Master RH : Management de la Relation et des Ressources Humaines
"Ce programme, créé en 1978, est actuellement la seule formation GRH existant en France pouvant déboucher sur l'obtention de deux diplômes : un Master Management des Ressources Humaines et un Diplôme Universitaire de Management Relationnel."
Daniel Rolland et Olivier Roques, Responsables pédagogiques
Objectifs du Master RH et du DU MR
L’objectif de ce programme à temps plein est de donner une double compétence aux futurs DRH ou spécialistes de la fonction Ressources Humaines : une indispensable expertise affirmée dans le domaine des techniques RH, mais aussi une solide maîtrise des processus relationnels. Ces deux axes permettent aux participants du programme de bénéficier d’une formation très opérationnelle et d’un avantage concurrentiel évident à leur arrivée sur le marché du travail, dans le secteur de la GRH.
Conditions d'admission
Ce programme s’adresse aux titulaires d’un Bac + 4 (Maîtrise ou équivalent, Master 1 de l’IAE Aix ou d’ailleurs) possédant de bonnes bases de gestion et ayant déjà été confrontés au milieu de la GRH (stages ou expériences professionnelles).
Les titulaires d’un Bac + 3 peuvent suivre une première année de master à l’IAE Aix avant de postuler.
Les titulaires d’un diplôme de Grande Ecole de Commerce ou d’Ingénieur, ayant des bases de gestion, et souhaitant se spécialiser dans la GRH peuvent aussi candidater.
Les participants sont choisis pour leur forte motivation, leurs connaissances en gestion et leurs aptitudes relationnelles. Ils sont, soit en formation initiale, soit en formation continue (sur un an) recherchant une spécialisation ou une reconversion.
Le recrutement s’effectue sur dossier de candidature (Tests TAGE-MAGE ou GMAT, TOEFL, TOEIC ou IELTS, projet professionnel, études antérieures, postes occupés), et entretien de motivation avec un jury, incluant une vérification du niveau d’anglais.
Organisation des études
Dans le cadre de cette deuxième année de Master, les étudiants aborderont la formation au métier des Ressources Humaines et pourront perfectionner leur sens de la relation avec le DU Management Relationnel. Les cours du DU MR se déroulent, tout au long de l’année universitaire, en étroite imbrication avec ceux de la seconde année du Master Management de la Relation et des Ressources Humaines et peuvent ainsi constituer un programme permettant de répondre aux défis fondamentaux d’une fonction en plein développement.
Le nombre d'heures très important de ce programme ne permet pas de le suivre en alternance.
Caractéristiques générales
L’effectif est de l’ordre de 30 à 35 participants.
Le programme se déroule, à temps plein sur un an, de septembre à début juin, date à laquelle débute la période de stage de 3 à 6 mois.
Les méthodes pédagogiques sont essentiellement fondées sur l’implication active des participants : études de cas, jeux de simulation, exercices pratiques, relations d’expériences par de très nombreux praticiens d’entreprises , travaux d’application sur le terrain. Elles donnent une place importante aux travaux de groupe, avec une utilisation très fréquente de moyens audiovisuels (supports filmés, montages vidéo à réaliser, etc.) et des NTIC.
Le contrôle des connaissances est assuré en continu selon des modalités adaptées aux caractéristiques de chaque discipline du programme. Pour des raisons pédagogiques, la présence aux cours est strictement obligatoire. L’anglais est indispensable.
Des conférences-carrefours, des visites d’entreprises, des tables rondes où sont invités des spécialistes de la Gestion des Ressources Humaines, sont organisées et animées par les participants du programme. Depuis sa création , le programme GRH a développé des contacts et réseaux très fructueux avec les milieux professionnels de la GRH, comme l’ANDRH, ce qui permet incontestablement de faciliter l’obtention de stages et d’emplois.
Structure et contenu de la formation
1. Structure et contenu du Master RH
Modules de la spécialité
La formation et la modification du contrat de travail : les éléments distinctifs du contrat - les principales clauses - la modifciation des clauses contractuelles.
L'éxécution et la rupture du contrat de travail : les congés payés - la durée du travail - incidences de la maladie et de l'accident du travail - le droit de la formation continue - le droit disciplinaire - la gestion des licenciements.
Entendre le management comme levier de créativité de d'innovation dans les entreprises - Mettre en évidence les liens entre le style de management et le niveau d'implication des équipes - Sensibiliser au besoin de tenir compte des émotions des équipes et les accompagner lors de changements dans l'entreprise - Évoquer les principes de la conduite du changement
Analyse, profit, évaluation de poste, gestion de la paye, la feuille de salaire, les politiques salariales : du saupoudrage à l'élitisme, la gestion des augmentations, le "remuneration - mix" et les systèmes cafétéria, anticiper les carrières, les pratiques de prévoyance.
Politiques de recrutement, entrainement aux entretiens, recrutement par internet, procédures de sélection, tests psychologiques, analyse de CV, lettres de motivation.
Appréciation des performances, grilles d'évaluation, plan de formation, évaluation de la formation, gestion de la mobilité interne.
stratégie d'entreprise, gestion de projets, management des entreprises en croissance, gestion prévisionnelle des emplois et des compétences, scénarios, pyramide des ages.
Adaptation aux évolutions de l'environnement, gestion des talents, expatriations et carrières internationales, gestion de la mobilité internationale, organisation, restructuration, plans sociaux.
Management transversal, gestion des forces commerciales, marketing, systèmes d?informations et GRH , finance et contrôle de gestion, management et politiques publiques. Travaux en ateliers et élaboration d?un dossier transverse de GRH.
Séminaires internationaux (à choisir parmi ceux proposés)
Séminaires d'ouverture et non de spécialisation, les séminaires internationaux sont délivrés en anglais par des intervenants étrangers. Communs à tous les programmes de l'IAE Aix, ils assurent ainsi une transversalité entre des groupes diversifiés. Les méthodes pédagogiques utilisées privilégient l'interactivité.
o Using psychological tests to look at yourself to see what kinds of jobs you would find congenial and where your personal qualities would bring you success o Looking underneath the job titles in your CV and the course titles of your formal studies and qualifications to understand the themes that run through your career o Looking underneath the job titles of careers you might pursue to appreciate the competences involved and interpersonal styles appropriate to those careers
The seminar objective is to provide participants with the basic skills of Project Management and to understand the role that it has in achieving business strategy. Specific objectives are: To understand the relationship between project objectives and business objectives. To learn the basic tools and techniques of modern project management o To identify the work requirements of each project o To create achievable plans based on the work required o To understand the issues relating to monitoring and control To understand the elements of project risk management To recognise the value of effective teamwork and management and their contribution to the success of a project. To improve personal and team skills
This seminar was originally developed for the key commercial managers of international advertising agencies who wanted to able to acquire an easy, fast yet effective approach to making presentations. Since then, it has been offered in multinationals for managers from more than 25 countries who work with colleagues and clients from around the world. Indeed, making presentations in front of international audiences has become a skill that managers are expected to master and yet many are unprepared for the challenge. This course, for the students of IAE, allows them to hone their presentation skills for international audiences. At the end of the session, they should be able to: - gain awareness of diverse cultural expectations in communication and set realistic objectives for their presentation, - adapt their presentation style for an international audience and acquire techniques to structure it in an appropriate way, - overcome « stage fright » and enjoy speaking in public. Participants will be able to use what they have learned in the seminar not only at IAE but also in their future professional context.
The seminar objective is to provide participants with some knowledge of marketing and sales to understand the crucial role of the sales plan, and the importance the management of this crucial plan has for any market oriented company. Specific objectives are: 1. To understand the importance of sales and sales management to the company 2. To learn how important the individual managers’ selling skills are to the organisation a. How the sales manager stand out as a person b. How the company’s organisation should interact with the sales plan 3. To understand how marketing and selling should interact 4. To improve personal attitude to selling and the correct and effective management of sales
The programme focuses on the leadership of cross-functional project teams and task forces established to achieve a specific objective in a limited time frame – particularly in the area of product innovation and product design. More specifically, the course explores the “internal dynamics” of such work groups: recognising, understanding and managing the interpersonal relationships between team members and the impact those dynamics have on overall team effectiveness. The different dimensions of “team life” explored include: understanding sources of interpersonal compatibility and incompatibility; managing conflicts and differences of opinion within a range of behavioural styles; identifying two types of roles (task and maintenance) critical to the efficient and effective long-term functioning of teams; identifying and using a range of “influence styles” with people (peers, superiors and external clients) over whom one possesses no hierarchical authority; developing a critical but neglected competency in managing “ad hoc / temporary” work groups: the power of observing behaviour in order to influence it. Beyond the dynamics of teams, we will also explore the following issues: leadership strategy (the matching of leadership style to collaborators’ developmental needs); leadership career responsibility (matching people to the right job and right organisation); and differences in styles of perceiving and analysing information (managing differences of opinion emerging from diverging interpretations of data).
Negotiation is the art and science of securing an agreement. This seminar is designed to develop and enhance your negotiation skills. You will learn the most current negotiation theories and techniques while simultaneously employing your learning in a series of negotiation exercises and role-play simulations. The seminar focuses on understanding the behavior of individuals, groups and organizations in the context of competitive situations. The course is designed to be relevant to a broad spectrum of negotiation problems that are faced by any manager whose duties require interpersonal contact.
The object of this seminar is to explore the growing importance of “coaching”, as an effective management and leadership tool and familiarise participants as to how it can be used to improve individual and organisational performance. Specifically, participants will: • Explore the concept and practice of coaching as an appropriate approach to managing people in today’s organisations. • Become familiar with contemporary models of coaching and learn to apply them. • Learn how to structure a coaching session and practice key learnings.
Domestically and globally, the multicultural workforce has become a reality: Global firms must understand the cultural dynamics and have to manage cross-cultural interaction throughout the organization, from the shop floor to the executive committee. This course addresses the challenges managers face when working in international and multicultural environments. It is designed to develop cultural awareness, knowledge and competencies. Such skills are required in collaborative processes to deal with human systems as multinational teams or global organizations. This course will • provide the students with a theoretical background concerning culture, management and human resources • encourage cultural awareness, knowledge and competencies by self-experience • help to overcome intercultural communication barriers
The purpose of this seminar is to enable the participants to gain some insight into how the arts can • enhance their understanding of the experience economy trend • expand their approach to managing innovation and change • enrich their development as leaders The seminar will draw illustratively on multiple forms of art with diverse media inputs.
- Discover your own conflict resolution style, what are your assets and what skills you might need to develop. - Learn about the causes of conflict, the influence of individual perceptions, the place of feelings and needs. - Explore several conflict resolution tools to resolve workplace conflicts in a constructive manner: active listening, non-violent communication, “the evaporating cloud” process, mediation. - Improve your skills with practical exercises. - Assess your skills and progress with a daily journal and personal summary on the last day (this work will be considered as the seminar assignment).
A good look at leadership from a brand new perspective. The seminar will emphasize a series of key factors that leaders must pay attention to to improve people’s performance and…happiness. The brainstorming will be bases on the use of a philosophical approach versus a psychological one.
The objective of this seminar is to help participants better understand the complexities and issues facing companies which acquire. These topics covered will be: Target selection and strategy Pre-acquisition planning The psychology of acquiring Communication during acquisition Acquisition implementation Approaching joint ventures and alliances The information will be illustrated through theories, case studies, practical consulting tools, exercises and debate.
The course aims to train professionals in order to develop business strategies in which are incorporated the interests of all stakeholders: clients/customers, employees, shareholders and the communities under the area of influence of the organization, besides considering the environmental aspects and impacts of their services and products, in all their production stages. The course offers theoretical and practical notions based on case studies of different public and private organizations. During the course the following topics will be discussed: Evolutionary historic of business mentality in the organizations all over the world. Benefits of the Corporate Responsibility in the organizations. Definition of the main concepts related to the partner-environmental responsibility (triple bottom line, etc). The application of the Corporate Responsibility in the whole supply chain. Supporting tools for the development of a sustainable corporate strategy and monitoring of results sustainability indicators and elaboration of Corporate Responsibility reports ( A large variety of case studies related to the application of the Corporate Responsibility in different organizations in the world will illustrate theses discussions.
The seminar objectives are: to become familiar with the importance of product innovation in modern organizations, to demonstrate the importance of taking into consideration stakeholders’ needs and requirements in innovation as well as in any management decision. to understand how diverse tools and techniques from different management fields might be combined to allow firms to compete in a complex and ever changing global context to learn: o how to create a successful innovation, o how to apply the process of technology-market transfer, o the process of new product development, o how to bring a product into a new market.
The seminar objective is to provide participants with the basic skills of brand management and to understand the role that brands play within an overall business strategy. Specific objectives are to: To provide an understanding of the brand concept To provide an understanding of the role of brand management To learn the basic tools and techniques of modern brand management including: o Managing co-branding strategies o Branding at the corporate level o Umbrella branding strategies o Individual branding strategies o Branding in developing markets o Global branding strategies To provide students with the tools to develop effective branding strategies
The main aim of the programme is to focus on the importance of strategic leadership communication. The objectives are: - To identify the leader’s communication role in different contexts and to integrate it successfully with the rest of the management process - To become acquainted with basic leadership communication competencies required to communicate effectively in demanding situations - To investigate the leader’s role in engaging in strategic long-term relationships with key stakeholder groups in order to contribute to building strong reputations - To understand and manage complex communication challenges (communication for change, crisis management, media management and globalisation) - To emphasise the importance of an integrated communication approach
This primary purpose of the seminar is to examine how innovation can be a source of competitive advantage for firms. Seminar participants will learn the following: The many types of innovation and why it is so difficult to innovate How to identify an innovation’s potential impact on markets and competition Why firms often reject radical innovations and the consequences of those choices How customers and technology adoption cycles influence innovation adoption and success How to utilize innovation strategically to foster a company’s growth and competitive success.
One of the effects of globalisation has been the increase in the number of global brands, which are representing a higher percentage of the earnings of multinational or global firms. Effectively managing and marketing these global brands is a challenge for many organisations at a time where companies are becoming more and more complex. This seminar sets out to provide some clues on the challenges an international marketer may face in trying to manage and market a brand in the global market. Real and current case studies will be discussed in the seminars. Students are therefore advised that they are expected to read and prepare the cases and the seminar materials before and during the seminar. By the end of the seminar, students should be able to analyse the competitive position of a brand in the global market, design alternative marketing strategies, and develop the corresponding marketing mix for a global market.
Change management can be seen from two perspectives – from those implementing the change and from the recipients of change. The view of change management varies strongly if you are the manager demanding the change versus the employee who may be unsure what the consequences are for him. These two views of change management can be referred to as: • Organizational change management • Individual change management In this seminar the student will learn how to lead change processes in such a way to : • minimize the unfavourable and minimise the positive ones • avoid unnecessary turnover or loss of valued employees • eliminate any adverse impact on your customers • achieve the desired business outcomes as soon as possible
Sustainability, despite being a relatively new term, has already been overused and corrupted, and Business is generally considered as greatly being responsible in the present failure of sustainable development. This is right and wrong: There are a lot of bad, but also good examples, but it is clear that what has been positively done is far from being enough. The seminar is intended • to define what actually is sustainable development: the only way to leave a viable heritage to future generations, and therefore a major objective for human being • to analyse the drivers and the effects of business activity, and particularly in global companies • to discuss sustainable indicators and ways to address value creation • to design a practical management process that can be useful for any decision-maker who intends to contribute to building a more sustainable world
The primary purpose of the seminar is to analyze the global competitiveness and strategies of U.S. firms and compare their experience with and applicability to non-U.S. firms. • To provide participants with a general understanding of the process of strategy formulation and implementation by U.S.based global companies. • To examine the strategies by which these firms enhance their global competitiveness. • To review their performance in the context of their strategic objectives in the current global economic environment. • To assess the relevance of traditional models of strategy formulation and environmental scanning.
Dossier
Les étudiants se déterminent sur un sujet de recherche en relation avec un responsable pédagogique. Par rapport au thème retenu, ils réalisent dans un premier temps une revue de la littérature. La véritable valeur ajoutée du travail de recherche réside dans l’obligation, pour l’étudiant, de procéder à une démarche de benchmark entre les professionnels intéressés par le thème traité. Ces travaux se concrétisent par une présentation devant les tuteurs.
Stage
D’une durée de 3 à 6 mois (le plus souvent de 5 ou 6 mois), le stage conduit l’étudiant à réaliser une ou plusieurs missions dans un service de gestion des ressources humaines (recrutement, analyse de postes, mise en place d’un système de gestion des compétences, etc…). Il prend contact régulièrement avec son maître de stage par l’intermédiaire de lettre de mission et il rédige un rapport qui, du point de vue de l’entreprise, apporte des réponses aux questions qu’elle se pose et, du point de vue de l’université sait se montrer critique par rapport aux procédures rencontrées. Il conduit à des propositions d’amélioration des pratiques de GRH. De très nombreuses offres de stages sont faites chaque année au programme GRH par un réseau des anciens très actif (cette année, 130 offres de stages pour 30 participants).
2. Structure et contenu du DU Management Relationnel
- Le Développement relationnel du manager :
Développement du potentiel - Outils d’analyse personnelle - Diagnostic des profils de personnalité – Gestion des situations de relations difficiles - Gestion des émotions – Stratégies d’adaptation relationnelles – Intelligence émotionnelle - Gestion du stress – Prise de parole en public – Création d’un Projet professionnel Personnalisé. - Le Manager développeur de potentiel :
Amélioration de l’efficacité des collaborateurs –Ecoute et analyse de la demande – Coaching individuel et de groupe - Différents types d’entretiens – Analyse de contenus – Outils de motivation et de dynamisation individuelle – Cycle de l’autonomie – Stratégie d’objectifs individuels et de groupe. - Le Manager animateur d’équipes :
Analyse de la dynamique des groupes – Action –Learning – Team building – Différentes formes de Leadership – Autorité - Pouvoir – Performance individuelle et collective – Leadership et styles de management – Animation de réunions – Prise de décision – Résolution de problèmes – Créativité. - Le Manager gestionnaire de conflits :
Repérage des causes des conflits – Conflits interpersonnels et collectifs – Profils de personnalité et conflits – Stratégies positives de résolution des Conflits – Systèmes émotionnels et conflits – Systèmes de valeur et tensions Gestion quotidienne des conflits - Prévention prospective des conflits. - Le Manager négociateur :
Conditions de la négociation – Styles de Négociation – Stratégies et outils de Négociation – Concessions et marchandage – Négociation intégrative et distributive – Positions et intérêt – Négociation duelle et collective – Création de valeur – Négociation globale – Arbitrage - médiation. - Le Manager du changement :
Théories organisationnelles – Nécessité et conditions du changement – Divers Types de Changements – Résistance au changement – Culture d’entreprise – Equipes multiculturelles - Pilotage et accompagnement du changement – Management situationnel et changement – Communication globale – Communication de crise - Knowledge Management.
Exemple de missions confiées aux participants
Mettre en place un système d'appréciation, une gestion prévisionnelle, un plan de formation; revoir les classifications, faire des analyses de postes, revoir un système de rémunérations, réaliser un audit de Ressources Humaines, de formation, de communication. De plus en plus de missions de mise en place d'une GPEC sont confiées aux stagiaires formés dans le cadre de l'IAE Aix-en-Provence.
Profil des postes accessibles aux futurs diplômés
On retrouve des diplômés du programme dans les fonctions d’encadrement supérieur dans le domaine de la Gestion des Ressources Humaines d’entreprises ou organisations du secteur privé ou public, (grande ou moyenne entreprise). Par exemple : DRH (Directeur des Ressources Humaines), Adjoint au DRH, responsable de la formation, du recrutement, des rémunérations, de la communication, chargé de mission sur différents sujets (sécurité, qualité, conditions de travail…), auditeur social.
On trouve aussi des consultants et des formateurs dans ce domaine. Le dynamisme du réseau des anciens facilite l’accès à l’emploi.
Exemples d'entreprises ayant embauché d'anciens participants du programme
Aéroport Marseille-Provence, Air France, Atmel, Atochem, Auchan, Bouygues, Bull, Carrefour, Cap Gemini, CEA, CNES, Comex, Crédit Agricole, Danone, Darty, Digital, Dumez, EDF-GDF, Elf, Etam, Eurocopter, Eurosport, General Electric, France Telecom, Gemalto, Hay, LVMH, Merlin Gerin, Michelin, Onet, Pernod-Ricard, Peugeot, Philips, Renault, Shell, Sodexho, Sollac, SPIR Communication, ST Microeletronics, Valéo...
Visite d'entreprise à La Sollac :
Responsables pédagogiques :
Daniel ROLLAND
Cycle Management Relationnel
Olivier ROQUES
Cycle Gestion des Ressources Humaines
Renseignements Masters :
+33 (0)4 42 28 09 20
masters(at)iae-aix.com
Renseignements Formation Continue :
Sylvie PENNES
+33 (0)4 42 28 08 56
fcontinue(at)iae-aix.com
+33 (0)4 42 28 08 28