Assessor samenvatting

ASSESSOR

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

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

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

Psychodiagnostische cyclus in HR.........................................................................................................................6

Inleiding 2...................................................................................................................................................... 8

Bouwstenen kwaliteitsvolle diagnostiek...............................................................................................................8

Kwaliteit van de data checken..............................................................................................................................8

Psychodiagnostische cyclus in HR.........................................................................................................................8
Diagnostische vraagstukken in HR....................................................................................................................8
Een goede start = goed intake...........................................................................................................................8
Belang voorlopig integratief beeld....................................................................................................................9

Teamfunctioneren 1..................................................................................................................................... 10

Psychodiagnostische cyclus in HR.......................................................................................................................10

Wat in kaart brengen?........................................................................................................................................11
Focus van een team assessment.....................................................................................................................11
Inhoud team assessment................................................................................................................................11

Hoe teamfunctioneren in kaart brengen?..........................................................................................................13
Focusgroepen/ groepsinterviews....................................................................................................................13
Observaties......................................................................................................................................................13
Vragenlijsten....................................................................................................................................................13

Selectie 1..................................................................................................................................................... 17
Selectie algemeen...............................................................................................................................................17
Wat willen we meten?....................................................................................................................................17
hoe willen we meten?.....................................................................................................................................17
Beslissen wie de job krijgt...............................................................................................................................19

Selectietechnieken..............................................................................................................................................19
Algemeen.........................................................................................................................................................19
Interview.........................................................................................................................................................20
Intelligentie......................................................................................................................................................22

Welzijn........................................................................................................................................................ 25

Welzijn “kennen”.................................................................................................................................................25
Welzijn: de metafoor van de ijsberg...............................................................................................................25
Van welzijn naar onwelzijn..............................................................................................................................25
Van omgeving naar persoon...........................................................................................................................25
Effect van stressor op lichaam........................................................................................................................26
KOP-model.......................................................................................................................................................26
Job-demands resources model.......................................................................................................................27

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, Psychosociaal welzijn......................................................................................................................................27
Welzijn – een vlag met vele ladingen..............................................................................................................27

Welzijn meten.....................................................................................................................................................28
Psychodiagnostische cyclus in HR...................................................................................................................28
Wat is er hier aan de hand?!?!........................................................................................................................28

Welzjin “verbeteren”...........................................................................................................................................34

Performance management........................................................................................................................... 36

Wat is prestatiemanagement?...........................................................................................................................36

Statements & intro..............................................................................................................................................36

Waar knelt het schoentje....................................................................................................................................37
Als proces vs als gebeurtenis...........................................................................................................................37
Relatie tussen PM en andere HR cycli.............................................................................................................37

Criteria voor effectieve PM.................................................................................................................................38

Methodes voor het beoordelen van prestaties...................................................................................................38
1. Vergelijken...................................................................................................................................................38
2. Scoren van individuen.................................................................................................................................40
3. Meten van resultaten..................................................................................................................................41

Informatiebronnen voor PM...............................................................................................................................42

Fouten in PM.......................................................................................................................................................42




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, 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?

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