Marcello Russo, Ph.D., is Associate Professor of Organizational Behavior and Human Resource Management at the University of Bologna (where he is also a member of the Research Commission). At Bologna Business School, Marcello is the Director of the Global MBA and he also co-leads the Master in Human Resources and Organization and the Open Program in Digital HR Management. He is also Visiting Professor at Kedge Business School, France and a member of the International Network on Technology, Work and Family at UQAM Montreal, Canada. He is an expert on work-life balance, with a focus on which individual strategies and organizational factors can help individuals accomplish their ideal model of work-life balance. His research has been published in top-tier journals including Harvard Business Review, Journal of Management, Journal of Vocational Behavior (where he served as Associate Editor), MIT Sloan Management Review, Human Resource Management Journal, and Human Resource Management Review. He has gained significant teaching experience at post-graduate and Executive level in the following areas: Organizational Behavior, Human Resource Management, Leadership, and Change Management. He has also attended the 2019 International Teachers Program (ITP) and received the best teacher award at Neoma Business School in 2012 and Kedge Business School in 2016. He has also participated in a consulting project on organizational climate and engagement for the Ferrarelle Group. He loves reading books and watching football with a strong passion for Napoli team.
The aim of the course is to enhance students’ awareness of the digital transformation and the changes that this bring in the HR profession. Students will be challenged with the following questions: How is changing the job of a HR professional due to the rise of digital technologies and analytics? What are the competences the HR managers need to develop in order to have a more strategic role in the companies and help their companies to anticipate and manage the transition. Students will also be presented with a framework that will help them to understand the mindset and the necessary steps to implement an analysis project of people in their organization. Moreover, they will be shown how the analytics can help HR managers to improve their decision-making process. The examples will cover the following topics: how could it be measured the impact of the managerial role in the workplace? How can the analysis help to improve the effectiveness and the efficiency of the recruitment process? Basic and advanced metrics will also be discussed in class.HR & Organization
Recent research in neuroscience points out that human behaviour is driven by different emotions that activate different cognitive areas in our brain (Panksepp, 2005). One of the primary instincts is called ‘seeking’ and represents our tendency to feel enthusiasm and curiosity about those activities that allow us to achieve the resources we need to survive. Daniel Cable, in his latest book “Alive at work”, points out that the activities that create the greatest enthusiasm at work are those in which we feel we can express our talents (self-expression), learn (experimentation) and identify the meaning of our work (purpose). Although these concepts are widely described in the literature as fundamental to increase individual motivation, modern organisations often inhibit such states with strict rules and an uninnovative internal culture, inducing a feeling of helplessness and resignation among workers, which can have significant repercussions on health and performance. The objective of this course is to analyse possible strategies to prevent this from happening and to guide employees to achieve high levels of engagement and enthusiasm at work.