% 9%

Final drop-out rate: the percentage of students from a new entry cohort that, without graduating, have not re-registered on the degree or any other programme, either at this university or at any other insitution in Spain, for two academic years in a row.

Graduation rate (RD 1393/2007) is defined as the percentage of students from an entry cohort that finish their programmes in the theoretical planned timeframe for the curriculum, or within an additional academic year. The reference population is the New Full-time SIIU Student Group.

Graduating Class

 

Data and description

2012-13 2013-14 2014-15 2015-16 2016-17 2017-18
Graduate Efficiency Rate 95% 91% 92% 93% 92% 91%

The efficiency rate is defined as the percentage ratio between the total number of credits passed by students throughout the registered programme from which they have graduated, and the total number of credits they effectively registered for. The reference population is the optimum group.

Credits Taken and Passed

 

Data and description

2012-13 2013-14 2014-15 2015-16 2016-17 2017-18
Degree Success Rate 100% 99% 99% 100% 99% 99%
Performance Rate 87% 86% 80% 81% 83% 74%

Success rate: the percetage ratio between the number of passed credits and the number of credits taken for assessment.

Performance rate: the percentage ratio between the number of credits passed and the number of credits registered for.

Who directly oversees the quality of the degree programme?

Quality Assurance Commission

Quality Manager
María Esther García Buades
Secretary
María Carmen Dolores Ramis Palmer
Vocal
  • Teresa Adame Obrador
  •  Miquel Francesc Oliver Trobat
Admin and Services Staff
M. Consolación Hernández Guerra
Student
  • Patrícia Fernández Cifre

The Quality Assurance Committee (CGQ) gathers all of the information regarding the degree programme (survey reports, data, statistics, complaints, suggestions, etc.) and analyses them. Here, you can see the regulations and duties of the Quality Assurance Committee (CGQ).

Commitment to quality

Declaration in which the person in charge of ensuring the quality of the Master's programme wishes to express his/her commitment to quality and the constant improvement of his/her actions.

End of master projects

  • Autoconocimiento: el recurso personal para mejorar el engagement grupal
  • Les jornades d’empresa com a eina d’intermediació i com a recurs per a la recerca de feina: anàlisi i propostes de millora
  • Programa "ESER": Diseño de un programa de intervención para mejorar los niveles de engagement de los/as empleados/as de una organización retail desde un programa de socialización y evaluación del rendimiento.
  • Progreso Tecnológico y Empleo: ¿De dónde venimos y qué nos depara el futuro?
  • Propuesta de intervención para reducir el estrés laboral y potenciar el engagement
  • Proyecto de Formación en Línea destinado a Cajeros Expendedores de las Estaciones de Servicio gestionadas desde Care of People.
  • Cómo ayudar a emprendedores a crear equipos felices
  • Effort points. Programa Gamificado para la Universitat de les Illes Balears
  • El proceso de selección de personal docente en educación obligatoria en España
  • Liderazgo Eficaz
  • Propuesta de formación gamificada para empresas hoteleras
  • Propuesta de transformación cultural para la mejora de la innovación empresarial
  • Propuesta formativa para la atención hotelera de triatletas. Proyecto para aumentar la fidelización de los clientes deportivos en una cadena hotelera
  • Anàlisi i propostes de millora de les competències directives y del clima de treball en un equip d’educadors socials
  • Diseño de un programa de intervención para fomentar la innovación organizacional
  • Estudio de antecedentes y repercusiones del trabajo emocional en el sector servicios
  • Factores de Riesgo Psicosocial: Evaluación e intervención en el departamento de cocina
  • Formación de formadores y coaching: programa de formación
  • Gestión del talento: diseño e implantación en empresa privada del sector del mantenimiento
  • Importancia de las habilidades comunicativas en los profesionales de la salud y su relación con la satisfacción de los pacientes
  • Influencia de las variables sociodemográficas y profesionales sobre la Inteligencia Emocional en el colectivo de enfermería
  • La comunicació família-escola: eina en la gestió dels processos interpersonals per a l'Equip Directiu
  • Modelo de Gestión por competencias: aproximación teórica y propuesta de intervención en un contexto real
  • Motivación en Mandos Intermedios
  • Propuesta de mejora de la comunicación interna de una entidad hotelera
  • Analysis Diagnosis and Proposals for Intervention in an IT Company
  • Instruction manual in the recruitment and selection of staff
  • Internal communication in schools and the role of school’s principal: training programme for school’s principal
  • Job characteristics, organizational justice and job satisfaction
  • Job satisfaction in human resources service
  • Organizational socialization process and the integration plan for companies
  • Protocol training to avoid bias in the interview recruitment
  • Proyect performance and proficiency review of employers in the hospitality sector
  • Teacher Talent Management: Towards a Conceptual Definition and a State of the Art.
  • The effec of the family-friendly policies on job satisfaction.
  • Training and use of new technologies to improve the quality of life of people with intellectual disabilities
  • Workplace Harassment and proposal of a prevention protocol
  • Anaálisis adecuado a la persona y puesto según competencias para disminuir el abandono laboral en el sector de la hosteleria mediante mecanismos de motivacion organizacional como la promocion interna
  • Communication, social skills and conflict management in an automotive organization
  • Culture and human resource practices: proposed improvements for Human Resource department sales area
  • Engagement intervention through a climate of innovation for increasing the quality of service in hotels in Mallorca
  • From psychological capital to engagement: betting for happiness at work.
  • Gestión y selección por competencias de una empresa de transporte sanitario
  • Improving Outpatiert Services in the University Hospital
  • Influence of organizational culture on integrating new employees. Analysis of a case study in the tourism sector
  • Job satisfaction of workers: an intervention based on their individual and group needs
  • Mobbing: An informative workshop as a way of preventing psychological workplace harassment
  • Procedimientos 2.0. en Recursos Humanos
  • School leadership and competence-based management
  • Welcome plan for new employees
  • Assessment of Teachers Task for improvement at the University of Balearic Islands.
  • Cognitive biases during the employee selection process.
  • Comunication as a proposed improvement in work teams.
  • Find the job that you want. Practical guide.
  • Gamification proposal for the U.I. B. tuition process.
  • Improving the implementation of the new judicial office: Proposal of a Training Programme
  • Initial traiing in skills for departmental heads of a hotel company.
  • Leadership and its relation to climate and organizational culture: practical contributions
  • Occupational stress in university staff. A preventive proposal.
  • Organization and management of primary schools subsidized with public funds in Mallorca.
  • Psychosocial risk factors at work. Coping strategies to prevent stress and burnout.
  • Relationship between motivation, job satisfation and burnout in staff working in Public Administration. Proposed intervention.
  • Stress and quality of working life. Suggestions for a more satisfactory work environment.
  • Stress at work in the passenger transport sector
  • The communicative skills in the professionals of the health: The difficult task to give bad news.
  • The role of emotional intelligence in team management: gender differences.
  • Improving labor Skills Through Coaching
  • Proposal for a better integration of disabled persons into working life.
  • Proposals to enhance the leadership competences through the emotional intelligence
  • The Change in the Organizations
  • Time management as a resource to improve self-efficacy and enhance engagement in the workplace.
  • Use of Personal Learning Environments (PLE) in the areas of professional improvment and enjoyability.