Examen personeelsbeleid 2018 Prof Dirk Buyens + antwoorden
Duurtijd: 3uur
Vraag 1: Geef de betekenis van 10 van deze 12 begrippen. (in max 6 lijnen)
1) Acqui-hiring ( dia 128, PPT3)
You take over a company, not for the product, but for the people working there. It’s a relatively
new concept in the tech industry. It saves time and money in acquiring new talent. It’s a
shortcut to quickly hire best talent in a large number.
2) A MOOC ( dia 16, PPT2)
Massive open online courses. It replaces the traditional classroom settings. It’s the shift from
individuals to communities and from organizations to networks. It is designed to enroll large
numbers of learners who have access to the Internet and composed of interactive courses
including video lectures, discussion groups,….
3) 3 layer model ( dia 109, PPT3)
Corporate HR competence centre: near to the top, tool developers, high level of
business understanding, works on project base, centralizing force within organization.
HR business partner: decentralized HR, Driven by business-unit thinking, action driven
HR shared services centre: centralization of administration and procedures, click-call-
face approach, adding value by reducting administrative and transactional activities,
strongly e-supported.
4) Employer branding ( dia 132, PPT1)
Focus on how a company wants to be perceived by the labour market. They target the public
they want to reach in a specific way. They brand their strengths, vision and leadership,
communication, reward system, policies and values. They show the culture of the organization
to differentiate them. In this manner, the company want to be recognized, believed,
personalized and remembered.
5) Helicopter parents ( dia 160, PPT1)
Ouders die alles doen voor hun kinderen, door technologie kunnen ze altijd weten waar je bent,
kunnen ze over je waken, they are involved in every decision you take, particularly at
educational problems and experiences.
Bv. Meegaan naar een solliciatiegesprek, ….
6) HR disruptive ( dia 125, PPT3)
HR goes mobile, there are a lot of HR apps in the making.
, HR is more and more connected with Internet
Radical changes to recruiting
Analytical driven HRM: it’s about big data.
Dramatic changes to performance management and talent mobility. Real time feedback
systems instead of one year annual appraisal.
Learning management systems change ( MOOCS, blended learning, webinars,..)
Acqui-hiring: You take over a company, not for the product, but for the people working
there.
7) l-deals niet gevonden
8) Searchers & finders in recruitment ( dia 123, PP1)
Searchers: are looking for a job
finders: people who are not looking for a job, companies find them. Headhunters want them
because they are good people. they are difficult to find
9) 9 box ( dia 44, PPT2)
Talent management tool. We rate our people on 2 dimensions
performance( low-high)
Potential( low-high)
Every line manager is asked once or twice a year to plot your people on the box
Performance: easy to measure, how well you are doing your job
Potential: difficult to measure. That is not what we can see, but what we think we can
still do towards the future
Hipo’s: number 7,8,9 ( all 3 high potential), maybe 6 you have different definition of what
talent is
Point of the 9 box: calibration: you calibrate the results. Meet with you peers and calibrate the
results. Some managers have a different definition of a 9 than others.
10) 70:20:10 learning model reinvented (dia 14, PPT2)
10% formal education easy to condition( university) focused
20% coaching of your manager/boss
70% what we learn in our job
90% van learning is not focused
So we need to have internships,….
Duurtijd: 3uur
Vraag 1: Geef de betekenis van 10 van deze 12 begrippen. (in max 6 lijnen)
1) Acqui-hiring ( dia 128, PPT3)
You take over a company, not for the product, but for the people working there. It’s a relatively
new concept in the tech industry. It saves time and money in acquiring new talent. It’s a
shortcut to quickly hire best talent in a large number.
2) A MOOC ( dia 16, PPT2)
Massive open online courses. It replaces the traditional classroom settings. It’s the shift from
individuals to communities and from organizations to networks. It is designed to enroll large
numbers of learners who have access to the Internet and composed of interactive courses
including video lectures, discussion groups,….
3) 3 layer model ( dia 109, PPT3)
Corporate HR competence centre: near to the top, tool developers, high level of
business understanding, works on project base, centralizing force within organization.
HR business partner: decentralized HR, Driven by business-unit thinking, action driven
HR shared services centre: centralization of administration and procedures, click-call-
face approach, adding value by reducting administrative and transactional activities,
strongly e-supported.
4) Employer branding ( dia 132, PPT1)
Focus on how a company wants to be perceived by the labour market. They target the public
they want to reach in a specific way. They brand their strengths, vision and leadership,
communication, reward system, policies and values. They show the culture of the organization
to differentiate them. In this manner, the company want to be recognized, believed,
personalized and remembered.
5) Helicopter parents ( dia 160, PPT1)
Ouders die alles doen voor hun kinderen, door technologie kunnen ze altijd weten waar je bent,
kunnen ze over je waken, they are involved in every decision you take, particularly at
educational problems and experiences.
Bv. Meegaan naar een solliciatiegesprek, ….
6) HR disruptive ( dia 125, PPT3)
HR goes mobile, there are a lot of HR apps in the making.
, HR is more and more connected with Internet
Radical changes to recruiting
Analytical driven HRM: it’s about big data.
Dramatic changes to performance management and talent mobility. Real time feedback
systems instead of one year annual appraisal.
Learning management systems change ( MOOCS, blended learning, webinars,..)
Acqui-hiring: You take over a company, not for the product, but for the people working
there.
7) l-deals niet gevonden
8) Searchers & finders in recruitment ( dia 123, PP1)
Searchers: are looking for a job
finders: people who are not looking for a job, companies find them. Headhunters want them
because they are good people. they are difficult to find
9) 9 box ( dia 44, PPT2)
Talent management tool. We rate our people on 2 dimensions
performance( low-high)
Potential( low-high)
Every line manager is asked once or twice a year to plot your people on the box
Performance: easy to measure, how well you are doing your job
Potential: difficult to measure. That is not what we can see, but what we think we can
still do towards the future
Hipo’s: number 7,8,9 ( all 3 high potential), maybe 6 you have different definition of what
talent is
Point of the 9 box: calibration: you calibrate the results. Meet with you peers and calibrate the
results. Some managers have a different definition of a 9 than others.
10) 70:20:10 learning model reinvented (dia 14, PPT2)
10% formal education easy to condition( university) focused
20% coaching of your manager/boss
70% what we learn in our job
90% van learning is not focused
So we need to have internships,….
