Malika De Ridder & Zoë Nicasie – 2024-2025
Samenvatting Human Resource Management
Inhoudsopgave
1 Introductie tot human resource management ____________________________________________________________ 5
1.1 Inleiding tot strategisch HRM ______________________________________________________________________________________ 5
1.1.1 Een definitie van HRM ________________________________________________________________________________________ 5
1.2 Historische schets _______________________________________________________________________________________________ 5
1.2.1 Voor de industriële revolutie __________________________________________________________________________________ 5
1.2.1.1 Arbeidsverdeling ________________________________________________________________________________________ 5
1.2.1.2 Gilden en ambachten ____________________________________________________________________________________ 6
1.2.2 Industriële revolutie _________________________________________________________________________________________ 6
1.2.2.1 Gevolgen industriële revolutie ____________________________________________________________________________ 6
1.2.2.2 Eerstelijnsopzichters ____________________________________________________________________________________ 6
1.2.3 Bewegingen _________________________________________________________________________________________________ 6
1.2.4 Eerste en tweede wereldoorlog: ontwikkeling personeelsbeleid __________________________________________________ 6
1.2.5 *Personeelsbeleid 1945-1970 ________________________________________________________________________________ 7
1.2.6 Van personeelsbeleid naar strategisch human resource management____________________________________________ 7
1.2.6.1 Komen tot strategisch HRM ______________________________________________________________________________ 7
1.2.6.2 Uitgangspunten strategisch HRM _________________________________________________________________________ 7
1.2.6.3 Huidige trends __________________________________________________________________________________________ 7
1.2.6.4 Het concept ‘alignering’__________________________________________________________________________________ 8
1.2.7 *Human capital management en het meten van toegevoegde waarde ____________________________________________ 9
1.3 De HR-prestatie link ______________________________________________________________________________________________ 9
1.3.1 Resource-based view model __________________________________________________________________________________ 9
1.3.2 Contingency theory __________________________________________________________________________________________ 9
1.3.3 AMO framework _____________________________________________________________________________________________ 9
1.4 De rollen van HR-managers ______________________________________________________________________________________10
1.5 *Overzicht van HRM-modellen ___________________________________________________________________________________11
1.5.1 Michiganmodel _____________________________________________________________________________________________11
1.5.2 Harvardmodel ______________________________________________________________________________________________11
1.5.3 Europees contextueel model ________________________________________________________________________________12
1.6 Het toenemende belang van meten: HR-analytics__________________________________________________________________12
1.6.1 HR scorecards _____________________________________________________________________________________________12
1.6.1.1 Oefening (Examen) _____________________________________________________________________________________13
1.7 *Trends ________________________________________________________________________________________________________14
2 Job- en competentiemodeling __________________________________________________________________________ 15
2.1 Inleiding________________________________________________________________________________________________________15
2.1.1 Definitie ___________________________________________________________________________________________________15
2.1.2 Relevantie _________________________________________________________________________________________________15
2.1.3 Michigan matching model ___________________________________________________________________________________15
2.2 Bouwstenen ____________________________________________________________________________________________________15
2.2.1 Descriptoren _______________________________________________________________________________________________16
2.2.2 Informatiebronnen __________________________________________________________________________________________16
2.2.2.1 Verschillende SME’s ____________________________________________________________________________________16
2.2.2.2 Welke informatiebron/SME moeten we kiezen? ___________________________________________________________17
2.2.3 Informatie-verzamelingsmethodes ___________________________________________________________________________17
2.2.4 Analyse-eenheden __________________________________________________________________________________________19
2.2.5 Mogelijke foutbronnen ______________________________________________________________________________________19
2.3 Traditionele functiestudie________________________________________________________________________________________19
2.3.1 Kritiek & uitdagingen ________________________________________________________________________________________19
2.3.1.1 Het nieuwe werken _____________________________________________________________________________________20
2.3.1.2 Job crafting ____________________________________________________________________________________________20
2.3.1.3 Strategic job modeling __________________________________________________________________________________20
2.3.1.4 *Machine learning en functieanalyse _____________________________________________________________________20
2.3.1.5 Conclusie _____________________________________________________________________________________________20
2.3.2 *Onderdelen traditionele functieanalyse______________________________________________________________________21
2.3.2.1 Functional job analysis (FJA) ____________________________________________________________________________21
2.3.2.2 Taakvragenlijst (task inventory) __________________________________________________________________________21
2.3.2.3 Job element method (JEM) ______________________________________________________________________________21
2.3.2.4 Narratieve taak- en functiebeschrijving ___________________________________________________________________21
2.3.2.5 Kritische incidententechniek ____________________________________________________________________________21
2.3.2.6 Persoonlijkheidsgebaseerde methodes __________________________________________________________________21
2.4 Competentiemodeling __________________________________________________________________________________________21
2.4.1 Oorsprong & definitie van competenties ______________________________________________________________________22
, 2.4.2 Proces van competentiemodeling ____________________________________________________________________________23
2.4.3 Verschillen met functiestudie ________________________________________________________________________________23
2.4.4 *Kritiek op competentiemodeling ____________________________________________________________________________23
2.5 Case study _____________________________________________________________________________________________________23
2.6 *Nadruk op mentale processen: cognitieve taakanalyse ____________________________________________________________24
2.7 *Relevantie voor HRM ___________________________________________________________________________________________24
3 Rekrutering & employer branding _______________________________________________________________________ 25
3.1 Inleiding________________________________________________________________________________________________________25
3.1.1 Michigan matching model ___________________________________________________________________________________25
3.1.2 Waarom is dit relevant? _____________________________________________________________________________________25
3.1.3 Rekrutering vs selectie ______________________________________________________________________________________25
3.1.4 *Rekruteringsmodellen _____________________________________________________________________________________26
3.1.5 *Uitkomsten van rekrutering _________________________________________________________________________________26
3.2 Klassieke rekrutering ____________________________________________________________________________________________26
3.2.1 Doelgroep _________________________________________________________________________________________________26
3.2.2 Rekruteringsboodschap _____________________________________________________________________________________27
3.2.2.1 Voorwaarden voor de rekruteringsboodschap _____________________________________________________________27
3.2.2.2 Wat staat er in de rekruteringsboodschap? _______________________________________________________________27
3.2.2.3 Belangrijk bij het uitschrijven van de boodschap __________________________________________________________27
3.2.2.4 Manier om een job voor te stellen ________________________________________________________________________27
3.2.2.5 Vorm van de boodschap ________________________________________________________________________________27
3.2.3 Rekruteringskanaal _________________________________________________________________________________________28
3.2.4 Timing _____________________________________________________________________________________________________29
3.2.5 Recruiters _________________________________________________________________________________________________29
3.2.6 Kritiek op klassieke rekrutering_______________________________________________________________________________29
3.3 Employer branding ______________________________________________________________________________________________29
3.3.1 Stappenplan _______________________________________________________________________________________________30
3.3.1.1 Employer value proposition (EVP) ________________________________________________________________________30
3.3.1.2 Interne branding/living the brand ________________________________________________________________________30
3.3.1.3 Externe branding _______________________________________________________________________________________30
3.3.2 Raakpuntenmodel __________________________________________________________________________________________30
3.3.3 Werkgeversimago __________________________________________________________________________________________30
3.3.4 *Conclusie _________________________________________________________________________________________________31
3.3.5 *Third-party employment branding ___________________________________________________________________________31
3.4 Alternatieve sollicitantenpopulatie _______________________________________________________________________________31
3.4.1 Diverse sollicitantenpopulatie _______________________________________________________________________________31
3.4.1.1 Voordelen van het verruimen van de sollicitantenpool _____________________________________________________32
3.4.1.2 Hoe trek je niet-traditionele kandidaten aan? _____________________________________________________________32
3.4.2 Alternatieven voor rekrutering________________________________________________________________________________32
3.5 *Arbeidsvoorwaarden ___________________________________________________________________________________________32
3.6 Strategiekeuze __________________________________________________________________________________________________32
3.7 *Trends ________________________________________________________________________________________________________33
4 Selectie _______________________________________________________________________________________________ 34
4.1 Inleiding________________________________________________________________________________________________________34
4.1.1 Michigan Matching Model ___________________________________________________________________________________34
4.1.2 Waarom is dit relevant? _____________________________________________________________________________________34
4.2 Psychometrie ___________________________________________________________________________________________________34
4.2.1 Betrouwbaarheid ___________________________________________________________________________________________34
4.2.2 Validiteit ___________________________________________________________________________________________________35
4.2.3 Adverse impact _____________________________________________________________________________________________35
4.3 Basismodel van personeelsselectie_______________________________________________________________________________36
4.3.1 Criteriumdomein ___________________________________________________________________________________________36
4.3.2 Criteriummaat _____________________________________________________________________________________________36
4.3.3 Predictorconstruct _________________________________________________________________________________________37
4.3.4 Predictorinstrument ________________________________________________________________________________________37
4.3.4.1 Biodata ________________________________________________________________________________________________38
4.3.4.2 Referenties en aanbevelingen ____________________________________________________________________________39
4.3.4.3 Persoonlijkheidsvragenlijsten ___________________________________________________________________________39
4.3.4.4 Integriteitstesten _______________________________________________________________________________________40
4.3.4.5 Cognitieve vaardigheidstest _____________________________________________________________________________40
4.3.4.6 Emotionele intelligentietesten ___________________________________________________________________________41
4.3.4.7 Selectieinterview _______________________________________________________________________________________41
4.3.4.8 Medisch en fysiek onderzoek ____________________________________________________________________________43
4.3.4.9 Work samples (arbeidsproef) ____________________________________________________________________________43
4.3.4.10 Assessment centers ____________________________________________________________________________________43
4.3.4.11 Situational judgment test _______________________________________________________________________________44
2
, 4.4 Hoe een testbatterij samenstellen? _______________________________________________________________________________44
4.4.1 *Aanbevelingen ____________________________________________________________________________________________45
4.5 *Trends ________________________________________________________________________________________________________45
5 Training en ontwikkeling (learning & development) ______________________________________________________ 46
5.1 Inleiding________________________________________________________________________________________________________46
5.1.1 Michigan Matching Model ___________________________________________________________________________________46
5.1.2 Relevantie _________________________________________________________________________________________________46
5.1.3 *Twee benaderingen ________________________________________________________________________________________46
5.2 Traditionele benadering training __________________________________________________________________________________46
5.2.1 Behoeftediagnose __________________________________________________________________________________________47
5.2.2 Bepaal de trainingsdoelstellingen ____________________________________________________________________________47
5.2.3 Trainingsontwerp en methode _______________________________________________________________________________48
5.2.3.1 Trainer-centered _______________________________________________________________________________________48
5.2.3.2 Trainee-centered _______________________________________________________________________________________48
5.2.3.3 Teambuilding methodes ________________________________________________________________________________48
5.2.3.4 E-learning _____________________________________________________________________________________________48
5.2.3.5 *Blended learning ______________________________________________________________________________________49
5.2.4 Optimaliseer transfer _______________________________________________________________________________________49
5.2.4.1 Transfer meten _________________________________________________________________________________________49
5.2.4.2 Transfer maximaliseren _________________________________________________________________________________49
5.2.5 Training evalueren __________________________________________________________________________________________50
5.2.5.1 *Succescriteria bepalen ________________________________________________________________________________50
5.2.5.2 Model van Kirkpatrick ___________________________________________________________________________________51
5.2.5.3 *Verbeterd raamwerk: Alliger e.a. ________________________________________________________________________51
5.2.5.4 Geen systematische evaluatie van trainingen _____________________________________________________________52
5.3 *De nieuwe informele benadering van training en ontwikkeling ______________________________________________________52
5.3.1 *Populariteit van informeel leren _____________________________________________________________________________52
5.3.2 *Conceptueel model ________________________________________________________________________________________52
5.4 *Stakeholders __________________________________________________________________________________________________52
5.5 *Trends ________________________________________________________________________________________________________53
6 Prestatiemanagement & prestatiebeoordeling __________________________________________________________ 54
6.1 Inleiding________________________________________________________________________________________________________54
6.1.1 Michigan Matching Model ___________________________________________________________________________________54
6.1.2 Verschil prestatiemanagement en prestatiebeoordeling _______________________________________________________54
6.1.3 Relevantie _________________________________________________________________________________________________54
6.2 Bouwstenen van prestatiemanagement ___________________________________________________________________________54
6.2.1 Doel _______________________________________________________________________________________________________55
6.2.2 Eigenschappen, gedrag, resultaten ___________________________________________________________________________55
6.2.2.1 KSAO’s (eigenschappen) ________________________________________________________________________________55
6.2.2.2 Gedragsbeoordelingen _________________________________________________________________________________55
6.2.2.3 Resultaatsgerichte beoordelingen _______________________________________________________________________55
6.2.3 Beoordelingsinstrument_____________________________________________________________________________________55
6.2.3.1 Kwalitatieve beoordeling ________________________________________________________________________________55
6.2.3.2 Rangschikmethodes (relatief) ___________________________________________________________________________56
6.2.3.3 Absolute beoordelingen ________________________________________________________________________________56
6.2.3.4 Management-by-objectives (MBO) _______________________________________________________________________58
6.2.3.5 Welke instrument kies je nu? ____________________________________________________________________________58
6.2.4 Beoordelaars _______________________________________________________________________________________________59
6.2.4.1 Directe leidinggevende (80%) ____________________________________________________________________________59
6.2.4.2 Collega’s (peers) _______________________________________________________________________________________59
6.2.4.3 Directe ondergeschikten ________________________________________________________________________________59
6.2.4.4 Klanten ________________________________________________________________________________________________59
6.2.4.5 Zelfbeoordeling ________________________________________________________________________________________59
6.2.4.6 Multisource feedback (360-graden feedback) _____________________________________________________________59
6.2.5 Beoordelaarstraining________________________________________________________________________________________60
6.2.5.1 Biases _________________________________________________________________________________________________60
6.2.5.2 *Soorten trainingen _____________________________________________________________________________________60
6.2.6 Type functioneringsgesprek _________________________________________________________________________________60
6.2.6.1 Tell-and-sell ___________________________________________________________________________________________60
6.2.6.2 Tell-and-listen _________________________________________________________________________________________61
6.2.6.3 Problem-solving________________________________________________________________________________________61
6.2.6.4 Guidance ______________________________________________________________________________________________61
6.2.6.5 Welk interview werkt het best? __________________________________________________________________________61
6.3 *Trends ________________________________________________________________________________________________________61
6.4 Casus__________________________________________________________________________________________________________62
6.5 Realiteit van prestatiemanagement _______________________________________________________________________________62
3
, 6.5.1 Oorzaken __________________________________________________________________________________________________62
6.5.2 Mogelijke oplossingen ______________________________________________________________________________________62
6.5.2.1 Upgrading _____________________________________________________________________________________________62
6.5.2.2 Re-engineering _________________________________________________________________________________________62
6.5.2.3 Afzonderlijke doelstellingen _____________________________________________________________________________63
6.5.2.4 Informele en continue feedback _________________________________________________________________________63
6.5.3 Toekomst __________________________________________________________________________________________________63
7 Beloning _______________________________________________________________________________________________ 64
7.1 Inleiding________________________________________________________________________________________________________64
7.1.1 Michigan Matching Model ___________________________________________________________________________________64
7.1.2 Relevantie _________________________________________________________________________________________________64
7.1.3 Waarop moet iemands loon gebaseerd zijn: rechtvaardige grondslagen? ________________________________________64
7.2 Prestatiebeloningssystemen _____________________________________________________________________________________65
7.2.1 Individuele prestatiebeloning ________________________________________________________________________________65
7.2.1.1 Merit pay ______________________________________________________________________________________________65
7.2.1.2 Bonussen _____________________________________________________________________________________________65
7.2.1.3 Commissieloon ________________________________________________________________________________________65
7.2.1.4 Stukloon (tariefloon) en standaard urenplannen __________________________________________________________66
7.2.2 Groepsprestatiebeloning ____________________________________________________________________________________66
7.2.2.1 Profit sharing __________________________________________________________________________________________66
7.2.2.2 Gainsharing____________________________________________________________________________________________66
7.2.2.3 Wintsdeling in aandelen (stock options) __________________________________________________________________66
7.2.3 Conclusie __________________________________________________________________________________________________67
7.3 Financiële zorgen _______________________________________________________________________________________________67
7.4 Een beloningsstructuur opzetten _________________________________________________________________________________68
7.4.1 Interne rechtvaardigheid/billijkheid __________________________________________________________________________68
7.4.1.1 Rangschikkingsmethode ________________________________________________________________________________69
7.4.1.2 Classificatiemethode ___________________________________________________________________________________69
7.4.1.3 Puntenmethode ________________________________________________________________________________________70
7.4.1.4 *Skill-based plans ______________________________________________________________________________________70
7.4.1.5 *Competency-based plans ______________________________________________________________________________70
7.4.2 Externe rechtvaardigheid/billijkheid __________________________________________________________________________70
7.4.2.1 *Determinerende factoren voor competitieve lonen _______________________________________________________70
7.4.2.2 *Competitieve afstemming van beloningsniveau & beloningspakket ________________________________________71
7.4.3 Procedurele rechtvaardigheid _______________________________________________________________________________71
7.4.4 *Definitieve loonstructuur ___________________________________________________________________________________71
7.5 *Secundaire arbeidsvoorwaarden (extralegale voordelen) __________________________________________________________72
7.6 *Trends ________________________________________________________________________________________________________72
8 WPO2 _________________________________________________________________________________________________ 73
4
Samenvatting Human Resource Management
Inhoudsopgave
1 Introductie tot human resource management ____________________________________________________________ 5
1.1 Inleiding tot strategisch HRM ______________________________________________________________________________________ 5
1.1.1 Een definitie van HRM ________________________________________________________________________________________ 5
1.2 Historische schets _______________________________________________________________________________________________ 5
1.2.1 Voor de industriële revolutie __________________________________________________________________________________ 5
1.2.1.1 Arbeidsverdeling ________________________________________________________________________________________ 5
1.2.1.2 Gilden en ambachten ____________________________________________________________________________________ 6
1.2.2 Industriële revolutie _________________________________________________________________________________________ 6
1.2.2.1 Gevolgen industriële revolutie ____________________________________________________________________________ 6
1.2.2.2 Eerstelijnsopzichters ____________________________________________________________________________________ 6
1.2.3 Bewegingen _________________________________________________________________________________________________ 6
1.2.4 Eerste en tweede wereldoorlog: ontwikkeling personeelsbeleid __________________________________________________ 6
1.2.5 *Personeelsbeleid 1945-1970 ________________________________________________________________________________ 7
1.2.6 Van personeelsbeleid naar strategisch human resource management____________________________________________ 7
1.2.6.1 Komen tot strategisch HRM ______________________________________________________________________________ 7
1.2.6.2 Uitgangspunten strategisch HRM _________________________________________________________________________ 7
1.2.6.3 Huidige trends __________________________________________________________________________________________ 7
1.2.6.4 Het concept ‘alignering’__________________________________________________________________________________ 8
1.2.7 *Human capital management en het meten van toegevoegde waarde ____________________________________________ 9
1.3 De HR-prestatie link ______________________________________________________________________________________________ 9
1.3.1 Resource-based view model __________________________________________________________________________________ 9
1.3.2 Contingency theory __________________________________________________________________________________________ 9
1.3.3 AMO framework _____________________________________________________________________________________________ 9
1.4 De rollen van HR-managers ______________________________________________________________________________________10
1.5 *Overzicht van HRM-modellen ___________________________________________________________________________________11
1.5.1 Michiganmodel _____________________________________________________________________________________________11
1.5.2 Harvardmodel ______________________________________________________________________________________________11
1.5.3 Europees contextueel model ________________________________________________________________________________12
1.6 Het toenemende belang van meten: HR-analytics__________________________________________________________________12
1.6.1 HR scorecards _____________________________________________________________________________________________12
1.6.1.1 Oefening (Examen) _____________________________________________________________________________________13
1.7 *Trends ________________________________________________________________________________________________________14
2 Job- en competentiemodeling __________________________________________________________________________ 15
2.1 Inleiding________________________________________________________________________________________________________15
2.1.1 Definitie ___________________________________________________________________________________________________15
2.1.2 Relevantie _________________________________________________________________________________________________15
2.1.3 Michigan matching model ___________________________________________________________________________________15
2.2 Bouwstenen ____________________________________________________________________________________________________15
2.2.1 Descriptoren _______________________________________________________________________________________________16
2.2.2 Informatiebronnen __________________________________________________________________________________________16
2.2.2.1 Verschillende SME’s ____________________________________________________________________________________16
2.2.2.2 Welke informatiebron/SME moeten we kiezen? ___________________________________________________________17
2.2.3 Informatie-verzamelingsmethodes ___________________________________________________________________________17
2.2.4 Analyse-eenheden __________________________________________________________________________________________19
2.2.5 Mogelijke foutbronnen ______________________________________________________________________________________19
2.3 Traditionele functiestudie________________________________________________________________________________________19
2.3.1 Kritiek & uitdagingen ________________________________________________________________________________________19
2.3.1.1 Het nieuwe werken _____________________________________________________________________________________20
2.3.1.2 Job crafting ____________________________________________________________________________________________20
2.3.1.3 Strategic job modeling __________________________________________________________________________________20
2.3.1.4 *Machine learning en functieanalyse _____________________________________________________________________20
2.3.1.5 Conclusie _____________________________________________________________________________________________20
2.3.2 *Onderdelen traditionele functieanalyse______________________________________________________________________21
2.3.2.1 Functional job analysis (FJA) ____________________________________________________________________________21
2.3.2.2 Taakvragenlijst (task inventory) __________________________________________________________________________21
2.3.2.3 Job element method (JEM) ______________________________________________________________________________21
2.3.2.4 Narratieve taak- en functiebeschrijving ___________________________________________________________________21
2.3.2.5 Kritische incidententechniek ____________________________________________________________________________21
2.3.2.6 Persoonlijkheidsgebaseerde methodes __________________________________________________________________21
2.4 Competentiemodeling __________________________________________________________________________________________21
2.4.1 Oorsprong & definitie van competenties ______________________________________________________________________22
, 2.4.2 Proces van competentiemodeling ____________________________________________________________________________23
2.4.3 Verschillen met functiestudie ________________________________________________________________________________23
2.4.4 *Kritiek op competentiemodeling ____________________________________________________________________________23
2.5 Case study _____________________________________________________________________________________________________23
2.6 *Nadruk op mentale processen: cognitieve taakanalyse ____________________________________________________________24
2.7 *Relevantie voor HRM ___________________________________________________________________________________________24
3 Rekrutering & employer branding _______________________________________________________________________ 25
3.1 Inleiding________________________________________________________________________________________________________25
3.1.1 Michigan matching model ___________________________________________________________________________________25
3.1.2 Waarom is dit relevant? _____________________________________________________________________________________25
3.1.3 Rekrutering vs selectie ______________________________________________________________________________________25
3.1.4 *Rekruteringsmodellen _____________________________________________________________________________________26
3.1.5 *Uitkomsten van rekrutering _________________________________________________________________________________26
3.2 Klassieke rekrutering ____________________________________________________________________________________________26
3.2.1 Doelgroep _________________________________________________________________________________________________26
3.2.2 Rekruteringsboodschap _____________________________________________________________________________________27
3.2.2.1 Voorwaarden voor de rekruteringsboodschap _____________________________________________________________27
3.2.2.2 Wat staat er in de rekruteringsboodschap? _______________________________________________________________27
3.2.2.3 Belangrijk bij het uitschrijven van de boodschap __________________________________________________________27
3.2.2.4 Manier om een job voor te stellen ________________________________________________________________________27
3.2.2.5 Vorm van de boodschap ________________________________________________________________________________27
3.2.3 Rekruteringskanaal _________________________________________________________________________________________28
3.2.4 Timing _____________________________________________________________________________________________________29
3.2.5 Recruiters _________________________________________________________________________________________________29
3.2.6 Kritiek op klassieke rekrutering_______________________________________________________________________________29
3.3 Employer branding ______________________________________________________________________________________________29
3.3.1 Stappenplan _______________________________________________________________________________________________30
3.3.1.1 Employer value proposition (EVP) ________________________________________________________________________30
3.3.1.2 Interne branding/living the brand ________________________________________________________________________30
3.3.1.3 Externe branding _______________________________________________________________________________________30
3.3.2 Raakpuntenmodel __________________________________________________________________________________________30
3.3.3 Werkgeversimago __________________________________________________________________________________________30
3.3.4 *Conclusie _________________________________________________________________________________________________31
3.3.5 *Third-party employment branding ___________________________________________________________________________31
3.4 Alternatieve sollicitantenpopulatie _______________________________________________________________________________31
3.4.1 Diverse sollicitantenpopulatie _______________________________________________________________________________31
3.4.1.1 Voordelen van het verruimen van de sollicitantenpool _____________________________________________________32
3.4.1.2 Hoe trek je niet-traditionele kandidaten aan? _____________________________________________________________32
3.4.2 Alternatieven voor rekrutering________________________________________________________________________________32
3.5 *Arbeidsvoorwaarden ___________________________________________________________________________________________32
3.6 Strategiekeuze __________________________________________________________________________________________________32
3.7 *Trends ________________________________________________________________________________________________________33
4 Selectie _______________________________________________________________________________________________ 34
4.1 Inleiding________________________________________________________________________________________________________34
4.1.1 Michigan Matching Model ___________________________________________________________________________________34
4.1.2 Waarom is dit relevant? _____________________________________________________________________________________34
4.2 Psychometrie ___________________________________________________________________________________________________34
4.2.1 Betrouwbaarheid ___________________________________________________________________________________________34
4.2.2 Validiteit ___________________________________________________________________________________________________35
4.2.3 Adverse impact _____________________________________________________________________________________________35
4.3 Basismodel van personeelsselectie_______________________________________________________________________________36
4.3.1 Criteriumdomein ___________________________________________________________________________________________36
4.3.2 Criteriummaat _____________________________________________________________________________________________36
4.3.3 Predictorconstruct _________________________________________________________________________________________37
4.3.4 Predictorinstrument ________________________________________________________________________________________37
4.3.4.1 Biodata ________________________________________________________________________________________________38
4.3.4.2 Referenties en aanbevelingen ____________________________________________________________________________39
4.3.4.3 Persoonlijkheidsvragenlijsten ___________________________________________________________________________39
4.3.4.4 Integriteitstesten _______________________________________________________________________________________40
4.3.4.5 Cognitieve vaardigheidstest _____________________________________________________________________________40
4.3.4.6 Emotionele intelligentietesten ___________________________________________________________________________41
4.3.4.7 Selectieinterview _______________________________________________________________________________________41
4.3.4.8 Medisch en fysiek onderzoek ____________________________________________________________________________43
4.3.4.9 Work samples (arbeidsproef) ____________________________________________________________________________43
4.3.4.10 Assessment centers ____________________________________________________________________________________43
4.3.4.11 Situational judgment test _______________________________________________________________________________44
2
, 4.4 Hoe een testbatterij samenstellen? _______________________________________________________________________________44
4.4.1 *Aanbevelingen ____________________________________________________________________________________________45
4.5 *Trends ________________________________________________________________________________________________________45
5 Training en ontwikkeling (learning & development) ______________________________________________________ 46
5.1 Inleiding________________________________________________________________________________________________________46
5.1.1 Michigan Matching Model ___________________________________________________________________________________46
5.1.2 Relevantie _________________________________________________________________________________________________46
5.1.3 *Twee benaderingen ________________________________________________________________________________________46
5.2 Traditionele benadering training __________________________________________________________________________________46
5.2.1 Behoeftediagnose __________________________________________________________________________________________47
5.2.2 Bepaal de trainingsdoelstellingen ____________________________________________________________________________47
5.2.3 Trainingsontwerp en methode _______________________________________________________________________________48
5.2.3.1 Trainer-centered _______________________________________________________________________________________48
5.2.3.2 Trainee-centered _______________________________________________________________________________________48
5.2.3.3 Teambuilding methodes ________________________________________________________________________________48
5.2.3.4 E-learning _____________________________________________________________________________________________48
5.2.3.5 *Blended learning ______________________________________________________________________________________49
5.2.4 Optimaliseer transfer _______________________________________________________________________________________49
5.2.4.1 Transfer meten _________________________________________________________________________________________49
5.2.4.2 Transfer maximaliseren _________________________________________________________________________________49
5.2.5 Training evalueren __________________________________________________________________________________________50
5.2.5.1 *Succescriteria bepalen ________________________________________________________________________________50
5.2.5.2 Model van Kirkpatrick ___________________________________________________________________________________51
5.2.5.3 *Verbeterd raamwerk: Alliger e.a. ________________________________________________________________________51
5.2.5.4 Geen systematische evaluatie van trainingen _____________________________________________________________52
5.3 *De nieuwe informele benadering van training en ontwikkeling ______________________________________________________52
5.3.1 *Populariteit van informeel leren _____________________________________________________________________________52
5.3.2 *Conceptueel model ________________________________________________________________________________________52
5.4 *Stakeholders __________________________________________________________________________________________________52
5.5 *Trends ________________________________________________________________________________________________________53
6 Prestatiemanagement & prestatiebeoordeling __________________________________________________________ 54
6.1 Inleiding________________________________________________________________________________________________________54
6.1.1 Michigan Matching Model ___________________________________________________________________________________54
6.1.2 Verschil prestatiemanagement en prestatiebeoordeling _______________________________________________________54
6.1.3 Relevantie _________________________________________________________________________________________________54
6.2 Bouwstenen van prestatiemanagement ___________________________________________________________________________54
6.2.1 Doel _______________________________________________________________________________________________________55
6.2.2 Eigenschappen, gedrag, resultaten ___________________________________________________________________________55
6.2.2.1 KSAO’s (eigenschappen) ________________________________________________________________________________55
6.2.2.2 Gedragsbeoordelingen _________________________________________________________________________________55
6.2.2.3 Resultaatsgerichte beoordelingen _______________________________________________________________________55
6.2.3 Beoordelingsinstrument_____________________________________________________________________________________55
6.2.3.1 Kwalitatieve beoordeling ________________________________________________________________________________55
6.2.3.2 Rangschikmethodes (relatief) ___________________________________________________________________________56
6.2.3.3 Absolute beoordelingen ________________________________________________________________________________56
6.2.3.4 Management-by-objectives (MBO) _______________________________________________________________________58
6.2.3.5 Welke instrument kies je nu? ____________________________________________________________________________58
6.2.4 Beoordelaars _______________________________________________________________________________________________59
6.2.4.1 Directe leidinggevende (80%) ____________________________________________________________________________59
6.2.4.2 Collega’s (peers) _______________________________________________________________________________________59
6.2.4.3 Directe ondergeschikten ________________________________________________________________________________59
6.2.4.4 Klanten ________________________________________________________________________________________________59
6.2.4.5 Zelfbeoordeling ________________________________________________________________________________________59
6.2.4.6 Multisource feedback (360-graden feedback) _____________________________________________________________59
6.2.5 Beoordelaarstraining________________________________________________________________________________________60
6.2.5.1 Biases _________________________________________________________________________________________________60
6.2.5.2 *Soorten trainingen _____________________________________________________________________________________60
6.2.6 Type functioneringsgesprek _________________________________________________________________________________60
6.2.6.1 Tell-and-sell ___________________________________________________________________________________________60
6.2.6.2 Tell-and-listen _________________________________________________________________________________________61
6.2.6.3 Problem-solving________________________________________________________________________________________61
6.2.6.4 Guidance ______________________________________________________________________________________________61
6.2.6.5 Welk interview werkt het best? __________________________________________________________________________61
6.3 *Trends ________________________________________________________________________________________________________61
6.4 Casus__________________________________________________________________________________________________________62
6.5 Realiteit van prestatiemanagement _______________________________________________________________________________62
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, 6.5.1 Oorzaken __________________________________________________________________________________________________62
6.5.2 Mogelijke oplossingen ______________________________________________________________________________________62
6.5.2.1 Upgrading _____________________________________________________________________________________________62
6.5.2.2 Re-engineering _________________________________________________________________________________________62
6.5.2.3 Afzonderlijke doelstellingen _____________________________________________________________________________63
6.5.2.4 Informele en continue feedback _________________________________________________________________________63
6.5.3 Toekomst __________________________________________________________________________________________________63
7 Beloning _______________________________________________________________________________________________ 64
7.1 Inleiding________________________________________________________________________________________________________64
7.1.1 Michigan Matching Model ___________________________________________________________________________________64
7.1.2 Relevantie _________________________________________________________________________________________________64
7.1.3 Waarop moet iemands loon gebaseerd zijn: rechtvaardige grondslagen? ________________________________________64
7.2 Prestatiebeloningssystemen _____________________________________________________________________________________65
7.2.1 Individuele prestatiebeloning ________________________________________________________________________________65
7.2.1.1 Merit pay ______________________________________________________________________________________________65
7.2.1.2 Bonussen _____________________________________________________________________________________________65
7.2.1.3 Commissieloon ________________________________________________________________________________________65
7.2.1.4 Stukloon (tariefloon) en standaard urenplannen __________________________________________________________66
7.2.2 Groepsprestatiebeloning ____________________________________________________________________________________66
7.2.2.1 Profit sharing __________________________________________________________________________________________66
7.2.2.2 Gainsharing____________________________________________________________________________________________66
7.2.2.3 Wintsdeling in aandelen (stock options) __________________________________________________________________66
7.2.3 Conclusie __________________________________________________________________________________________________67
7.3 Financiële zorgen _______________________________________________________________________________________________67
7.4 Een beloningsstructuur opzetten _________________________________________________________________________________68
7.4.1 Interne rechtvaardigheid/billijkheid __________________________________________________________________________68
7.4.1.1 Rangschikkingsmethode ________________________________________________________________________________69
7.4.1.2 Classificatiemethode ___________________________________________________________________________________69
7.4.1.3 Puntenmethode ________________________________________________________________________________________70
7.4.1.4 *Skill-based plans ______________________________________________________________________________________70
7.4.1.5 *Competency-based plans ______________________________________________________________________________70
7.4.2 Externe rechtvaardigheid/billijkheid __________________________________________________________________________70
7.4.2.1 *Determinerende factoren voor competitieve lonen _______________________________________________________70
7.4.2.2 *Competitieve afstemming van beloningsniveau & beloningspakket ________________________________________71
7.4.3 Procedurele rechtvaardigheid _______________________________________________________________________________71
7.4.4 *Definitieve loonstructuur ___________________________________________________________________________________71
7.5 *Secundaire arbeidsvoorwaarden (extralegale voordelen) __________________________________________________________72
7.6 *Trends ________________________________________________________________________________________________________72
8 WPO2 _________________________________________________________________________________________________ 73
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