85402 - Intervention in Personnel Psychology

Learning outcomes

By the end of the course, students will know: - the most relevant theories of career development, - some methods used in career interventions, with particular concern to career counseling, - the main explanatory theories of the Psychology of the Human Resources; - the objectives and the methods of the professional activity of the psychologist in Human Resources; - the tools for the development of a project on human resources management.

Course contents

The course has two main objectives:

• presenting the main career development theoretical frameworks;
• introducing different career intervention's modalities (main principles and tecniques): career counseling, coaching and outplacement .

Specifically, the course aims to improve the students' knowledges about the following contents:

• How the current labour market uncertaintly impacts on career development;
• Interpersonal differences in career self-management and competencies;
• Career counselling: aims and techniques;
• Career interventions in organizations: outplacement and coaching.

Readings/Bibliography

• De Vos, A., Van der Heijden, B. I. J. M., & Akkermans, J. (2020). Sustainable careers: Towards a conceptual model. Journal of Vocational Behavior, 117, Article 103196. https://doi.org/10.1016/j.jvb.2018.06.011 [https://psycnet.apa.org/doi/10.1016/j.jvb.2018.06.011]
• Eggerth, D. E. (2008). From Theory of Work Adjustment to Person–Environment Correspondence Counseling: Vocational Psychology as Positive Psychology. Journal of Career Assessment, 16(1), 60-74. https://doi.org/10.1177/1069072707305771
• Haenggli, M., & Hirschi, A. (2020). Career Adaptability and Career Success in the Context of a Broader Career Resources Framework. Journal of Vocational Behavior. https://doi.org/10.1016/j.jvb.2020.103414
• Hirschi, A. (2012). The career resources model: an integrative framework for career counsellors. British Journal of Guidance & Counselling, 40(4), 369-383. doi:10.1080/03069885.2012.700506 [http://dx.doi.org/10.1080/03069885.2012.700506]
• Kruger, F., & Terblanche, N. (2024). The coaching flipside: Factors underlying unsuccessful workplace coaching interventions. Human Resource Development Quarterly. https://doi.org/10.1002/hrdq.21548
• Martin HJ, Lekan DF (2008), "Individual differences in outplacement success". Career Development International, Vol. 13 No. 5 pp. 425–439, doi: https://doi.org/10.1108/13620430810891455
• Savickas, M. L. (2021). Career construction theory and counseling model. In S. D. Brown & R.W. Lent (Eds), Career development and counseling: Putting theory and research to work (3rd. ed., pp. 165-199). John Wiley & Sons, Inc
• Stoltz, K. B., & Young, T. L. (2013). Applications of Motivational Interviewing in career counseling: Facilitating career transition. Journal of Career Development, 40(4), 329–346. https://doi.org/10.1177/0894845312455508 [https://psycnet.apa.org/doi/10.1177/0894845312455508]

Teaching methods

The course will combine traditional lectures to in-group discussions, case studies analyses and practical exercises.

The course is designed to be very interactive, based on students’ active participation. Therefore, students are requested to attend systematically all the lectures.

Exchange students, aiming to choose this course for their learning agreement, should carefully consider – in their own interest – that they are requested to attend the full course.

 

Assessment methods

The evaluation will be based on:

• an individual paper (reflection paper on RBSE) of 2000-2500 words (up to 15 points)
• a final exam (up to 15 points) based on the course content

The final grade will be from 0 to 30, 18 being the minimum passing grade

Teaching tools

The slides presented during the lectures and additional materials will be made available on the virtual platform.

Office hours

See the website of Rita Chiesa

See the website of Gerardo Petruzziello

See the website of Marco Giovanni Mariani