Personeelspsychologie: HRM –
Back to basics
Master Bedrijfscommunica2e
,Hoofdstuk 1: Introductie........................................................................................................................................... 12
Evolutie van personeelsbeleid naar (strategisch) HR Management: ....................................... 12
Scientific management / Taylorisme – Time & Motion studies .............................................. 12
Human Relations Movement – Hawthorn studies................................................................ 12
Human Resource Management .......................................................................................... 13
Strategic Human Resource Management ........................................................................... 13
Overzicht ............................................................................................................................................................................. 13
Wat? ................................................................................................................................................................................... 14
Personeelsstromen ........................................................................................................................................................ 14
HR-praktijken (Michigan Matching Model) .................................................................................................... 14
Instroom........................................................................................................................... 14
Doorstroom ...................................................................................................................... 14
Uitstroom ......................................................................................................................... 14
Loopbaanmanagement ..................................................................................................... 14
In context en tijd ............................................................................................................................................................ 15
Waarom? ......................................................................................................................................................................... 15
Wat wil HRM bereiken? .............................................................................................................................................. 15
Interne fit.......................................................................................................................... 15
Externe fit ......................................................................................................................... 15
Strategische fit ................................................................................................................. 15
Voorbeeld Retail ........................................................................................................... 16
Voorbeeld Wit Gele Kruis .............................................................................................. 16
Wie? ................................................................................................................................................................................... 17
Model van Ulrich: Rollen ........................................................................................................................................... 17
Bedrijfsinfrastructuur........................................................................................................ 17
Medewerkers .................................................................................................................... 17
Strategisch HRM ............................................................................................................... 17
Transformatie & verandering .............................................................................................. 18
Samenvattend .................................................................................................................. 18
Actoren ................................................................................................................................................................................. 19
HRM ................................................................................................................................. 19
Topmanagement ............................................................................................................... 19
Lijnmanagement ............................................................................................................... 19
Outsourcing ...................................................................................................................... 19
Hoe? ................................................................................................................................................................................... 20
Uitgangspunt .................................................................................................................... 20
Implicaties ....................................................................................................................... 20
High commitment HRM practices .................................................................................. 20
High performance HRM practices .................................................................................. 20
Voorbeeld: “Gig economy” (hard & zacht) ...................................................................... 20
Integratie in de organisatieà “HR is een afdeling zoals alle andere” ............................... 21
HR wordt “afgerekend” à “What gets measured, gets managed, and gets done!”............ 21
Loont HRM? ........................................................................................................................................................................ 21
Kritiek .............................................................................................................................. 22
Besluit & Trends ....................................................................................................................................................... 22
Strategische Partner ......................................................................................................... 23
Change Agent ................................................................................................................... 23
Administratief Expert ........................................................................................................ 23
Medewerkerondersteuner ................................................................................................. 23
1
,Hoofdstuk 2: Job- en competentiemodeling ................................................................................................. 24
Inleiding ......................................................................................................................................................................... 24
Vergelijking tussen de klassieke industriële maatschappij en de moderne kennisintensieve
maatschappij: .............................................................................................................. 24
Situering ......................................................................................................................................................................... 25
Descriptief idee ................................................................................................................ 25
Normatief ......................................................................................................................... 25
Evaluatief ......................................................................................................................... 25
Perspectieven .............................................................................................................................................................. 25
4 bouwstenen om aan jobcompetentie modeling te doen: ............................................................ 25
Descriptoren ...................................................................................................................................................................... 25
Kernelementen van descriptoren ....................................................................................... 26
Knelpunten ....................................................................................................................... 26
Informatiebronnen ........................................................................................................................................................ 27
Functiehouder .................................................................................................................. 27
Leidinggevenden ............................................................................................................... 27
HR-specialist/consultant .................................................................................................. 27
Technische experts ........................................................................................................... 28
Klanten............................................................................................................................. 28
Samenvattend: ................................................................................................................. 28
Informatieverzameling ............................................................................................................................................... 29
Analyse-eenheden .......................................................................................................................................................... 30
Functie ............................................................................................................................. 30
De opdrachten .................................................................................................................. 30
De taken ........................................................................................................................... 30
De elementen ................................................................................................................... 31
De bewegingen ................................................................................................................. 31
Voorbeeld bouwstenen Caveat .......................................................................................... 32
Zelfpresentatie ............................................................................................................. 32
Sociale bias.................................................................................................................. 32
Informatieverwerkingsproblemen ................................................................................. 32
Heuristieke & bias ........................................................................................................ 32
Externe factoren ........................................................................................................... 32
Samenvattend .................................................................................................................. 32
Job modeling ............................................................................................................................................................... 33
Terminologie ..................................................................................................................................................................... 33
Functie/job ....................................................................................................................... 33
Functiebeschrijving à Taak-georiënteerd........................................................................... 33
Functie-analyse à Persoons-georiënteerd ......................................................................... 33
Functieclassificatie .......................................................................................................... 33
Technieken ......................................................................................................................................................................... 33
Functional Job Analysis (FJA) ............................................................................................. 34
Taakvragenlijst (Task Inventory) ......................................................................................... 35
Job Element Method (JEM) ................................................................................................. 35
Narratieve taak / Functiebeschrijving ................................................................................. 36
Voor- en nadelen van narratieve taak ............................................................................. 36
Kritische incidententechniek............................................................................................. 36
Voor- en nadelen van kritische incidenten...................................................................... 37
Persoonlijkheidsgebaseerde vragenlijst ............................................................................. 37
Samengevat ...................................................................................................................... 38
Keuze van een techniek op basis van.................................................................................. 38
Kritiek .............................................................................................................................. 38
2
, Competentie modeling .......................................................................................................................................... 40
Terminologie ..................................................................................................................................................................... 40
Ijsbergmodel McClelland............................................................................................................................................ 40
Boven de lijn ..................................................................................................................... 40
Onder water (niet-zichtbare competenties): ....................................................................... 41
Proces.................................................................................................................................................................................... 41
Jobmodeling vs Competentiemodeling .............................................................................. 41
Wanneer gebruik je welke methode? .................................................................................. 41
Vier stappen in het proces van competentiemangement ..................................................... 42
Voorbeelden van compententieraamwerk .......................................................................... 43
Competentiewiel Quintesse .......................................................................................... 43
Competentieraamwerk Competentieraamwerk veel competentieprofiel KUL
(onderzoeker) aangeboden door organisaties ............................................................... 43
Competenties contextualiseren ........................................................................................ 43
Bouwstenen ....................................................................................................................................................................... 44
Dezelfde bouwstenen komen terug................................................................................ 44
Verschil met functiestudie ........................................................................................................................................ 45
Belangrijke verschillen:................................................................................................. 45
Kritiek op competentiemodeling ........................................................................................................................... 45
Terminologische verwarring............................................................................................... 45
Abstract en multidimensioneel .......................................................................................... 45
Gebrek aan empirisch bewijsmateriaal .............................................................................. 45
Organisatie-specifiek vs. “One size fits all” ........................................................................ 45
Gebrek aan overeenstemming: Interbeoordelaarbetrouwbaarheid ...................................... 45
Normatief karakter ............................................................................................................ 46
Besluit & Trends ....................................................................................................................................................... 46
Samenvatting.................................................................................................................................................................... 46
Trends ................................................................................................................................................................................... 47
Cognitieve taakanalyse < Mentale processen ..................................................................... 47
Strategic job modeling < nog niet bestaande jobs ............................................................... 47
Kernprincipes ............................................................................................................... 47
Het Nieuwe Werken (HNW) ................................................................................................ 47
Voordelen: ................................................................................................................... 48
Uitdagingen: ................................................................................................................. 48
Van jobdesign naar jobcrafting ........................................................................................... 48
Drie dimensies van jobcrafting: ..................................................................................... 48
Voordelen: ................................................................................................................... 48
Machine Learning & Functieanalyse ................................................................................... 49
Toepassingen: .............................................................................................................. 49
Voordelen: ................................................................................................................... 49
Uitdagingen: ................................................................................................................. 49
Relevantie voor HRM ................................................................................................................................................... 49
Rekrutering en selectie ..................................................................................................... 49
Training en ontwikkeling .................................................................................................... 49
Functiewaardering en beloning .......................................................................................... 49
Prestatiebeoordeling......................................................................................................... 50
Jobdesign ......................................................................................................................... 50
Ergonomie en veiligheid .................................................................................................... 50
Hoofdstuk 3: Rekrutering en Employer Branding .................................................................................... 51
Relevantie ...................................................................................................................................................................... 51
Prehire.................................................................................................................................................................................. 51
Kwantitatieve indicatoren in de prehire-fase ...................................................................... 51
3
Back to basics
Master Bedrijfscommunica2e
,Hoofdstuk 1: Introductie........................................................................................................................................... 12
Evolutie van personeelsbeleid naar (strategisch) HR Management: ....................................... 12
Scientific management / Taylorisme – Time & Motion studies .............................................. 12
Human Relations Movement – Hawthorn studies................................................................ 12
Human Resource Management .......................................................................................... 13
Strategic Human Resource Management ........................................................................... 13
Overzicht ............................................................................................................................................................................. 13
Wat? ................................................................................................................................................................................... 14
Personeelsstromen ........................................................................................................................................................ 14
HR-praktijken (Michigan Matching Model) .................................................................................................... 14
Instroom........................................................................................................................... 14
Doorstroom ...................................................................................................................... 14
Uitstroom ......................................................................................................................... 14
Loopbaanmanagement ..................................................................................................... 14
In context en tijd ............................................................................................................................................................ 15
Waarom? ......................................................................................................................................................................... 15
Wat wil HRM bereiken? .............................................................................................................................................. 15
Interne fit.......................................................................................................................... 15
Externe fit ......................................................................................................................... 15
Strategische fit ................................................................................................................. 15
Voorbeeld Retail ........................................................................................................... 16
Voorbeeld Wit Gele Kruis .............................................................................................. 16
Wie? ................................................................................................................................................................................... 17
Model van Ulrich: Rollen ........................................................................................................................................... 17
Bedrijfsinfrastructuur........................................................................................................ 17
Medewerkers .................................................................................................................... 17
Strategisch HRM ............................................................................................................... 17
Transformatie & verandering .............................................................................................. 18
Samenvattend .................................................................................................................. 18
Actoren ................................................................................................................................................................................. 19
HRM ................................................................................................................................. 19
Topmanagement ............................................................................................................... 19
Lijnmanagement ............................................................................................................... 19
Outsourcing ...................................................................................................................... 19
Hoe? ................................................................................................................................................................................... 20
Uitgangspunt .................................................................................................................... 20
Implicaties ....................................................................................................................... 20
High commitment HRM practices .................................................................................. 20
High performance HRM practices .................................................................................. 20
Voorbeeld: “Gig economy” (hard & zacht) ...................................................................... 20
Integratie in de organisatieà “HR is een afdeling zoals alle andere” ............................... 21
HR wordt “afgerekend” à “What gets measured, gets managed, and gets done!”............ 21
Loont HRM? ........................................................................................................................................................................ 21
Kritiek .............................................................................................................................. 22
Besluit & Trends ....................................................................................................................................................... 22
Strategische Partner ......................................................................................................... 23
Change Agent ................................................................................................................... 23
Administratief Expert ........................................................................................................ 23
Medewerkerondersteuner ................................................................................................. 23
1
,Hoofdstuk 2: Job- en competentiemodeling ................................................................................................. 24
Inleiding ......................................................................................................................................................................... 24
Vergelijking tussen de klassieke industriële maatschappij en de moderne kennisintensieve
maatschappij: .............................................................................................................. 24
Situering ......................................................................................................................................................................... 25
Descriptief idee ................................................................................................................ 25
Normatief ......................................................................................................................... 25
Evaluatief ......................................................................................................................... 25
Perspectieven .............................................................................................................................................................. 25
4 bouwstenen om aan jobcompetentie modeling te doen: ............................................................ 25
Descriptoren ...................................................................................................................................................................... 25
Kernelementen van descriptoren ....................................................................................... 26
Knelpunten ....................................................................................................................... 26
Informatiebronnen ........................................................................................................................................................ 27
Functiehouder .................................................................................................................. 27
Leidinggevenden ............................................................................................................... 27
HR-specialist/consultant .................................................................................................. 27
Technische experts ........................................................................................................... 28
Klanten............................................................................................................................. 28
Samenvattend: ................................................................................................................. 28
Informatieverzameling ............................................................................................................................................... 29
Analyse-eenheden .......................................................................................................................................................... 30
Functie ............................................................................................................................. 30
De opdrachten .................................................................................................................. 30
De taken ........................................................................................................................... 30
De elementen ................................................................................................................... 31
De bewegingen ................................................................................................................. 31
Voorbeeld bouwstenen Caveat .......................................................................................... 32
Zelfpresentatie ............................................................................................................. 32
Sociale bias.................................................................................................................. 32
Informatieverwerkingsproblemen ................................................................................. 32
Heuristieke & bias ........................................................................................................ 32
Externe factoren ........................................................................................................... 32
Samenvattend .................................................................................................................. 32
Job modeling ............................................................................................................................................................... 33
Terminologie ..................................................................................................................................................................... 33
Functie/job ....................................................................................................................... 33
Functiebeschrijving à Taak-georiënteerd........................................................................... 33
Functie-analyse à Persoons-georiënteerd ......................................................................... 33
Functieclassificatie .......................................................................................................... 33
Technieken ......................................................................................................................................................................... 33
Functional Job Analysis (FJA) ............................................................................................. 34
Taakvragenlijst (Task Inventory) ......................................................................................... 35
Job Element Method (JEM) ................................................................................................. 35
Narratieve taak / Functiebeschrijving ................................................................................. 36
Voor- en nadelen van narratieve taak ............................................................................. 36
Kritische incidententechniek............................................................................................. 36
Voor- en nadelen van kritische incidenten...................................................................... 37
Persoonlijkheidsgebaseerde vragenlijst ............................................................................. 37
Samengevat ...................................................................................................................... 38
Keuze van een techniek op basis van.................................................................................. 38
Kritiek .............................................................................................................................. 38
2
, Competentie modeling .......................................................................................................................................... 40
Terminologie ..................................................................................................................................................................... 40
Ijsbergmodel McClelland............................................................................................................................................ 40
Boven de lijn ..................................................................................................................... 40
Onder water (niet-zichtbare competenties): ....................................................................... 41
Proces.................................................................................................................................................................................... 41
Jobmodeling vs Competentiemodeling .............................................................................. 41
Wanneer gebruik je welke methode? .................................................................................. 41
Vier stappen in het proces van competentiemangement ..................................................... 42
Voorbeelden van compententieraamwerk .......................................................................... 43
Competentiewiel Quintesse .......................................................................................... 43
Competentieraamwerk Competentieraamwerk veel competentieprofiel KUL
(onderzoeker) aangeboden door organisaties ............................................................... 43
Competenties contextualiseren ........................................................................................ 43
Bouwstenen ....................................................................................................................................................................... 44
Dezelfde bouwstenen komen terug................................................................................ 44
Verschil met functiestudie ........................................................................................................................................ 45
Belangrijke verschillen:................................................................................................. 45
Kritiek op competentiemodeling ........................................................................................................................... 45
Terminologische verwarring............................................................................................... 45
Abstract en multidimensioneel .......................................................................................... 45
Gebrek aan empirisch bewijsmateriaal .............................................................................. 45
Organisatie-specifiek vs. “One size fits all” ........................................................................ 45
Gebrek aan overeenstemming: Interbeoordelaarbetrouwbaarheid ...................................... 45
Normatief karakter ............................................................................................................ 46
Besluit & Trends ....................................................................................................................................................... 46
Samenvatting.................................................................................................................................................................... 46
Trends ................................................................................................................................................................................... 47
Cognitieve taakanalyse < Mentale processen ..................................................................... 47
Strategic job modeling < nog niet bestaande jobs ............................................................... 47
Kernprincipes ............................................................................................................... 47
Het Nieuwe Werken (HNW) ................................................................................................ 47
Voordelen: ................................................................................................................... 48
Uitdagingen: ................................................................................................................. 48
Van jobdesign naar jobcrafting ........................................................................................... 48
Drie dimensies van jobcrafting: ..................................................................................... 48
Voordelen: ................................................................................................................... 48
Machine Learning & Functieanalyse ................................................................................... 49
Toepassingen: .............................................................................................................. 49
Voordelen: ................................................................................................................... 49
Uitdagingen: ................................................................................................................. 49
Relevantie voor HRM ................................................................................................................................................... 49
Rekrutering en selectie ..................................................................................................... 49
Training en ontwikkeling .................................................................................................... 49
Functiewaardering en beloning .......................................................................................... 49
Prestatiebeoordeling......................................................................................................... 50
Jobdesign ......................................................................................................................... 50
Ergonomie en veiligheid .................................................................................................... 50
Hoofdstuk 3: Rekrutering en Employer Branding .................................................................................... 51
Relevantie ...................................................................................................................................................................... 51
Prehire.................................................................................................................................................................................. 51
Kwantitatieve indicatoren in de prehire-fase ...................................................................... 51
3
