HRM: human resource management
Human resources = employees
Organizational practices to manage employees and shape the employment relationship
aimed at achieving organizational objectives
Give and take theory: wat geven werknemers en wat geven de werkgevers? Service, kennis, loon,
sociaal contact, vertrouwen. Werkgever moet ervoor zorgen dat de werknemer wil werken.
Wat activities can a company do to emprove/insure that employees are managed? putting the
right employee at the right task,
Blauwe bolletje: Training, development, recruitment and selection
Geel: omschrijven van de taak
Paars: giving penaltys, firing employees that don’t fit the norms, compensations, benefits, rewards
Internal alignment: consistency between the 3 things (gele, blauwe en paarse bolletje)
External alignment: outside HRM, but impacts HRM = environmental influences, help meeting
organizational demands and cope with environmental influences
Er zijn 3 dingen belangrijk van werknemers: kennis, motivatie en mogelijkheden
Organizational demand: the size of the organization
,Competitive adventage: employees need to make contributions, they have to send time and their
skills until the organization realizes an organizational goal, competitive advantage.
What is organizational behavior? field of study that investigates the impact individuals, groups and
structure have on behavior in organizations to improve organizational effectiveness
What is an attitude? = evaluative statements - either favorable or unfavorable - concerning objects,
people of events. Model dat hieronder staat
Examples of atitudes:
, College 2 – 26-04
Motivatie: Intensity (hoe hard je het probeert), direction (naar welk doel ben je gemotiveerd) and
persistence (hoe ga je om met obstakels)
Vandaag het gele deel van de 3 cirkels Workdesign and workforce planning
Early theories:
- Maslows hierarchy of needs Theory (1970)
voordat je bij de top bent, moet je eerst door alle andere stappen.
Deze theorie wordt nog wel bekritiseerd en betwist.
Human resources = employees
Organizational practices to manage employees and shape the employment relationship
aimed at achieving organizational objectives
Give and take theory: wat geven werknemers en wat geven de werkgevers? Service, kennis, loon,
sociaal contact, vertrouwen. Werkgever moet ervoor zorgen dat de werknemer wil werken.
Wat activities can a company do to emprove/insure that employees are managed? putting the
right employee at the right task,
Blauwe bolletje: Training, development, recruitment and selection
Geel: omschrijven van de taak
Paars: giving penaltys, firing employees that don’t fit the norms, compensations, benefits, rewards
Internal alignment: consistency between the 3 things (gele, blauwe en paarse bolletje)
External alignment: outside HRM, but impacts HRM = environmental influences, help meeting
organizational demands and cope with environmental influences
Er zijn 3 dingen belangrijk van werknemers: kennis, motivatie en mogelijkheden
Organizational demand: the size of the organization
,Competitive adventage: employees need to make contributions, they have to send time and their
skills until the organization realizes an organizational goal, competitive advantage.
What is organizational behavior? field of study that investigates the impact individuals, groups and
structure have on behavior in organizations to improve organizational effectiveness
What is an attitude? = evaluative statements - either favorable or unfavorable - concerning objects,
people of events. Model dat hieronder staat
Examples of atitudes:
, College 2 – 26-04
Motivatie: Intensity (hoe hard je het probeert), direction (naar welk doel ben je gemotiveerd) and
persistence (hoe ga je om met obstakels)
Vandaag het gele deel van de 3 cirkels Workdesign and workforce planning
Early theories:
- Maslows hierarchy of needs Theory (1970)
voordat je bij de top bent, moet je eerst door alle andere stappen.
Deze theorie wordt nog wel bekritiseerd en betwist.
