Labor Reforms. Hell with a Contract
Authorship
U.S.R.
Bachelor's degree in Labor Relations and Human Resources
U.S.R.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 10:00
07.10.2024 10:00
Summary
This Final Degree Project shows the evolution of our labor legislation from 1975 to the most recent present. There are nine important milestones, from the birth ok the Workers’ Statute (hereinafter WS) to the multiple modifications that the various labor laws have undergone. Although it is true that manyo f the labor reforms, especially those at the beginning, focused on expanding the previous one along the same ideological line. Al lof them had common purposes such as the inclusión of women in the world of work, the regularization of salaries, etc. The methodology used has been, on the one hand, documentation on labor reforms by scholars and professionals on the subject and, on the other hand, a series of contracts that are registered in the Provincial Archive of Lugo and Current contracts, It is true that, due to the passage of time and the fact that laborl law is lower tan society on many occasions, contracts for some key years have not been found. The main objetive of this study is to observe the evolution of the labor Branch of law in Spain and to know how these affect the worldof work of spaniards.
This Final Degree Project shows the evolution of our labor legislation from 1975 to the most recent present. There are nine important milestones, from the birth ok the Workers’ Statute (hereinafter WS) to the multiple modifications that the various labor laws have undergone. Although it is true that manyo f the labor reforms, especially those at the beginning, focused on expanding the previous one along the same ideological line. Al lof them had common purposes such as the inclusión of women in the world of work, the regularization of salaries, etc. The methodology used has been, on the one hand, documentation on labor reforms by scholars and professionals on the subject and, on the other hand, a series of contracts that are registered in the Provincial Archive of Lugo and Current contracts, It is true that, due to the passage of time and the fact that laborl law is lower tan society on many occasions, contracts for some key years have not been found. The main objetive of this study is to observe the evolution of the labor Branch of law in Spain and to know how these affect the worldof work of spaniards.
Direction
Lamas Novo, Luis (Tutorships)
Lamas Novo, Luis (Tutorships)
Court
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
General Strikes during the Democratic Period in Spain
Authorship
V.C.C.
Bachelor's degree in Labor Relations and Human Resources
V.C.C.
Bachelor's degree in Labor Relations and Human Resources
Defense date
02.15.2024 16:30
02.15.2024 16:30
Summary
Summary. This Final Degree Project consists of carrying out an analysis of the general strikes that were called during the democratic period in Spain, between 1978 and the present. Since the democratic stage began in Spain, after the death of General Franco in 1975, numerous rights emerged in Spanish society that with Franco's repression were not possible to put into practice, which is why the beginning of Spanish Democracy entails a substantial change in the current regulations and with it the approval of numerous regulations for political reform, culminating said change with the promulgation of the Spanish Constitution of 1978. At the business level, the workers who were submissive decide to defend their rights, which gives rise to the promulgation of Royal Decree-Law 17/1977, on labor relations, which is still in force today. In these more than 40 years of democratic stage and within the existing legal framework, different strikes have taken place at the state level, such as the one in 1981, 1988, 1992, 1994, 2002, 2012, and so on until the last one in 2018 with the purpose of vindicating the rights of workers, strikes that we will develop throughout this work. To carry out this study, a review of articles from specialized digital press as well as legislative sources is carried out. As for the results of the strikes, they have a significant cost both for the company, which loses income, and for the worker himself who suffers a “suspension” in the contract, leaving him without the right to a salary, consequently his remuneration decreases.
Summary. This Final Degree Project consists of carrying out an analysis of the general strikes that were called during the democratic period in Spain, between 1978 and the present. Since the democratic stage began in Spain, after the death of General Franco in 1975, numerous rights emerged in Spanish society that with Franco's repression were not possible to put into practice, which is why the beginning of Spanish Democracy entails a substantial change in the current regulations and with it the approval of numerous regulations for political reform, culminating said change with the promulgation of the Spanish Constitution of 1978. At the business level, the workers who were submissive decide to defend their rights, which gives rise to the promulgation of Royal Decree-Law 17/1977, on labor relations, which is still in force today. In these more than 40 years of democratic stage and within the existing legal framework, different strikes have taken place at the state level, such as the one in 1981, 1988, 1992, 1994, 2002, 2012, and so on until the last one in 2018 with the purpose of vindicating the rights of workers, strikes that we will develop throughout this work. To carry out this study, a review of articles from specialized digital press as well as legislative sources is carried out. As for the results of the strikes, they have a significant cost both for the company, which loses income, and for the worker himself who suffers a “suspension” in the contract, leaving him without the right to a salary, consequently his remuneration decreases.
Direction
Cobo Carrasco, María Mercedes (Tutorships)
Cobo Carrasco, María Mercedes (Tutorships)
Court
Redondo López, Carmen (Chairman)
Hermo López, María Teresa (Secretary)
Díaz Alonso, Rosa (Member)
Redondo López, Carmen (Chairman)
Hermo López, María Teresa (Secretary)
Díaz Alonso, Rosa (Member)
the weakening of the dependency requirement in new forms of employment: platform work. current situation of jurisprudence.
Authorship
A.M.D.S.
Bachelor's degree in Labor Relations and Human Resources
A.M.D.S.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 09:00
07.10.2024 09:00
Summary
In this essay, we’ll be analyzing the requirement of dependency, from its historic background to its evolution from its existence in the Spanish jurisprudence. Likewise, its same disappearance will be analyzed continuously through new formulations of labor relations, such as what are commonly called as «riders». We will examine the situation of the «false self-employed» of home delivery companies (such as Deliveroo or GLOVO), from judicial conflicts to the formulation of what is known as the «Rider Law», Law 12/2021, of September 28, which modifies the consolidated text of the Workers' Statute Law, approved by Royal Legislative Decree 2/2015, of October 23; which added a 23rd Additional Provision to the Workers' Statute, with the objective of protecting and recognizing the presumption of employment between said «riders» and the home delivery platforms for which they work.
In this essay, we’ll be analyzing the requirement of dependency, from its historic background to its evolution from its existence in the Spanish jurisprudence. Likewise, its same disappearance will be analyzed continuously through new formulations of labor relations, such as what are commonly called as «riders». We will examine the situation of the «false self-employed» of home delivery companies (such as Deliveroo or GLOVO), from judicial conflicts to the formulation of what is known as the «Rider Law», Law 12/2021, of September 28, which modifies the consolidated text of the Workers' Statute Law, approved by Royal Legislative Decree 2/2015, of October 23; which added a 23rd Additional Provision to the Workers' Statute, with the objective of protecting and recognizing the presumption of employment between said «riders» and the home delivery platforms for which they work.
Direction
Lamas Novo, Luis (Tutorships)
Lamas Novo, Luis (Tutorships)
Court
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
People Management in the Luxury Brands Sector
Authorship
A.R.A.
Bachelor's degree in Labor Relations and Human Resources
A.R.A.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 11:00
07.10.2024 11:00
Summary
This Final Degree Project studies People Management in the luxury brand sector. This sector, of great importance in the economy, is aimed at a consumer profile that seeks quality and exclusivity. Large luxury multinationals operate in countries with different cultures, so values such as diversity and inclusion are especially important in this sector. Human resources management has to transmit the values and philosophy of these large brands to the people who form part of the organization. Selection and continuous training based on a series of knowledge and skills is the basis for attracting talent and building a team of professionals with whom the client can identify. The Human Resources department therefore has an added value in companies in this sector, since the profile of the personnel has to fit perfectly with that of the clients. The team of professionals in these organizations is very diverse, but they tend to be highly educated, fluent in several languages and exquisitely educated.
This Final Degree Project studies People Management in the luxury brand sector. This sector, of great importance in the economy, is aimed at a consumer profile that seeks quality and exclusivity. Large luxury multinationals operate in countries with different cultures, so values such as diversity and inclusion are especially important in this sector. Human resources management has to transmit the values and philosophy of these large brands to the people who form part of the organization. Selection and continuous training based on a series of knowledge and skills is the basis for attracting talent and building a team of professionals with whom the client can identify. The Human Resources department therefore has an added value in companies in this sector, since the profile of the personnel has to fit perfectly with that of the clients. The team of professionals in these organizations is very diverse, but they tend to be highly educated, fluent in several languages and exquisitely educated.
Direction
Gómez Barreiro, María (Tutorships)
Gómez Barreiro, María (Tutorships)
Court
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Human resources at El Corte Inglés
Authorship
M.P.F.
Bachelor's degree in Labor Relations and Human Resources
M.P.F.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 13:00
07.10.2024 13:00
Summary
The present study focuses on Human Resources management at El Corte Inglés, one of the leading retail companies in Spain. This research covers the company's history and evolution as well as its current human resources practices and policies. During this work, we will analyze its historical journey from the company's founding in 1935 by Ramón Areces Rodríguez and his family, through its expansion and consolidation as a retail giant. Following this, we will examine in detail El Corte Inglés' corporate human resources policy, including its management model and the principles that support it. The work delves into the recruitment and personnel selection processes, describing the methodologies and criteria used to attract and choose the best candidates. It also examines the training and professional development within the company, highlighting the programs and resources available for employee growth. Labor conditions at El Corte Inglés are addressed, including the safety and health measures employed to ensure a safe working environment, with a focus on the psychosocial risk plan, which is very important for companies today, and initiatives to improve the work environment. Additionally, inclusion and diversity policies are discussed, emphasizing the company's commitment to people with disabilities and the actions taken to promote an inclusive environment, with particular emphasis on GECI, the El Corte Inglés Group responsible for this matter. Overall, this study provides a comprehensive view of how El Corte Inglés manages its human resources, highlighting the strategies that have kept the company competitive in the sector and offering a favorable working environment.
The present study focuses on Human Resources management at El Corte Inglés, one of the leading retail companies in Spain. This research covers the company's history and evolution as well as its current human resources practices and policies. During this work, we will analyze its historical journey from the company's founding in 1935 by Ramón Areces Rodríguez and his family, through its expansion and consolidation as a retail giant. Following this, we will examine in detail El Corte Inglés' corporate human resources policy, including its management model and the principles that support it. The work delves into the recruitment and personnel selection processes, describing the methodologies and criteria used to attract and choose the best candidates. It also examines the training and professional development within the company, highlighting the programs and resources available for employee growth. Labor conditions at El Corte Inglés are addressed, including the safety and health measures employed to ensure a safe working environment, with a focus on the psychosocial risk plan, which is very important for companies today, and initiatives to improve the work environment. Additionally, inclusion and diversity policies are discussed, emphasizing the company's commitment to people with disabilities and the actions taken to promote an inclusive environment, with particular emphasis on GECI, the El Corte Inglés Group responsible for this matter. Overall, this study provides a comprehensive view of how El Corte Inglés manages its human resources, highlighting the strategies that have kept the company competitive in the sector and offering a favorable working environment.
Direction
Redondo López, Carmen (Tutorships)
Redondo López, Carmen (Tutorships)
Court
Hermo López, María Teresa (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Hermo López, María Teresa (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
The Historical Evolution of the Maternity-Birth and Child Care Benefit
Authorship
S.S.R.
Bachelor's degree in Labor Relations and Human Resources
S.S.R.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 12:30
07.10.2024 12:30
Summary
The maternity benefit has undergone a historical evolution, particularly in terms of the duration of the economic subsidy that corresponds to the beneficiaries for rest and enjoyment due to birth, adoption, guardianship for the purpose of adoption or foster care. This paper analyzes this evolution in the different stages, from its origin in the time of the reign of Alfonso XIII to the present day. Consequently, it investigates the change in the name given to maternity and paternity benefits and the reasons and consequences that led to this change, since it is now called: childbirth and child care benefit. The results of this change prompted the equalization of the duration of the maternity and paternity benefit, which was 16 weeks, in order to ensure the existence of equal rights, since it was individual and non-transferable for both parents. In order to provide a more global approach to this economic subsidy, the duration of this benefit is compared with some of the countries of the European Union, where the regulation is totally different. At the same time, the situation and position of Spain with respect to the other countries due to the different regulations applied in each of them is made known. The results of this research are shown in a statistical analysis in order to interpret the factors that led to these changes and intervened in the process.
The maternity benefit has undergone a historical evolution, particularly in terms of the duration of the economic subsidy that corresponds to the beneficiaries for rest and enjoyment due to birth, adoption, guardianship for the purpose of adoption or foster care. This paper analyzes this evolution in the different stages, from its origin in the time of the reign of Alfonso XIII to the present day. Consequently, it investigates the change in the name given to maternity and paternity benefits and the reasons and consequences that led to this change, since it is now called: childbirth and child care benefit. The results of this change prompted the equalization of the duration of the maternity and paternity benefit, which was 16 weeks, in order to ensure the existence of equal rights, since it was individual and non-transferable for both parents. In order to provide a more global approach to this economic subsidy, the duration of this benefit is compared with some of the countries of the European Union, where the regulation is totally different. At the same time, the situation and position of Spain with respect to the other countries due to the different regulations applied in each of them is made known. The results of this research are shown in a statistical analysis in order to interpret the factors that led to these changes and intervened in the process.
Direction
GARCIA ROJO, ANTONIO (Tutorships)
GARCIA ROJO, ANTONIO (Tutorships)
Court
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Adapting the Social Security System to the Reality of Gender-Based Violence
Authorship
N.G.S.
Bachelor's degree in Labor Relations and Human Resources
N.G.S.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 12:00
07.10.2024 12:00
Summary
The aim of this paper is to provide an overview of the protection offered by the Social Security System to victims of gender-based violence, both from the point of view of employment incentives, mainly manifested in the contribution benefits offered by the Social Security System, both for self-employed and employed workers, as well as the specific benefits that the Social Security System offers them, also showing the latest data recorded on gender-based violence that justify the need for victim protection.
The aim of this paper is to provide an overview of the protection offered by the Social Security System to victims of gender-based violence, both from the point of view of employment incentives, mainly manifested in the contribution benefits offered by the Social Security System, both for self-employed and employed workers, as well as the specific benefits that the Social Security System offers them, also showing the latest data recorded on gender-based violence that justify the need for victim protection.
Direction
GARCIA ROJO, ANTONIO (Tutorships)
GARCIA ROJO, ANTONIO (Tutorships)
Court
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Psychosocial Risks
Authorship
A.A.A.
Bachelor's degree in Labor Relations and Human Resources
A.A.A.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 10:30
07.10.2024 10:30
Summary
This Final Degree Project focuses on the identification, assessment, and management of psychosocial risks in the workplace. Psychosocial risks are defined as those aspects of work design, organization, and management that can cause psychological, social, or physical harm due to a mismatch between work demands and the capabilities, resources, and needs of the worker. These risks include factors such as workload, autonomy, social support, role clarity, job security, and work-life balance. The study begins with a review of academic literature and current legislation related to these risks, covering both empirical studies and guidelines issued by national and international organizations. The Spanish legal framework, particularly Law 31/1995 on Occupational Risk Prevention, establishes the obligation for companies to assess and manage all occupational risks, including psychosocial ones. The methodology employed includes the development of psychosocial assessment tools tailored to the specific characteristics of a company with fewer than forty employees. These tools, such as questionnaires on the perception of the work climate and workload, allow for the identification of risk factors and their potential impacts on the health and performance of the staff. The assessment is carried out ensuring the confidentiality and anonymity of the participants to encourage honest responses. Finally, the project highlights the importance of integrating the prevention of psychosocial risks into the general occupational risk prevention system of companies, with a fundamental role for the HR department. It emphasizes the need for a proactive and coordinated approach, involving the participation of employers, employees, and their representatives, to effectively address these risks and improve the quality of work life.
This Final Degree Project focuses on the identification, assessment, and management of psychosocial risks in the workplace. Psychosocial risks are defined as those aspects of work design, organization, and management that can cause psychological, social, or physical harm due to a mismatch between work demands and the capabilities, resources, and needs of the worker. These risks include factors such as workload, autonomy, social support, role clarity, job security, and work-life balance. The study begins with a review of academic literature and current legislation related to these risks, covering both empirical studies and guidelines issued by national and international organizations. The Spanish legal framework, particularly Law 31/1995 on Occupational Risk Prevention, establishes the obligation for companies to assess and manage all occupational risks, including psychosocial ones. The methodology employed includes the development of psychosocial assessment tools tailored to the specific characteristics of a company with fewer than forty employees. These tools, such as questionnaires on the perception of the work climate and workload, allow for the identification of risk factors and their potential impacts on the health and performance of the staff. The assessment is carried out ensuring the confidentiality and anonymity of the participants to encourage honest responses. Finally, the project highlights the importance of integrating the prevention of psychosocial risks into the general occupational risk prevention system of companies, with a fundamental role for the HR department. It emphasizes the need for a proactive and coordinated approach, involving the participation of employers, employees, and their representatives, to effectively address these risks and improve the quality of work life.
Direction
Montes Rodríguez, Mercedes (Tutorships)
Montes Rodríguez, Mercedes (Tutorships)
Court
GARCIA ROJO, ANTONIO (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
GARCIA ROJO, ANTONIO (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Psychosocial Risks in Work Stress
Authorship
V.D.C.
Bachelor's degree in Labor Relations and Human Resources
V.D.C.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 11:00
07.10.2024 11:00
Summary
This Final Degree Project addresses the study of psychosocial risks at work and their close relationship with occupational health, highlighting stress as one of the most imminent and priority risks today. Although the presence of stress and other risks in general is not new, their study and importance have increased significantly in recent years. This is the reason why the analysis of the protection offered by our legal system in such a situation has been carried out. Generally, work stress is understood as one of the consequences of exposure to psychosocial risks, which occurs when psychosocial conditions at work are adverse or unfavorable. Work-related stress manifests itself as a physical and emotional response to an imbalance between perceived demands and an individual's abilities to cope with those demands. A fusion between individual and organizational aspects, oriented to 4 coordination at work, is absolutely necessary, so part of the research carried out focuses both on the factors related to the work context, as well as the symptomatology of such psychosocial risk. Likewise, we will proceed to inquire about technostress, this being a recent manifestation due to the poor adaptation, on the part of workers and entrepreneurs, to the inclusion of technology. Finally, we focus on the exposure of preventive measures that are appropriate and effective to reduce psychosocial risks and promote a healthy work environment.
This Final Degree Project addresses the study of psychosocial risks at work and their close relationship with occupational health, highlighting stress as one of the most imminent and priority risks today. Although the presence of stress and other risks in general is not new, their study and importance have increased significantly in recent years. This is the reason why the analysis of the protection offered by our legal system in such a situation has been carried out. Generally, work stress is understood as one of the consequences of exposure to psychosocial risks, which occurs when psychosocial conditions at work are adverse or unfavorable. Work-related stress manifests itself as a physical and emotional response to an imbalance between perceived demands and an individual's abilities to cope with those demands. A fusion between individual and organizational aspects, oriented to 4 coordination at work, is absolutely necessary, so part of the research carried out focuses both on the factors related to the work context, as well as the symptomatology of such psychosocial risk. Likewise, we will proceed to inquire about technostress, this being a recent manifestation due to the poor adaptation, on the part of workers and entrepreneurs, to the inclusion of technology. Finally, we focus on the exposure of preventive measures that are appropriate and effective to reduce psychosocial risks and promote a healthy work environment.
Direction
Montes Rodríguez, Mercedes (Tutorships)
Montes Rodríguez, Mercedes (Tutorships)
Court
GARCIA ROJO, ANTONIO (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
GARCIA ROJO, ANTONIO (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Digitalization of the Human Resources Department
Authorship
A.C.F.
Bachelor's degree in Labor Relations and Human Resources
A.C.F.
Bachelor's degree in Labor Relations and Human Resources
Defense date
02.15.2024 16:00
02.15.2024 16:00
Summary
The following paper studies the impact of digitalization on human resource management. It examines the implications and benefits of incorporating digital technologies in human resources management. In addition, it highlights the importance of adapting to a constantly changing digital environment in order to optimize personnel management. The different functions of the people management department are analyzed (workforce planning, recruitment, selection, training, performance evaluation...) and the changes that have occurred in recent years in human resources management as a result of digitization are studied. It also delves into the growing relevance of strategies such as Employer Branding, digital reputation and internal marketing or endomarketing in attracting and retaining talent and building a strong corporate culture. It concludes that digitalization is an essential and indispensable element today in all processes related to people management, as long as it contributes to improving human relations (and does not replace it). The digital transformation of the human resources department improves, personalizes and strengthens the experience of workers, increasing their rate of satisfaction and productivity, in an increasingly competitive work environment.
The following paper studies the impact of digitalization on human resource management. It examines the implications and benefits of incorporating digital technologies in human resources management. In addition, it highlights the importance of adapting to a constantly changing digital environment in order to optimize personnel management. The different functions of the people management department are analyzed (workforce planning, recruitment, selection, training, performance evaluation...) and the changes that have occurred in recent years in human resources management as a result of digitization are studied. It also delves into the growing relevance of strategies such as Employer Branding, digital reputation and internal marketing or endomarketing in attracting and retaining talent and building a strong corporate culture. It concludes that digitalization is an essential and indispensable element today in all processes related to people management, as long as it contributes to improving human relations (and does not replace it). The digital transformation of the human resources department improves, personalizes and strengthens the experience of workers, increasing their rate of satisfaction and productivity, in an increasingly competitive work environment.
Direction
Gómez Barreiro, María (Tutorships)
Gómez Barreiro, María (Tutorships)
Court
Redondo López, Carmen (Chairman)
Hermo López, María Teresa (Secretary)
Díaz Alonso, Rosa (Member)
Redondo López, Carmen (Chairman)
Hermo López, María Teresa (Secretary)
Díaz Alonso, Rosa (Member)
The influence of law 2/2023, regulating the protection of people who report regulatory breaches and the fight against corruption and its influence on labour relations
Authorship
C.F.G.
Bachelor's degree in Labor Relations and Human Resources
C.F.G.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 09:30
07.10.2024 09:30
Summary
Law 2/2023, of February 20, regulating the protection of people who report regulatory infractions and the fight against corruption, which came into force on March 13, 2023, transposes Directive 1937/ into the Spanish legal system. 2019 or also traditionally known as the“Whistleblowing Directive”. This Law has a double purpose: to strengthen the information culture to prevent threats of public interest and, on the other hand, to protect informants from possible retaliation. The standard implies the obligation for both public and private organizations with fifty or more workers to implement an internal information channel through which information can be provided in the labor context, whether within the framework of a current or already informants from possible terminated employment relationship. , serious or very serious criminal or administrative infractions. This internal information channel must guarantee the confidentiality of the identity of the informant, protect retaliation such as suspension of the employment contract, discrimination, termination of the employment relationship, dismissal or reputational damage, as well as guarantee the correct information management with the appointment of a person responsible for the internal information system.
Law 2/2023, of February 20, regulating the protection of people who report regulatory infractions and the fight against corruption, which came into force on March 13, 2023, transposes Directive 1937/ into the Spanish legal system. 2019 or also traditionally known as the“Whistleblowing Directive”. This Law has a double purpose: to strengthen the information culture to prevent threats of public interest and, on the other hand, to protect informants from possible retaliation. The standard implies the obligation for both public and private organizations with fifty or more workers to implement an internal information channel through which information can be provided in the labor context, whether within the framework of a current or already informants from possible terminated employment relationship. , serious or very serious criminal or administrative infractions. This internal information channel must guarantee the confidentiality of the identity of the informant, protect retaliation such as suspension of the employment contract, discrimination, termination of the employment relationship, dismissal or reputational damage, as well as guarantee the correct information management with the appointment of a person responsible for the internal information system.
Direction
Lamas Novo, Luis (Tutorships)
Lamas Novo, Luis (Tutorships)
Court
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Work Motivation in the Service Sector
Authorship
S.M.C.M.
Bachelor's degree in Labor Relations and Human Resources
S.M.C.M.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 09:00
07.10.2024 09:00
Summary
The term work motivation is put into context through the different perspectives that the authors take to describe it. Researchers agree that motivation is the fuel of all organizations, having a special impact on companies that offer services. The implementation of techniques to increase and stimulate the satisfaction of contact personnel in the service sector makes a big difference. If employees who are in contact with consumers on a daily basis are not sufficiently motivated, customer service and attention will not be adequate. For this reason, knowing and addressing each of the different types and motivation tools will make a difference in this sector. Contact personnel in the service sector require a series of specific skills and abilities such as empathy, communication skills, patience, positive attitude, adaptability to different situations, problem solving or initiative, among others. . Failure to take these types of skills into account in the selection and training of workers in the service sector can cause, in addition to job demotivation, a decrease in the company's results. In conclusion, staff motivation in the service sector is directly related to customer satisfaction and business results.
The term work motivation is put into context through the different perspectives that the authors take to describe it. Researchers agree that motivation is the fuel of all organizations, having a special impact on companies that offer services. The implementation of techniques to increase and stimulate the satisfaction of contact personnel in the service sector makes a big difference. If employees who are in contact with consumers on a daily basis are not sufficiently motivated, customer service and attention will not be adequate. For this reason, knowing and addressing each of the different types and motivation tools will make a difference in this sector. Contact personnel in the service sector require a series of specific skills and abilities such as empathy, communication skills, patience, positive attitude, adaptability to different situations, problem solving or initiative, among others. . Failure to take these types of skills into account in the selection and training of workers in the service sector can cause, in addition to job demotivation, a decrease in the company's results. In conclusion, staff motivation in the service sector is directly related to customer satisfaction and business results.
Direction
Gómez Barreiro, María (Tutorships)
Gómez Barreiro, María (Tutorships)
Court
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
The contribution of women in small and medium-sized enterprises
Authorship
R.R.J.
Bachelor's degree in Labor Relations and Human Resources
R.R.J.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 12:00
07.10.2024 12:00
Summary
In the 20th century, a series of legislative advances laid the foundations for formal or legal equality for women in the workplace. However, despite these advances, real or effective equality continues to face a series of challenges and obstacles that women encounter in the workplace. This Final Degree Project (TFG) focuses on the entrepreneurial process, specifically on the contribution of women to small and medium-sized enterprises in Galicia. The theoretical framework of this work is based on the analysis of the GEM-Galicia reports. These reports allow us to understand and describe the characteristics and profile of female entrepreneurship in the autonomous community of Galicia. It also studies digital entrepreneurship, a sector with great growth potential and traditionally dominated by men, in which gender equality has not yet been achieved. The empirical part of the study consisted in the elaboration of an Interview-questionnaire for Galician businesswomen entrepreneurs. This instrument made it possible to contact and get to know the reality of two Galician women entrepreneurs, who can be considered references in the business world of small and medium-sized enterprises and startups in Galicia. The experience of both businesswomen confirms the characteristics and profile of female entrepreneurship, and opens the door to a future perspective with greater equality.
In the 20th century, a series of legislative advances laid the foundations for formal or legal equality for women in the workplace. However, despite these advances, real or effective equality continues to face a series of challenges and obstacles that women encounter in the workplace. This Final Degree Project (TFG) focuses on the entrepreneurial process, specifically on the contribution of women to small and medium-sized enterprises in Galicia. The theoretical framework of this work is based on the analysis of the GEM-Galicia reports. These reports allow us to understand and describe the characteristics and profile of female entrepreneurship in the autonomous community of Galicia. It also studies digital entrepreneurship, a sector with great growth potential and traditionally dominated by men, in which gender equality has not yet been achieved. The empirical part of the study consisted in the elaboration of an Interview-questionnaire for Galician businesswomen entrepreneurs. This instrument made it possible to contact and get to know the reality of two Galician women entrepreneurs, who can be considered references in the business world of small and medium-sized enterprises and startups in Galicia. The experience of both businesswomen confirms the characteristics and profile of female entrepreneurship, and opens the door to a future perspective with greater equality.
Direction
Cobo Carrasco, María Mercedes (Tutorships)
Cobo Carrasco, María Mercedes (Tutorships)
Court
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Work Flexibility: A Human Resource Management Perspective
Authorship
R.M.R.
Bachelor's degree in Labor Relations and Human Resources
R.M.R.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 13:30
07.10.2024 13:30
Summary
The aim of this paper is to analyze the concept of work flexibility, which has been on the rise in recent times, and more specifically, the flexibility measures that can be adopted in Spain by both employers and workers, as well as to see the evolution of the most commonly used in the last five years and the impact of the COVID-19 pandemic on them and how they have changed as a result of the situation experienced. To carry out the study, the concept of work flexibility has been defined, the main characteristics of the different methods to be applied have been classified and detailed, and finally a comparison has been made of the labor flexibility measures used in Spain according to the size of the companies, the sector of activity and the Autonomous Communities. Once work flexibility has been analyzed, we see that on average only 29.2% of the companies make use of this type of measures, but it is more surprising that those that do not take flexibility measures do not do so because they consider that they do not need them, and the least striking fact is that the greater the number of workers, the more measures are applied by the companies to help promote competitiveness. At the end of the study on work flexibility focused on Spain, it is concluded that there is still a long way to go, both at the legislative level and at the business level, especially in small and medium-sized companies where the application of this type of measures is still little implemented.
The aim of this paper is to analyze the concept of work flexibility, which has been on the rise in recent times, and more specifically, the flexibility measures that can be adopted in Spain by both employers and workers, as well as to see the evolution of the most commonly used in the last five years and the impact of the COVID-19 pandemic on them and how they have changed as a result of the situation experienced. To carry out the study, the concept of work flexibility has been defined, the main characteristics of the different methods to be applied have been classified and detailed, and finally a comparison has been made of the labor flexibility measures used in Spain according to the size of the companies, the sector of activity and the Autonomous Communities. Once work flexibility has been analyzed, we see that on average only 29.2% of the companies make use of this type of measures, but it is more surprising that those that do not take flexibility measures do not do so because they consider that they do not need them, and the least striking fact is that the greater the number of workers, the more measures are applied by the companies to help promote competitiveness. At the end of the study on work flexibility focused on Spain, it is concluded that there is still a long way to go, both at the legislative level and at the business level, especially in small and medium-sized companies where the application of this type of measures is still little implemented.
Direction
Díaz Alonso, Rosa (Tutorships)
Díaz Alonso, Rosa (Tutorships)
Court
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Artificial Intelligence in Human Resource Management
Authorship
F.J.M.M.
Bachelor's degree in Labor Relations and Human Resources
F.J.M.M.
Bachelor's degree in Labor Relations and Human Resources
Defense date
09.11.2024 18:00
09.11.2024 18:00
Summary
Artificial Intelligence (AI) is significantly transforming Human Resources (HR) management, introducing both opportunities and challenges. This paper examines the impact of AI on HR, highlighting benefits such as the automation of repetitive tasks, improved data-driven decision-making, and the personalization of career paths. AI optimizes recruitment by efficiently filtering and evaluating candidates, as demonstrated by LinkedIn, McDonald’s, and Mastercard. However, the adoption of AI in HR presents significant challenges. Privacy protection and regulatory compliance are crucial to prevent security breaches. Additionally, AI algorithms can replicate biases present in data, affecting fairness in selection and evaluation processes. The dehumanization of the process and the loss of the personal touch are also relevant issues. The future of AI in HR points towards greater personalization and the use of advanced technologies such as biometric data to enhance employee well-being. It is essential to balance technology and human interaction, ensuring that AI complements human skills and is managed ethically and transparently to maximize its benefits and mitigate risks.
Artificial Intelligence (AI) is significantly transforming Human Resources (HR) management, introducing both opportunities and challenges. This paper examines the impact of AI on HR, highlighting benefits such as the automation of repetitive tasks, improved data-driven decision-making, and the personalization of career paths. AI optimizes recruitment by efficiently filtering and evaluating candidates, as demonstrated by LinkedIn, McDonald’s, and Mastercard. However, the adoption of AI in HR presents significant challenges. Privacy protection and regulatory compliance are crucial to prevent security breaches. Additionally, AI algorithms can replicate biases present in data, affecting fairness in selection and evaluation processes. The dehumanization of the process and the loss of the personal touch are also relevant issues. The future of AI in HR points towards greater personalization and the use of advanced technologies such as biometric data to enhance employee well-being. It is essential to balance technology and human interaction, ensuring that AI complements human skills and is managed ethically and transparently to maximize its benefits and mitigate risks.
Direction
Fernández Alonso, Javier (Tutorships)
Fernández Alonso, Javier (Tutorships)
Court
Hermo López, María Teresa (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Redondo López, Carmen (Member)
Hermo López, María Teresa (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Redondo López, Carmen (Member)
The Minimum Vital Income
Authorship
M.F.C.
Bachelor's degree in Labor Relations and Human Resources
M.F.C.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 11:30
07.10.2024 11:30
Summary
The Minimum Vital Income (IMV) is a non-contributory Social Security benefit aimed at alleviating the economic vulnerability of beneficiaries, both as individuals and as part of a cohabitation unit, who must meet the requirements of Law 19/2021, which establishes the IMV.
The Minimum Vital Income (IMV) is a non-contributory Social Security benefit aimed at alleviating the economic vulnerability of beneficiaries, both as individuals and as part of a cohabitation unit, who must meet the requirements of Law 19/2021, which establishes the IMV.
Direction
GARCIA ROJO, ANTONIO (Tutorships)
GARCIA ROJO, ANTONIO (Tutorships)
Court
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Montes Rodríguez, Mercedes (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Harassment at Work: Protocols and Possible Actions
Authorship
S.C.T.
Bachelor's degree in Labor Relations and Human Resources
S.C.T.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 12:30
07.10.2024 12:30
Summary
This academic work focuses on the problem of workplace harassment or mobbing, describing the different definitions of the concept given since the research began in the 80s and differentiating it from other issues in the world of work. The different participants in the act of harassment at work are distinguished, such as the harasser, the victim, the accomplices and the organization. A review is also made of the different phases in a harassment case, aspects that contribute to the definition of bullying and some of the evaluation methods. Some of the evaluation techniques that can be carried out in these cases are described, such as the LIPT-60 and some constituent aspects of harassment. An analysis of Spanish legislation (Spanish Constitution, Workers' Statute, Occupational Risk Prevention Law, Civil Code and Penal Code) aimed at protecting and punishing this aspect is also made out, as well as European directives and ILO conventions. Finally, the prevention measures to be carried out and the protocols to be followed by companies are presented, along with the actions that can be executed by the worker who is affected by workplace harassment.
This academic work focuses on the problem of workplace harassment or mobbing, describing the different definitions of the concept given since the research began in the 80s and differentiating it from other issues in the world of work. The different participants in the act of harassment at work are distinguished, such as the harasser, the victim, the accomplices and the organization. A review is also made of the different phases in a harassment case, aspects that contribute to the definition of bullying and some of the evaluation methods. Some of the evaluation techniques that can be carried out in these cases are described, such as the LIPT-60 and some constituent aspects of harassment. An analysis of Spanish legislation (Spanish Constitution, Workers' Statute, Occupational Risk Prevention Law, Civil Code and Penal Code) aimed at protecting and punishing this aspect is also made out, as well as European directives and ILO conventions. Finally, the prevention measures to be carried out and the protocols to be followed by companies are presented, along with the actions that can be executed by the worker who is affected by workplace harassment.
Direction
Hermo López, María Teresa (Tutorships)
Hermo López, María Teresa (Tutorships)
Court
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Workplace motivation as a tool for competitiveness.
Authorship
E.C.L.
Bachelor's degree in Labor Relations and Human Resources
E.C.L.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 09:30
07.10.2024 09:30
Summary
This Final Degree Project studies motivation as a tool for competitiveness. In the first part, various motivation techniques currently available are presented and their influence on productivity is investigated. Then, the results obtained in several empirical studies related to work motivation are presented. Subsequently, some current success stories are presented that demonstrate that the implementation of motivation techniques improves the results of the workers who are part of the organization. In conclusion, it can be affirmed that motivation is an excellent tool at the service of competitiveness.
This Final Degree Project studies motivation as a tool for competitiveness. In the first part, various motivation techniques currently available are presented and their influence on productivity is investigated. Then, the results obtained in several empirical studies related to work motivation are presented. Subsequently, some current success stories are presented that demonstrate that the implementation of motivation techniques improves the results of the workers who are part of the organization. In conclusion, it can be affirmed that motivation is an excellent tool at the service of competitiveness.
Direction
Gómez Barreiro, María (Tutorships)
Gómez Barreiro, María (Tutorships)
Court
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Inheritance Tax: Comparative study in the different autonomous communities
Authorship
C.P.A.
Bachelor's degree in Labor Relations and Human Resources
C.P.A.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 13:00
07.10.2024 13:00
Summary
This paper will study the Inheritance Tax regulated by Law 29/1987, of 18 December 1987, on Inheritance and Gift Tax, focusing on its composition and the assignment of this tax to the different Autonomous Communities. Through this work we will observe the differences in taxation and management in each Autonomous Community, focusing on the reductions applied in areas such as kinship, disability, habitual residence or the acquisition of companies or professional businesses
This paper will study the Inheritance Tax regulated by Law 29/1987, of 18 December 1987, on Inheritance and Gift Tax, focusing on its composition and the assignment of this tax to the different Autonomous Communities. Through this work we will observe the differences in taxation and management in each Autonomous Community, focusing on the reductions applied in areas such as kinship, disability, habitual residence or the acquisition of companies or professional businesses
Direction
Pardo Rodríguez, Lourdes (Tutorships)
Pardo Rodríguez, Lourdes (Tutorships)
Court
Díaz Alonso, Rosa (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Díaz Alonso, Rosa (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Internal marketing: improving the employee experience
Authorship
M.D.C.C.C.
Bachelor's degree in Labor Relations and Human Resources
M.D.C.C.C.
Bachelor's degree in Labor Relations and Human Resources
Defense date
09.11.2024 16:30
09.11.2024 16:30
Summary
This final degree work explains how Internal Marketing improves the employee experience by adapting to the changes that occur in such a competitive world and how it contributes to the attraction and retention of talent, improving the employee experience and promoting competitiveness. . Achieving the highest quality of the product or service offered to the customer. Adequate people management will contribute to meeting the organization's objectives and improving results.
This final degree work explains how Internal Marketing improves the employee experience by adapting to the changes that occur in such a competitive world and how it contributes to the attraction and retention of talent, improving the employee experience and promoting competitiveness. . Achieving the highest quality of the product or service offered to the customer. Adequate people management will contribute to meeting the organization's objectives and improving results.
Direction
Gómez Barreiro, María (Tutorships)
Gómez Barreiro, María (Tutorships)
Court
Hermo López, María Teresa (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Redondo López, Carmen (Member)
Hermo López, María Teresa (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Redondo López, Carmen (Member)
Effective Time Management
Authorship
S.S.G.
Bachelor's degree in Labor Relations and Human Resources
S.S.G.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 10:30
07.10.2024 10:30
Summary
This final degree project analyzes the importance of time management in the managerial field. Starting from the concept of time management, the most relevant laws and principles for proper time management in professional life are presented. It is also important to always keep in mind that proper time management is necessary in both our daily and professional lives. In subsequent chapters, the main keys to time management are presented, delving into such important aspects as scheduling or prioritizing activities and tasks. Basic recommendations are presented, such as the use of the agenda, to follow an order in the tasks to be carried out and the determination of the importance and urgency of the tasks before they are carried out. Special emphasis is also placed on the identification, management and control of time thieves, who constantly distract people, decreasing their concentration and productivity. Finally, this work addresses the different skills that management personnel must possess in order to properly manage their time. The increase in productivity of people who occupy management positions is directly related to skills such as communication, meeting management, decision making and effective delegation of tasks.
This final degree project analyzes the importance of time management in the managerial field. Starting from the concept of time management, the most relevant laws and principles for proper time management in professional life are presented. It is also important to always keep in mind that proper time management is necessary in both our daily and professional lives. In subsequent chapters, the main keys to time management are presented, delving into such important aspects as scheduling or prioritizing activities and tasks. Basic recommendations are presented, such as the use of the agenda, to follow an order in the tasks to be carried out and the determination of the importance and urgency of the tasks before they are carried out. Special emphasis is also placed on the identification, management and control of time thieves, who constantly distract people, decreasing their concentration and productivity. Finally, this work addresses the different skills that management personnel must possess in order to properly manage their time. The increase in productivity of people who occupy management positions is directly related to skills such as communication, meeting management, decision making and effective delegation of tasks.
Direction
Gómez Barreiro, María (Tutorships)
Gómez Barreiro, María (Tutorships)
Court
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Pay discrimination on the bass of sex
Authorship
A.B.G..H.
Bachelor's degree in Labor Relations and Human Resources
A.B.G..H.
Bachelor's degree in Labor Relations and Human Resources
Defense date
09.11.2024 17:00
09.11.2024 17:00
Summary
Equality between women and men, in addition to being considered a fundamental right, is a fundamental legal principle recognized by the General Assembly of the United Nations. In Spain, the right to equality and non-discrimination based on sex is a right protected by art 14 of the Spanish Constitution of 1978. Although the regulations seem clear, achieving real and effective equality between women and men is still a current challenge. Although it is true that in recent years women have made important progress in the workplace, inequality in terms of working conditions, salaries and promotions continues to be a constant in our society. This inequality manifests itself in two types of segregation: horizontal and vertical. Horizontal segregation occurs when men and women are concentrated in different work sectors, while vertical segregation refers to the unequal distribution of men and women at different hierarchical levels within organizations. The origin of this situation is found in a variety of factors that, together, harm women. In this project, some of these factors will be explored, with a special emphasis on cultural, educational and psychological aspects, to better understand the causes of this occupational segregation. Although this is an injustice that has persisted over time since the incorporation of women into the labor market, today, the achievement of equal pay occupies a large space on the European political agenda, and also on the Spanish one. Despite this, will we analyzed the causes, their persistence over time and possible actions to improve the situation.
Equality between women and men, in addition to being considered a fundamental right, is a fundamental legal principle recognized by the General Assembly of the United Nations. In Spain, the right to equality and non-discrimination based on sex is a right protected by art 14 of the Spanish Constitution of 1978. Although the regulations seem clear, achieving real and effective equality between women and men is still a current challenge. Although it is true that in recent years women have made important progress in the workplace, inequality in terms of working conditions, salaries and promotions continues to be a constant in our society. This inequality manifests itself in two types of segregation: horizontal and vertical. Horizontal segregation occurs when men and women are concentrated in different work sectors, while vertical segregation refers to the unequal distribution of men and women at different hierarchical levels within organizations. The origin of this situation is found in a variety of factors that, together, harm women. In this project, some of these factors will be explored, with a special emphasis on cultural, educational and psychological aspects, to better understand the causes of this occupational segregation. Although this is an injustice that has persisted over time since the incorporation of women into the labor market, today, the achievement of equal pay occupies a large space on the European political agenda, and also on the Spanish one. Despite this, will we analyzed the causes, their persistence over time and possible actions to improve the situation.
Direction
Díaz Alonso, Rosa (Tutorships)
Díaz Alonso, Rosa (Tutorships)
Court
Hermo López, María Teresa (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Redondo López, Carmen (Member)
Hermo López, María Teresa (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Redondo López, Carmen (Member)
Psychosocial risks and suicide in relation to work
Authorship
L.P.A.
Bachelor's degree in Labor Relations and Human Resources
L.P.A.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 13:30
07.10.2024 13:30
Summary
This study explores the complex interaction between work and mental health, focusing on both the positive and negative impacts that the work environment can have on employee well-being. It highlights the increase in problems such as stress, anxiety and depression, especially exacerbated during global crises such as the COVID-19 pandemic. Despite the existence of national and European regulations and guidelines on occupational health and mental health promotion, their insufficient implementation in many companies is criticized. Relevant legislation is analyzed in detail and the classification of suicide as an occupational accident is discussed, examining regulations, case law and changes in social perception over time. Emphasis is placed on the urgent need for more effective policies and adequate resource allocation to adequately address these challenges. The study also stresses the importance of the active involvement of employers, workers and public authorities in the implementation of preventive measures and the promotion of mental health in the workplace. It argues that increased awareness and action in this regard not only improve the well-being of workers, but also contribute to more productive and healthier work environments in general. In conclusion, the study emphasizes the need to move towards more effective enforcement of existing regulations and to develop proactive strategies to address psychosocial risks in the workplace and reduce the stigma surrounding suicide and mental health.
This study explores the complex interaction between work and mental health, focusing on both the positive and negative impacts that the work environment can have on employee well-being. It highlights the increase in problems such as stress, anxiety and depression, especially exacerbated during global crises such as the COVID-19 pandemic. Despite the existence of national and European regulations and guidelines on occupational health and mental health promotion, their insufficient implementation in many companies is criticized. Relevant legislation is analyzed in detail and the classification of suicide as an occupational accident is discussed, examining regulations, case law and changes in social perception over time. Emphasis is placed on the urgent need for more effective policies and adequate resource allocation to adequately address these challenges. The study also stresses the importance of the active involvement of employers, workers and public authorities in the implementation of preventive measures and the promotion of mental health in the workplace. It argues that increased awareness and action in this regard not only improve the well-being of workers, but also contribute to more productive and healthier work environments in general. In conclusion, the study emphasizes the need to move towards more effective enforcement of existing regulations and to develop proactive strategies to address psychosocial risks in the workplace and reduce the stigma surrounding suicide and mental health.
Direction
Redondo López, Carmen (Tutorships)
Redondo López, Carmen (Tutorships)
Court
Díaz Alonso, Rosa (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Díaz Alonso, Rosa (Chairman)
Vilanova Da Costa, Diego (Secretary)
Santín Sánchez, Ana Victoria (Member)
Youth labor market: New challenges
Authorship
P.M.V.
Bachelor's degree in Labor Relations and Human Resources
P.M.V.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.10.2024 10:00
07.10.2024 10:00
Summary
To achieve success in today's environment, young people must adapt to new technologies, acquire relevant skills and explore new options. A more inclusive and equitable labor market must be advocated. Youth unemployment is a structural problem in the economic system of our country, since Spain has a youth unemployment rate of 28.36% according to the INE (National Institute of Statistics). Given the lack of experience, training is essential to be able to make the leap into the world of work and be able to apply for different opportunities. This Final Degree Project delves into the complexities of the youth labor market, searching for and understanding its current dynamics, exploring ways that explain the current situation and proposing suggestions for improvement for a future scenario of changing job expectations and emerging opportunities. The casuistry that exists between companies and young applicants will be examined, investigating how hiring policies, training and professional development opportunities, as well as other factors, influence the employability and job satisfaction of young people. In order to understand the challenges of these generations in terms of employment, the causes and consequences of the current problems of the youth labor market will be analyzed. Finally, some measures and recommendations are proposed to address this situation. This final degree project will not only provide a deeper understanding of the youth labor market, but will also offer various valuable perspectives to design strategies that promote a more effective integration of young people into the world of work.
To achieve success in today's environment, young people must adapt to new technologies, acquire relevant skills and explore new options. A more inclusive and equitable labor market must be advocated. Youth unemployment is a structural problem in the economic system of our country, since Spain has a youth unemployment rate of 28.36% according to the INE (National Institute of Statistics). Given the lack of experience, training is essential to be able to make the leap into the world of work and be able to apply for different opportunities. This Final Degree Project delves into the complexities of the youth labor market, searching for and understanding its current dynamics, exploring ways that explain the current situation and proposing suggestions for improvement for a future scenario of changing job expectations and emerging opportunities. The casuistry that exists between companies and young applicants will be examined, investigating how hiring policies, training and professional development opportunities, as well as other factors, influence the employability and job satisfaction of young people. In order to understand the challenges of these generations in terms of employment, the causes and consequences of the current problems of the youth labor market will be analyzed. Finally, some measures and recommendations are proposed to address this situation. This final degree project will not only provide a deeper understanding of the youth labor market, but will also offer various valuable perspectives to design strategies that promote a more effective integration of young people into the world of work.
Direction
Gómez Barreiro, María (Tutorships)
Gómez Barreiro, María (Tutorships)
Court
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Redondo López, Carmen (Chairman)
Rivas Costa, Javier (Secretary)
Fernández Alonso, Javier (Member)
Undergraduate dissertation
Authorship
M.P.R.
Bachelor's degree in Labor Relations and Human Resources
M.P.R.
Bachelor's degree in Labor Relations and Human Resources
Defense date
09.11.2024 18:30
09.11.2024 18:30
Summary
The Human Resources Department is responsible for decisions that affect relationships between employers and employees. The work developed in these pages has great significance for Human Resources management, due to the study and analysis of the importance of the implementation of new technologies for the fulfillment of its activities. A recognition is made of the historical framework of information and communication technologies, their evolution and the impact caused in the globalized society, studying the process of digital transformation of the 21st century, its implementation in human resources management, explaining the impact and importance of new technologies in human resources management.
The Human Resources Department is responsible for decisions that affect relationships between employers and employees. The work developed in these pages has great significance for Human Resources management, due to the study and analysis of the importance of the implementation of new technologies for the fulfillment of its activities. A recognition is made of the historical framework of information and communication technologies, their evolution and the impact caused in the globalized society, studying the process of digital transformation of the 21st century, its implementation in human resources management, explaining the impact and importance of new technologies in human resources management.
Direction
Fernández Alonso, Javier (Tutorships)
Fernández Alonso, Javier (Tutorships)
Court
Hermo López, María Teresa (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Redondo López, Carmen (Member)
Hermo López, María Teresa (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Redondo López, Carmen (Member)