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Universidade Lusófona do Porto

Reward and Care System Management


In this discipline, the student learns about Management of Rewards and Career Systems. The discipline introduces students to concepts and practices that include the reward system and management and career development systems.


Human Resources Management and Development

Level of Qualification|Semesters|ECTS

| Semestral | 5

Year | Type of course unit | Language

3 |Mandatory |Português



Recommended complementary curricular units

Not applicable.

Professional Internship



1 - Design of reward systems
Rewards as a Strategic Human Resource Management System
Structure of reward systems
The intrinsic rewards
General principles of a wage management system
The company's positioning in the wage market
The construction of a salary structure
2 - Management and career development systems
Career management in international environments

Distance learning content
The extrinsic rewards
Specifics of executive reward systems
Overall assessment of the company's reward system
Management and career development system: concepts, theories, general aspects, career typologies, meaning of career progression and career choices


1- Understand the concept of reward as a strategic element of Human Resources management
1.1 - Analyze the structure of a reward system
1.2 - Distinguish intrinsic rewards from extrinsic rewards
1.3 - Know the general principles of a salary administration system
1.4 - Understand the company's position in the wage market
1.5 - Understand the construction of a salary structure
1.6 - Analyze the specifics of executive reward systems
1.7 - Evaluate a company's reward system
2 - To know, understand and analyze the management and career development systems.

Teaching methodologies and assessment

In the teaching-learning process, methodologies will be used which include: expository classes, with presentation by the teacher of the theoretical frameworks of reference; participatory classes, where students are encouraged to participate in the discussion of various topics and are privileged with practical examples applied to the labor market, in addition to solving exercises; active classes with individual and group assignments.

Frequency (test) - 30%
Article (part 1) - 35%
Article (part 2) - 35%

Frequency (without consultation)

Version 1: 35%
Presentation of the practical part (empirical case).
Version 2:
Presentation: 15%
Presentation of the full article (theoretical + empirical).

Written part: 20%
Components: pre-textual (title and abstract), textual (introduction, development, results, discussions, final considerations) and post-textual (references).


Câmara, P. B. (2006), Os Sistemas de Recompensas e a Gestão Estratégica de Recursos Humanos (2ª ed.), Lisboa: Publicações Dom Quixote.

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