LES 1: INTRODUCTIE
Page xvii until xx
- Two axes: systems and people AND control and development
- the four dimensions in general
o instrumental dimension
rules, systems, procedures
social reality is predictable and controllable
o people dimension
emotions lie at the heart of our enthusiasm and motivation
o strategic dimension
strategies and objectives
responding to a dynamic environment -> planners
o organizational dimension
creating the appropriate structures and culture
congruent with the vision, mission and strategy of the organization
page 3 until 10 (instrumental dimension)
- the basic elements of the instrumental dimension
o the history of administrative control
Taylorism
o the role of social partners in setting up instrumental systems
meet up with governmental partners to have socio-eco agremeents
o the core business of the instrumental dimension -> administrative service!!!
HRM transactions -> no added value (needed for the necessary tasks)
HRM transformations -> added value (changes behavior of org/empl)
page 18 until 20 (instrumental dimension)
- The 5 E’s in setting up the instrumental HRM
o Economy: the requirement of thrift!! NPM, eff & eff
o Efficiency: maximum output and minimum input; economic use of resources;
lean management
o Effectiveness: being able to reach preconceived goals: having value to people
and organization
o Effortless: simple and clarity system, understandable & transparent system
o Expression: communicate extensively and regularly on the performed HRM
LESSON 5: Instrumental dimension (feedback and evaluation)
page 23 until 34
- towards a more transparent, legitimate forward-looking and result-driven service
o transparency is more than objectivity
the judicial system creates insecurity because of the terminology or
excessive elaboration
easy access and readable, clear systems and policies
transparency means getting legitimate in society
transparency means they are equity and objectivity
o the search for justice in HRM
procedural justice (perception of the employees, Eventhall)
Page xvii until xx
- Two axes: systems and people AND control and development
- the four dimensions in general
o instrumental dimension
rules, systems, procedures
social reality is predictable and controllable
o people dimension
emotions lie at the heart of our enthusiasm and motivation
o strategic dimension
strategies and objectives
responding to a dynamic environment -> planners
o organizational dimension
creating the appropriate structures and culture
congruent with the vision, mission and strategy of the organization
page 3 until 10 (instrumental dimension)
- the basic elements of the instrumental dimension
o the history of administrative control
Taylorism
o the role of social partners in setting up instrumental systems
meet up with governmental partners to have socio-eco agremeents
o the core business of the instrumental dimension -> administrative service!!!
HRM transactions -> no added value (needed for the necessary tasks)
HRM transformations -> added value (changes behavior of org/empl)
page 18 until 20 (instrumental dimension)
- The 5 E’s in setting up the instrumental HRM
o Economy: the requirement of thrift!! NPM, eff & eff
o Efficiency: maximum output and minimum input; economic use of resources;
lean management
o Effectiveness: being able to reach preconceived goals: having value to people
and organization
o Effortless: simple and clarity system, understandable & transparent system
o Expression: communicate extensively and regularly on the performed HRM
LESSON 5: Instrumental dimension (feedback and evaluation)
page 23 until 34
- towards a more transparent, legitimate forward-looking and result-driven service
o transparency is more than objectivity
the judicial system creates insecurity because of the terminology or
excessive elaboration
easy access and readable, clear systems and policies
transparency means getting legitimate in society
transparency means they are equity and objectivity
o the search for justice in HRM
procedural justice (perception of the employees, Eventhall)
