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Second Semester 
Teaching style
Lingua Insegnamento

Informazioni aggiuntive

Course Curriculum CFU Length(h)


Training activities will enable students:

to identify and use the theoretical and methodological contributions that have led to the definition of organizations as complex realities

to analyze the organizational context from the structural, cultural and climate perspective in application areas and research contexts

to understand the main models and methods on organizational socialization and on groups in organizations

to explain, interpret, describe models and techniques related to the training of people in organizations

to define a training project in a company

to identify and use the main models and methods to choose the people to be included in organizations

to write a project for personnel selection

to define performance assessment programs

to design a process of assessment and development of the potential

to learn the assessment and development methods of human resources management, focusing on psychosocial processes and on context

to master the skills models, the goal setting technique, the assessment of psychological potential, the coaching and career counseling programs

to write projects for the development of people and organizations

to understand how the concept of diversity has developed over time

to explore different perspectives on diversity management, including mainstream and critical perspectives

to assess how different diversity perspectives, have implications for the development and implementation of HRM policies and practices.

to critically evaluate the links between HR diversity policies and diversity practices in organizations.

to develop HRM policies which are embedded in the organization’s cultural contexts.

to integrate the diversity management principles with HRM policies

to apply methods and tools for organizational analysis, diagnose business problems and to find suitable solutions in public and private organizations with different characteristics and operating in different market segments

to apply models and techniques related to the selection, assessment and development processes and to plan and implement interventions in public and private organizations with different characteristics and operating in different market segments

to integrate different theoretical and methodological knowledge to analyze complex organizations and manage their complexity planning appropriate actions

to critically elaborate models, theories, and methodologies used in work and organizational psychology field

to communicate clearly in scientific and business contexts

to justify and defend methodological choices in the solution of concrete organizational cases

to support your point of view in group discussions

to plan continuous learning related to these topics


Basic knowledge of social psychology, dynamic psychology and work and organizational psychology.
Knowledge of the methods and procedures of psychological scientific research.


The course is divided into the following topics

The analysis of the organizational context (7 hours of lessons and 3 hours of exercises)
- the basic elements of organizational planning: the division of work, the interdependence and the coordination mechanisms
- the organizational variables and the organizational structure
- the characteristics of the work and the perceptions of context
- the climate and organizational culture

Human Resources Management and Development (12 hours of lessons and 4 hours of exercises)
- organizational socialization: adapting to new roles, colleagues and organizations
- groups in organizations
- from absenteeism to presentism
- personnel selection: psychological methods and tools for choosing people
- learning for organizations: training

Assessment and Talent Management (12 hours of lessons and 4 hours of exercises)
- the psychosocial perspectives on assessment and development
- from the analysis of the position to the skills model
- from performance dynamics to performance management
- assessment and development of potential: assessment centers
- methods for the development of people in organizations: goal setting, feedback, 360-degree feedback, feedforward, coaching and career counseling

Diversity Management (8 hours of lessons and 2 hours of exercises)
- the different approaches to Diversity Management
- an integrative model for managing diversity in the organization
- the policies and practices of Diversity Management

Case Studies (2 hours of lessons and 6 hours of exercises)
- A study on skills in Wind: the dark side of the moon
- Stressed and Demotivated Public Servants ... Looking for a (Motivational) Miracle at Paywell Agency
- Managing Change and Employee Well-being in an Italian School: Psychosocial Training Intervention as a Possible Solution
- Artificial Intelligence, bias and discrimination
- DM in Brazilian organizations

Teaching Methods

The course involves the active participation of students. The frontal lessons in the classroom will be supplemented by exercises (group work, role playing, case studies) designed to develop the skills for organizational analysis, planning and implementation of interventions in organizations. During the lessons, ongoing evaluation activities will be proposed to support the learning process and to develop the ability to apply new learned concepts to the various business cases presented in the classroom.

Frontal lessons: 34 hours
Exercises (group work, role playing, case studies): 19 hours
Seminars: 7 hours

Verification of learning

The exams will be held in oral form. The oral examination aims to evaluate and assess the knowledge and skills indicated in the training objectives. During the oral examination, some questions will asses the evaluation of the knowledge acquired on teaching topics, other will assess the ability to apply knowledge acquired in specific cases, or the ability to critically elaborate the proposed content.
The final mark depends from the level of knowledge of the topics dealt with, the ability to express themselves using fluid arguments and a technical language, from the ability to make connections between the various subjects, to critically elaborate the studied contents and to know how to apply these contents to specific cases.

For students who attend 70% of the lessons, two written examinations ongoing are scheduled to assess the level of learning achieved during the course in relation to the training objectives. Interim evaluations will also include questions to evaluate the knowledge gained on the teaching subjects, and to assess the ability to apply the knowledge gained about specific cases, and to critically elaborate the submitted contents. Intermediate written tests also consider descriptive and argumentative skills, syntactically correct writing, the use of appropriate terminology, and the ability to properly structure the text to answer the submitted questions. A maximum mark of 30 will be granted to each question (which will correspond to a specific teaching unit) of each test. After the end of the lessons an oral evaluation will be held to assess the knowledge gained on the last part of the program, which will not be included in the midterm evaluations. Students will be assessed also on those subjects that did not score a sufficient grade in the intermediate tests and may require themselves to be assessed on those parts program whose evaluation they did not considered satisfactory. The final grade will be given by the average of the marks obtained in the midterm evaluations and the oral exam.
The final evaluation of the course can be
verbalized during the planned exam dates of the academic year.

Based on the contextual conditions related to the Covid-19 pandemic, written examinations ongoing may be completely eliminated.


Testi adottati
• Alessandri, G., Borgogni, L., C. (2018). Psicologia del lavoro: dalla teoria alla pratica. Volume II: la ricerca e l’intervento nelle organizzazioni. Milano: Franco Angeli.
• Borgogni, L. (a cura di) (2018). Valutazione e talent management: il contributo metodologico della psicologia. Milano: Franco Angeli.

Book chapters and papers:
• De Simone, S., Giustiniano, L. and Pinna R. (2018) Case 9: Stressed and Demotivated Public Servants… Looking for a (Motivational) Miracle at Paywell Agency. In Ashish Malik (ed) Strategic HRM & Employment Relations: An International Perspective. Springer, pp. 235-241.
• De Simone, S., Pinna, R. and Giustiniano, L. (2018) Case 10: Managing Change and Employee Well-being in an Italian School: Psychosocial Training Intervention as a Possible Solution. In Ashish Malik (ed) Strategic HRM & Employment Relations: An International Perspective. Springer, pp. 243-253.
• De Simone, S., Pinna, R. (2016) Un silenzio che non fa rumore. Diverse sessualità e pratiche discriminatorie, Prospettive in Organizzazione, 4 (
• Guillaume, Y.R.F., Dawson, J.F., Priola, V., Sacramento, C.A., Woods, S.A., Budhwar, P.S., Higson, H.E. and West M. (2014) Managing Diversity in Organizations: An Integrative Model and Agenda for Future Research. European Journal of Work and Organizational Psychology, 23(5), 783-802.
• Mintzberg, H. (1996) Gli elementi di base della progettazione organizzativa. (capitolo 1) In Henry Mintzberg La progettazione dell’organizzazione aziendale. Bologna: Il Mulino, pp. 35-65
• Otaye, L.,Priola, V.and Yerby, E. (2020) Diversity in Organizations: HRM and International Practices (chapter 9). In Crawshaw, J. Budhwar, P., and Davis, A. (Eds) Human Resource Management: Strategic and International Perspectives. Third edition. London: Sage, pp. 166-188.

More Information

Additional information will be available on the teacher's website ( Please see the teacher's web page for exams enrollment and any communications regarding the lesson's schedule and exams.
Additional teaching material will be provided by the teacher during the lessons. The articles and book chapters adopted are available at the Library of the Human Sciences District (Dante Alighieri).

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