The Master Degree in Human Resources Development trains specialists in the field of human resources who are able to master the main theoretical models, methods, tools, and technologies related to human resource management, training, and development based on a solid knowledge of businesses and organizations (both public and private).

In addition to the areas of Organization and Adult Education, the Master degree offers courses aimed at developing knowledge and skills useful for reading, interpreting, and contextualizing the relationships between internal organizational choices and the dynamics of change taking place in the national, international, and global social context (Society area). In addition, the Master degree offers courses useful for developing knowledge and skills in the linguistic area, both through the English Language Laboratory and through courses taught in English. The compulsory courses cover all four areas mentioned above, while giving greater weight to the two areas (organization and adult education) that are considered to be the core of the cultural and professional profile formed by the degree program. However, at the same time, students on the Master degree can personalize their course of study through elective courses, which allow them to explore areas of interest in greater depth, while still benefiting from a common core curriculum represented by the compulsory courses. Overall, the degree program is structured in such a way as to represent a balance between the two constituent areas (six courses for the organizational area and six for the adult education area) and the areas of Society and Linguistics (two courses for each).

Professional profile

The professional profile formed by the Master Degree in Human Resources Development is that of experts in human resources training and management who, in work contexts, can act as human resources specialists, work organization specialists, and/or teachers and trainers in professional training and development.

The key skills associated with the role concern:

·       - theoretical models, tools, and teaching methods for training;

·       - information technology applied to training (e-learning);

·       - coaching techniques and, more generally, techniques for building positive training relationships and supporting staff development in organizations;

·       - theoretical models, tools, and methods of organizational analysis;

·       - human resource management policies, practices, and systems;

·       - theoretical models, tools, and methods of organizational change management;

·       - intercultural dimensions and organizational behaviour in international contexts;

·       - theoretical models, tools, and methods for analysing and interpreting social and cultural changes from a national, international, and global perspective;

·       - transversal skills, which are essential for working in dynamic, cross-functional, and increasingly international contexts;

·       - language skills, with particular reference to the English language.

Career opportunities

In the workplace, experts in Human Resources Development can work as human resources specialists, work organization specialists, and/or teachers and trainers in professional training and development. The most common roles are:

·       trainers, able to deliver training activities themselves;

·       training project designers and coordinators, able to analyse needs, define programs, and manage relationships with service providers;

·      human resources specialists, able to integrate development with other personnel management systems (recruitment and selection, evaluation systems, career development, performance management) and with organizational development

·       experts in communication mediated by information and communication technologies (ICT), able to develop e-learning projects and training portals.

Experts in Human Resources Development are typically employed

·       in personnel and/or training and/or organizational development departments in business organizations (in both the manufacturing and service sectors) and in public administrations;

·     in companies, institutions, and public and private bodies that provide continuing education activities, interventions, and services (vocational training, adult education, funded training, etc.);

·       in private companies, agencies, and vocational training bodies that offer human resources management services to businesses, including companies, agencies, and consulting, personnel recruitment, and executive search firms.