Human Resource Management
Door Jill Nelissen
BEVAT DEEL VAN PIETER TIMMERMANS NIET!
BEVAT GASTLESSEN NIET!
Faculteit Economie en Bedrijfswetenschappen
Onderzoeksgroep Work and Organisation Studies
-
,Inhoudsopgave
Praktisch .......................................................................................................................................................... 7
Deel 0: Inleiding: HRM in een snel veranderende wereld ................................................................................. 7
0.1 HRM: Waar hebben we het over?............................................................................................................ 7
0.2 HRM: Volgorde van thema’s in het OPO HRM.......................................................................................... 8
0.3 HRM, ‘common sense’? Not everyone can do HR ..................................................................................... 8
0.4 Doelstellingen HRM ................................................................................................................................ 9
0.5 Trends .................................................................................................................................................. 10
Deel 1: HRM, anders dan ‘gewoon’ personeelsbeleid..................................................................................... 12
1.1 Thema’s naar prioriteit ......................................................................................................................... 12
1.2 Wat HRM ‘anders’ maakt: 6 kenmerken ................................................................................................ 13
1.2.1 Personeelsbeleid 1945-1995: Personeelsbeleid of non-beleid? ...................................................... 14
1) Personeelsbeleid of non-beleid? .................................................................................................... 14
2) Taylorisme – Voornaamste principes ............................................................................................. 15
3) Taylorisme – Gevolgen .................................................................................................................. 15
1.2.2 De 6 Kenmerken............................................................................................................................ 16
1) Menselijk kapitaal als bron van opbrengsten ................................................................................. 16
Vergelijking ’90 vs. NU: ................................................................................................................. 16
Het AMO model:........................................................................................................................... 16
a. Ability................................................................................................................................... 17
b. Motivation ........................................................................................................................... 17
c. Opportunity .......................................................................................................................... 17
HR Differentiatie: People Performance Potential Model ................................................................ 17
2) Verankering van HRM in de ondernemingsstrategie ...................................................................... 18
Contingentiebenadering ............................................................................................................... 18
Score card logica: een voorbeeld................................................................................................... 18
Plannings- en controlecyclus: een voorbeeld................................................................................. 19
3) Uitbreiding van de rollen die HR moet vervullen ............................................................................ 19
Vier managementrollen voor HR - D. Ulrich (1997) ........................................................................ 19
Oefening: Voorbeeldomschrijvingen HR rollen .............................................................................. 20
Voorbeeld examenvraag - HR rollen CV ......................................................................................... 21
Voorbeeldoefening: The ING context ............................................................................................ 22
Van hulpkok naar sous-chef? Aanwezigheid HR in bestuursorganen .............................................. 22
Vijf competentiedomeinen van HR - Brockbank, Ulrich & James (1997) ......................................... 23
4) Een nieuwe taakverdeling in de HR community ............................................................................. 24
Het model van Ulrich toegepast .................................................................................................... 24
Trends .......................................................................................................................................... 24
a. Internalisering of HR-delegatie ............................................................................................. 25
b. Externalisering of HR-outsourcing ......................................................................................... 26
c. Digitalisering en Sharing ....................................................................................................... 26
HRM without HR managers? ......................................................................................................... 28
Of ademruimte voor strategisch HR? ............................................................................................ 28
Tijdsbesteding (Boudreau & Lawler III, 2012) ................................................................................ 29
Tijdbesteding: HR afdeling vs. HR verantwoordelijke ..................................................................... 29
Tijdbesteding: what HR should be doing now? .............................................................................. 29
5) Aandacht voor interne consistentie (=horizontale fit) .................................................................... 30
Michigan matching-model (naar Fombrun et al., 1984) ................................................................. 30
6) Integratie van werknemers- en organisatiebelang.......................................................................... 31
Het Harvard-model (naar Beer et al., 1984) ................................................................................... 31
SAS INSTITUTE: een voorbeeld ...................................................................................................... 32
,Deel 2: Instroom en Personeelsplanning ........................................................................................................ 33
2.1 Instroom van personeel......................................................................................................................... 33
2.1.1 Werving en selectie ....................................................................................................................... 33
1) Een procesoverzicht: trechtermodel .............................................................................................. 33
2) Werving versus selectie ................................................................................................................. 33
3) Proces van werving en selectie (p. 105-107) .................................................................................. 34
a) Voorbereidende fase: ............................................................................................................... 34
b) Wervingsfase ............................................................................................................................ 34
c) Sollicitatiefase........................................................................................................................... 35
d) Selectiefase .............................................................................................................................. 35
e) Introductie................................................................................................................................ 35
2.1.2 Werving (p. 116-118)..................................................................................................................... 35
Het belang van een aantrekkelijk werkgeversimago........................................................................... 35
Personeelsadvertenties: Mag dat?..................................................................................................... 36
2.1.3 Conflicten wervings- en selectiefase (p. 122-125) .......................................................................... 36
Conflict 1 voorkomen: Realistic job previews (RJP’s) .......................................................................... 37
De schaarste die we zelf creëren door…............................................................................................. 38
Conflict 3 voorkomen: doelgroepsvergroting ..................................................................................... 38
2.2 Personeelsplanning ............................................................................................................................... 40
2.2.1 Evoluties in vraag en aanbod van arbeid (p. 67 e.v.) ....................................................................... 40
Wervingsplan .................................................................................................................................... 42
Afvloeiingsplan.................................................................................................................................. 42
Flexibiliteitsplan ................................................................................................................................ 42
2.2.2 Een basismodel ............................................................................................................................. 43
2.2.3 Factoren die de vraag beïnvloeden ................................................................................................ 44
1. Omzetevoluties ............................................................................................................................. 44
2. Productinnovatie ........................................................................................................................... 44
3. Procesinnovatie............................................................................................................................. 44
4. Strategische (her)positionering ...................................................................................................... 44
5. Fusies, acquisities, herstructurering ............................................................................................... 44
6. Overheidsinterventie ..................................................................................................................... 45
2.2.4 Factoren die het aanbod beïnvloeden............................................................................................ 45
1. Personeelsverloop (p. 75-78) ......................................................................................................... 45
Een typologie................................................................................................................................ 45
Belgische cijfers ............................................................................................................................ 46
Pull & Push-factoren ..................................................................................................................... 46
2. Bedrijfsdemografie (p. 78-83) ........................................................................................................ 47
3. Vergrijzing ..................................................................................................................................... 48
Nuance 1a: Verschillen tussen individuen stijgen met de leeftijd ................................................... 48
Nuance 1b: verrijkte leeromgeving kan deze neerwaartse evolutie afremmen .............................. 48
Nuance 2a: We worden allemaal productiever … .......................................................................... 49
Nuance 2b: De 60-jarige van vandaag is niet vergelijkbaar met de 60-jarige van morgen ............... 50
Nuance 3: ‘Prestatie’ kent vele dimensies - Meta-analyse 380 studies - Ng & Feldman, 2008 ......... 50
Nuance 4: Leeftijdsdiversiteit op de werkvloer .............................................................................. 51
Snel wijzigende leeftijdsverdeling ............................................................................................. 51
Skill Obsolescence of kennisveroudering à risico n°1! ................................................................... 52
Lost Knowledge à risico n°2......................................................................................................... 52
Gemiddelde leeftijd en productiviteit à risico n°3 .................................................................... 52
2.2.5 Arbeidsmarktscanning................................................................................................................... 53
2.2.6 Afvloeiingsplan.............................................................................................................................. 54
Downsizing als planningsvraagstuk .................................................................................................... 54
2.2.7 Flexibiliteitsplan ............................................................................................................................ 55
Keuze benodigde capaciteit ............................................................................................................... 55
Minimumstrategie ........................................................................................................................ 56
Maximumstrategie ....................................................................................................................... 56
, Deel 3: Werving van personeel....................................................................................................................... 57
3.1 Werving en selectie van young graduates ............................................................................................. 57
3.2 Interne vs. externe werving (p. 107-109) ............................................................................................... 57
3.3 Paying More to Get Less: The Effects of External Hiring versus Internal Mobility .................................... 58
3.4 Wervingskanalen .................................................................................................................................. 58
3.4.1 Formele wervingskanalen.............................................................................................................. 58
3.4.2 Informele wervingskanalen ........................................................................................................... 59
3.4.3 Een typologie ................................................................................................................................ 60
3.4.4 ‘Post-hire’ effecten (p. 115-116) .................................................................................................... 60
3.4.5 What about social media? ............................................................................................................. 61
Deel 4a: Functieanalyse.................................................................................................................................. 62
Van functieanalyse tot predictor (p. 127-130) ............................................................................................. 62
4a.1 Voorbeeld ........................................................................................................................................... 62
4a.2 Operationele predictoren .................................................................................................................... 63
4a.3 Conceptuele predictoren (p. 134-137).................................................................................................. 63
4a.4 Uitdaging voor de toekomst ................................................................................................................ 64
Deel 4b: Selectietechnieken ........................................................................................................................... 66
4b.1 Arbeidsproef ....................................................................................................................................... 66
4b.1.1 Sample-perspectief (p. 144-145) .................................................................................................. 66
4b.1.2 Validiteit en betrouwbaarheid ..................................................................................................... 67
4b.2 Psychologische test ............................................................................................................................. 68
4b.2.1 Types .......................................................................................................................................... 68
Projectieve tests................................................................................................................................ 68
Expressieve tests ............................................................................................................................... 68
Algemene intelligentietests ............................................................................................................... 68
Test speciale vermogens ................................................................................................................... 68
Persoonlijkheidstests ........................................................................................................................ 69
4b.2.2 Kwaliteitsvoorwaarden................................................................................................................ 69
4b.2.3 Sign-perspectief (p. 142-144)....................................................................................................... 70
4b.3 Selectie-interview ............................................................................................................................... 70
4b.3.1 Sign selectie interview ................................................................................................................. 71
4b.3.1 Sample selectie interview ............................................................................................................ 71
Situationeel versus gedragsgericht – Eén voorbeeld, twee varianten ................................................. 71
Interview op basis van ‘puzzlers’........................................................................................................ 72
4b.3 Situationele test.................................................................................................................................. 73
Leidinggevende functies – De grote variatie van taakgebieden .......................................................... 73
In-basket ........................................................................................................................................... 74
Meting van… ..................................................................................................................................... 74
Types situationele tests ..................................................................................................................... 75
Voorbeeld: Leaderless group discussion ............................................................................................ 75
Assessment center ............................................................................................................................ 76
Fase 1 – Inventarisering ................................................................................................................ 77
Fase 2 – Operationalisering ........................................................................................................... 77
Fase 3 – Uitvoering ....................................................................................................................... 78
Fase 4 – Eindevaluatie .................................................................................................................. 78
Schmidt & Hunter – Voorspellende validiteit (t.a.v. functieprestatie)............................................. 79
Deel 5: Personeelsbeoordeling ....................................................................................................................... 80
Door Jill Nelissen
BEVAT DEEL VAN PIETER TIMMERMANS NIET!
BEVAT GASTLESSEN NIET!
Faculteit Economie en Bedrijfswetenschappen
Onderzoeksgroep Work and Organisation Studies
-
,Inhoudsopgave
Praktisch .......................................................................................................................................................... 7
Deel 0: Inleiding: HRM in een snel veranderende wereld ................................................................................. 7
0.1 HRM: Waar hebben we het over?............................................................................................................ 7
0.2 HRM: Volgorde van thema’s in het OPO HRM.......................................................................................... 8
0.3 HRM, ‘common sense’? Not everyone can do HR ..................................................................................... 8
0.4 Doelstellingen HRM ................................................................................................................................ 9
0.5 Trends .................................................................................................................................................. 10
Deel 1: HRM, anders dan ‘gewoon’ personeelsbeleid..................................................................................... 12
1.1 Thema’s naar prioriteit ......................................................................................................................... 12
1.2 Wat HRM ‘anders’ maakt: 6 kenmerken ................................................................................................ 13
1.2.1 Personeelsbeleid 1945-1995: Personeelsbeleid of non-beleid? ...................................................... 14
1) Personeelsbeleid of non-beleid? .................................................................................................... 14
2) Taylorisme – Voornaamste principes ............................................................................................. 15
3) Taylorisme – Gevolgen .................................................................................................................. 15
1.2.2 De 6 Kenmerken............................................................................................................................ 16
1) Menselijk kapitaal als bron van opbrengsten ................................................................................. 16
Vergelijking ’90 vs. NU: ................................................................................................................. 16
Het AMO model:........................................................................................................................... 16
a. Ability................................................................................................................................... 17
b. Motivation ........................................................................................................................... 17
c. Opportunity .......................................................................................................................... 17
HR Differentiatie: People Performance Potential Model ................................................................ 17
2) Verankering van HRM in de ondernemingsstrategie ...................................................................... 18
Contingentiebenadering ............................................................................................................... 18
Score card logica: een voorbeeld................................................................................................... 18
Plannings- en controlecyclus: een voorbeeld................................................................................. 19
3) Uitbreiding van de rollen die HR moet vervullen ............................................................................ 19
Vier managementrollen voor HR - D. Ulrich (1997) ........................................................................ 19
Oefening: Voorbeeldomschrijvingen HR rollen .............................................................................. 20
Voorbeeld examenvraag - HR rollen CV ......................................................................................... 21
Voorbeeldoefening: The ING context ............................................................................................ 22
Van hulpkok naar sous-chef? Aanwezigheid HR in bestuursorganen .............................................. 22
Vijf competentiedomeinen van HR - Brockbank, Ulrich & James (1997) ......................................... 23
4) Een nieuwe taakverdeling in de HR community ............................................................................. 24
Het model van Ulrich toegepast .................................................................................................... 24
Trends .......................................................................................................................................... 24
a. Internalisering of HR-delegatie ............................................................................................. 25
b. Externalisering of HR-outsourcing ......................................................................................... 26
c. Digitalisering en Sharing ....................................................................................................... 26
HRM without HR managers? ......................................................................................................... 28
Of ademruimte voor strategisch HR? ............................................................................................ 28
Tijdsbesteding (Boudreau & Lawler III, 2012) ................................................................................ 29
Tijdbesteding: HR afdeling vs. HR verantwoordelijke ..................................................................... 29
Tijdbesteding: what HR should be doing now? .............................................................................. 29
5) Aandacht voor interne consistentie (=horizontale fit) .................................................................... 30
Michigan matching-model (naar Fombrun et al., 1984) ................................................................. 30
6) Integratie van werknemers- en organisatiebelang.......................................................................... 31
Het Harvard-model (naar Beer et al., 1984) ................................................................................... 31
SAS INSTITUTE: een voorbeeld ...................................................................................................... 32
,Deel 2: Instroom en Personeelsplanning ........................................................................................................ 33
2.1 Instroom van personeel......................................................................................................................... 33
2.1.1 Werving en selectie ....................................................................................................................... 33
1) Een procesoverzicht: trechtermodel .............................................................................................. 33
2) Werving versus selectie ................................................................................................................. 33
3) Proces van werving en selectie (p. 105-107) .................................................................................. 34
a) Voorbereidende fase: ............................................................................................................... 34
b) Wervingsfase ............................................................................................................................ 34
c) Sollicitatiefase........................................................................................................................... 35
d) Selectiefase .............................................................................................................................. 35
e) Introductie................................................................................................................................ 35
2.1.2 Werving (p. 116-118)..................................................................................................................... 35
Het belang van een aantrekkelijk werkgeversimago........................................................................... 35
Personeelsadvertenties: Mag dat?..................................................................................................... 36
2.1.3 Conflicten wervings- en selectiefase (p. 122-125) .......................................................................... 36
Conflict 1 voorkomen: Realistic job previews (RJP’s) .......................................................................... 37
De schaarste die we zelf creëren door…............................................................................................. 38
Conflict 3 voorkomen: doelgroepsvergroting ..................................................................................... 38
2.2 Personeelsplanning ............................................................................................................................... 40
2.2.1 Evoluties in vraag en aanbod van arbeid (p. 67 e.v.) ....................................................................... 40
Wervingsplan .................................................................................................................................... 42
Afvloeiingsplan.................................................................................................................................. 42
Flexibiliteitsplan ................................................................................................................................ 42
2.2.2 Een basismodel ............................................................................................................................. 43
2.2.3 Factoren die de vraag beïnvloeden ................................................................................................ 44
1. Omzetevoluties ............................................................................................................................. 44
2. Productinnovatie ........................................................................................................................... 44
3. Procesinnovatie............................................................................................................................. 44
4. Strategische (her)positionering ...................................................................................................... 44
5. Fusies, acquisities, herstructurering ............................................................................................... 44
6. Overheidsinterventie ..................................................................................................................... 45
2.2.4 Factoren die het aanbod beïnvloeden............................................................................................ 45
1. Personeelsverloop (p. 75-78) ......................................................................................................... 45
Een typologie................................................................................................................................ 45
Belgische cijfers ............................................................................................................................ 46
Pull & Push-factoren ..................................................................................................................... 46
2. Bedrijfsdemografie (p. 78-83) ........................................................................................................ 47
3. Vergrijzing ..................................................................................................................................... 48
Nuance 1a: Verschillen tussen individuen stijgen met de leeftijd ................................................... 48
Nuance 1b: verrijkte leeromgeving kan deze neerwaartse evolutie afremmen .............................. 48
Nuance 2a: We worden allemaal productiever … .......................................................................... 49
Nuance 2b: De 60-jarige van vandaag is niet vergelijkbaar met de 60-jarige van morgen ............... 50
Nuance 3: ‘Prestatie’ kent vele dimensies - Meta-analyse 380 studies - Ng & Feldman, 2008 ......... 50
Nuance 4: Leeftijdsdiversiteit op de werkvloer .............................................................................. 51
Snel wijzigende leeftijdsverdeling ............................................................................................. 51
Skill Obsolescence of kennisveroudering à risico n°1! ................................................................... 52
Lost Knowledge à risico n°2......................................................................................................... 52
Gemiddelde leeftijd en productiviteit à risico n°3 .................................................................... 52
2.2.5 Arbeidsmarktscanning................................................................................................................... 53
2.2.6 Afvloeiingsplan.............................................................................................................................. 54
Downsizing als planningsvraagstuk .................................................................................................... 54
2.2.7 Flexibiliteitsplan ............................................................................................................................ 55
Keuze benodigde capaciteit ............................................................................................................... 55
Minimumstrategie ........................................................................................................................ 56
Maximumstrategie ....................................................................................................................... 56
, Deel 3: Werving van personeel....................................................................................................................... 57
3.1 Werving en selectie van young graduates ............................................................................................. 57
3.2 Interne vs. externe werving (p. 107-109) ............................................................................................... 57
3.3 Paying More to Get Less: The Effects of External Hiring versus Internal Mobility .................................... 58
3.4 Wervingskanalen .................................................................................................................................. 58
3.4.1 Formele wervingskanalen.............................................................................................................. 58
3.4.2 Informele wervingskanalen ........................................................................................................... 59
3.4.3 Een typologie ................................................................................................................................ 60
3.4.4 ‘Post-hire’ effecten (p. 115-116) .................................................................................................... 60
3.4.5 What about social media? ............................................................................................................. 61
Deel 4a: Functieanalyse.................................................................................................................................. 62
Van functieanalyse tot predictor (p. 127-130) ............................................................................................. 62
4a.1 Voorbeeld ........................................................................................................................................... 62
4a.2 Operationele predictoren .................................................................................................................... 63
4a.3 Conceptuele predictoren (p. 134-137).................................................................................................. 63
4a.4 Uitdaging voor de toekomst ................................................................................................................ 64
Deel 4b: Selectietechnieken ........................................................................................................................... 66
4b.1 Arbeidsproef ....................................................................................................................................... 66
4b.1.1 Sample-perspectief (p. 144-145) .................................................................................................. 66
4b.1.2 Validiteit en betrouwbaarheid ..................................................................................................... 67
4b.2 Psychologische test ............................................................................................................................. 68
4b.2.1 Types .......................................................................................................................................... 68
Projectieve tests................................................................................................................................ 68
Expressieve tests ............................................................................................................................... 68
Algemene intelligentietests ............................................................................................................... 68
Test speciale vermogens ................................................................................................................... 68
Persoonlijkheidstests ........................................................................................................................ 69
4b.2.2 Kwaliteitsvoorwaarden................................................................................................................ 69
4b.2.3 Sign-perspectief (p. 142-144)....................................................................................................... 70
4b.3 Selectie-interview ............................................................................................................................... 70
4b.3.1 Sign selectie interview ................................................................................................................. 71
4b.3.1 Sample selectie interview ............................................................................................................ 71
Situationeel versus gedragsgericht – Eén voorbeeld, twee varianten ................................................. 71
Interview op basis van ‘puzzlers’........................................................................................................ 72
4b.3 Situationele test.................................................................................................................................. 73
Leidinggevende functies – De grote variatie van taakgebieden .......................................................... 73
In-basket ........................................................................................................................................... 74
Meting van… ..................................................................................................................................... 74
Types situationele tests ..................................................................................................................... 75
Voorbeeld: Leaderless group discussion ............................................................................................ 75
Assessment center ............................................................................................................................ 76
Fase 1 – Inventarisering ................................................................................................................ 77
Fase 2 – Operationalisering ........................................................................................................... 77
Fase 3 – Uitvoering ....................................................................................................................... 78
Fase 4 – Eindevaluatie .................................................................................................................. 78
Schmidt & Hunter – Voorspellende validiteit (t.a.v. functieprestatie)............................................. 79
Deel 5: Personeelsbeoordeling ....................................................................................................................... 80
