Assessor samenvatting

ASSESSOR




Lune Faems

,Inhoudsopgave
Inleiding 1...................................................................................................................................................... 3

Diagnostiek in HR..................................................................................................................................................3

Bouwstenen van een kwaliteitsvolle diagnostiek.................................................................................................4
Validiteit, betrouwbaarheid, normen, bias.......................................................................................................5

Psychodiagnostische cyclus in HR.........................................................................................................................5

Inleiding 2...................................................................................................................................................... 7

Bouwstenen kwaliteitsvolle diagnostiek...............................................................................................................7

Kwaliteit van de data checken..............................................................................................................................7

Psychodiagnostische cyclus in HR.........................................................................................................................7
Diagnostische vraagstukken in HR....................................................................................................................7
Een goede start = goed intake...........................................................................................................................8
Belang voorlopig integratief beeld....................................................................................................................8

Teamfunctioneren 1....................................................................................................................................... 9

Psychodiagnostische cyclus in HR.........................................................................................................................9

Wat in kaart brengen?........................................................................................................................................10
Focus van een team assessment.....................................................................................................................10
Inhoud team assessment................................................................................................................................10

Hoe teamfunctioneren in kaart brengen?..........................................................................................................12
Focusgroepen/ groepsinterviews....................................................................................................................12
Observaties......................................................................................................................................................12
Vragenlijsten....................................................................................................................................................12

Selectie 1..................................................................................................................................................... 16
Selectie algemeen...............................................................................................................................................16
Wat willen we meten?....................................................................................................................................16
hoe willen we meten?.....................................................................................................................................16
Beslissen wie de job krijgt...............................................................................................................................18

Selectietechnieken..............................................................................................................................................18
Algemeen.........................................................................................................................................................18
Interview.........................................................................................................................................................19
Intelligentie......................................................................................................................................................21

Welzijn........................................................................................................................................................ 24

Welzijn “kennen”.................................................................................................................................................24
Welzijn: de metafoor van de ijsberg...............................................................................................................24
Van welzijn naar onwelzijn..............................................................................................................................24
Van omgeving naar persoon...........................................................................................................................24
Effect van stressor op lichaam........................................................................................................................25
KOP-model.......................................................................................................................................................25
Job-demands resources model.......................................................................................................................26

, Psychosociaal welzijn......................................................................................................................................26
Welzijn – een vlag met vele ladingen..............................................................................................................26

Welzijn meten.....................................................................................................................................................27
Psychodiagnostische cyclus in HR...................................................................................................................27
Wat is er hier aan de hand?!?!........................................................................................................................27

Welzjin “verbeteren”...........................................................................................................................................33

Performance management........................................................................................................................... 35

Wat is prestatiemanagement?...........................................................................................................................35

Statements & intro..............................................................................................................................................35

Waar knelt het schoentje....................................................................................................................................36
Als proces vs als gebeurtenis...........................................................................................................................36
Relatie tussen PM en andere HR cycli.............................................................................................................36

Criteria voor effectieve PM.................................................................................................................................37

Methodes voor het beoordelen van prestaties...................................................................................................37
1. Vergelijken...................................................................................................................................................37
2. Scoren van individuen.................................................................................................................................39
3. Meten van resultaten..................................................................................................................................40

Informatiebronnen voor PM...............................................................................................................................41

Fouten in PM.......................................................................................................................................................41

, INLEIDING 1

DIAGNOSTIEK IN HR

HR wordt ‘data driven’
Evidence-based HRM
 Managementpraktijken die stoelen op wetenschappelijke evidentie
 HR moet hun beslissingen baseren op empirische data en cijfers

Kwaliteit van beslissingen = objectieve data x menselijke interpretatie

 Vereist bepaalde competenties

HR-professional (of HR-team) van de toekomst
 Expertise in specifieke HR-domeinen
 Kennis van de business
 Vermogen om data te genereren, analyseren en interpreteren

De rol van een psychodiagnosticus op de werkvloer




Voorbeelden typische HR KPI’s
 Verzuim  Kost per hire  Totale personeelskost
 Verloop  Time to hire  Medewerkerstevredenheid
 Retentiegraad  Kost training per  Welzijn medewerkers
 Aantal medewerker  Effectiviteit van training
arbeidsongevallen  Interne promotiegraad  Performance ratings
 Aantal openstaande  Employee Net Promoter  Potentieel medewerkers
vacatures Score (eNPS)

How to find fish when the water is muddy
Niet alles is met één klik meetbaar
 Hoe weet je of een kandidaat geschikt is voor de job?