Samenvatting HRM
Master bestuurskunde & publiek management 2025 –
2026
Inhoud
1. Introduction........................................................................................................ 5
History of HRM.................................................................................................... 5
Evolution.......................................................................................................... 5
Role of AI in HR................................................................................................. 5
HR cycle in public sector..................................................................................... 6
HRM IN PRIVATE AND PUBLIC SECTOR.................................................................6
2. Recruitment and employer branding..................................................................8
Current state of the labour market......................................................................8
Resource based theory..................................................................................... 8
Public sector........................................................................................................ 9
Employer branding as a strategy to attract & retain public employees...........9
Employer brand................................................................................................... 9
Why?................................................................................................................ 9
Marketing vs recruitment............................................................................... 10
Building a employer branding strategy (four step plan) !!!!...........................10
3. Guest lecture – Jan Verstraeten........................................................................12
4. Performance management............................................................................... 16
What is performance......................................................................................... 16
The PM cycle..................................................................................................... 16
Goal setting.................................................................................................... 17
Performance planning.................................................................................... 17
Performance monitoring................................................................................. 17
Feedback and coaching.................................................................................. 18
Performance appraisal................................................................................... 19
Conclusion......................................................................................................... 20
Performance management in public sector.......................................................20
5. Public sector peculiarities (bijzonderheden).....................................................21
Publicness......................................................................................................... 21
Model employer................................................................................................. 21
New public management................................................................................... 22
Mcdonaldization................................................................................................ 22
1
, 3 categories of peculiarities of HRM in public sector.........................................22
Goals.............................................................................................................. 22
Constraints..................................................................................................... 22
Motivations..................................................................................................... 23
Chapter4: Selection!............................................................................................. 23
4.1Introduction.................................................................................................. 23
4.2 Selection techniques reviewed....................................................................24
What is a good selection technique?..............................................................24
When the appropriate techniques are used, selection is a fairly good
predictor!....................................................................................................... 24
Research based tips....................................................................................... 24
What is a “good” selection technique............................................................25
Candidate experience.................................................................................... 25
Bias against minority groups..........................................................................25
80% RULE BOOK P.101 (kennen voor examen!).............................................26
IN SUM............................................................................................................ 26
4.3 DIGGING DEEPER INTO THE DIFFERENT SELECTION TECHNIQUES..............26
Resume screening.......................................................................................... 26
References..................................................................................................... 27
Example questions......................................................................................... 27
Knowledge tests............................................................................................. 27
Personality tests............................................................................................. 28
Personality questionnaires............................................................................. 28
Cognitive ability tests..................................................................................... 28
Interview........................................................................................................ 28
UNSTRUCTURED INTERVIEW..........................................................................29
Structured interview....................................................................................... 29
Situational interview...................................................................................... 29
Behavioral interview...................................................................................... 30
STRUCTURED INTERVIEW VERSUS UNSTRUCTURED......................................30
Interview........................................................................................................ 30
Work samples................................................................................................. 30
Assessment center......................................................................................... 31
It is difficult for supervisors/recruiters to rate the candidates in an Objective
way................................................................................................................ 32
ORCE................................................................................................................. 32
We take a stap in this course about selection, to the search for justice in hrm
....................................................................................................................... 32
2
, THREE FORMS OF JUSTICE !!!.........................................................................32
In court…........................................................................................................ 33
Fairness in selection is a guiding principle.....................................................33
Selecting in a “fair/objective” way.................................................................33
Fairness in selection....................................................................................... 34
Selection in a fair/objective way.....................................................................34
What does research say................................................................................. 34
TRENDS: AI IN SELECTION.............................................................................. 34
4.5 SELECTION IN PUBLIC VERSUS PRIVATE SECTOR.........................................35
OVERVIEW: WHAT TO KNOW FROM THIS CLASS.............................................35
7. The hr cycle, Human resource devolopment....................................................36
Relevance.......................................................................................................... 36
Development vs training................................................................................... 36
Training.............................................................................................................. 36
Research........................................................................................................ 36
Investing........................................................................................................ 36
Training process (4 steps).............................................................................. 37
Career Development......................................................................................... 40
8. Guest lecture city of Ghent............................................................................... 41
9. Employee well – being: leadership...................................................................41
How do we define well-being............................................................................. 41
Well being at work.......................................................................................... 41
Hedonic well-being at work............................................................................ 41
EUDAIMONIC Well-being at work....................................................................42
PSYCHOLOGICAL RICHNESS at work...............................................................42
What AFFECTS well-being at work?...................................................................43
PHYSICAL STRESSORS: Working conditions....................................................43
PSYCHOSOCIAL STRESSORS...........................................................................43
Diversity and inclusión................................................................................... 43
INCREASING EUDAIMONIC WELL-BEING AT WORK..........................................43
EUDAIMONIC WELL-BEING AT WORK (Bailey et al., 2018)..............................44
Stress & burnout............................................................................................... 44
Harmful effects of stress................................................................................ 44
Burnout.......................................................................................................... 44
Work engagement.......................................................................................... 44
Potential risks to well-being in the public sector...............................................45
Risks: Red Tape.............................................................................................. 45
3
, RISKS FOR W-B in the public sector:...............................................................45
What is good leadership.................................................................................... 45
Traditional leadership models............................................................................46
Situational leadership..................................................................................... 46
Transactional leadership................................................................................. 46
Transformational leadership...........................................................................46
Authentic leadership...................................................................................... 47
Toxic leadership.............................................................................................. 47
Kindness and leadership................................................................................... 47
Essence of leadership (vb boek p320)...............................................................47
Public sector................................................................................................... 48
Advice in practice – LMX.................................................................................... 48
CREATING MEANINGFULNESS IN THE WORKPLACE........................................49
What to know for the session today...............................................................49
Article: Change leadership and public sector....................................................49
11. HR cycle – rewards and motivation.................................................................50
Reward package................................................................................................ 50
Total reward model......................................................................................... 50
Fixed Pay (=base pay, =fixed salary)................................................................50
Variable pay...................................................................................................... 50
Beneftis............................................................................................................. 52
Effectiveness of Benefits................................................................................ 52
Cafetariaplan.................................................................................................. 53
Effectivity performance based pay.................................................................53
How to determine reward?............................................................................. 55
Four aspects (on how to determine rewards) (4 of them)..............................55
Gastles, HRM in the public city of Ghent by Freija De Smet..............................57
4
Master bestuurskunde & publiek management 2025 –
2026
Inhoud
1. Introduction........................................................................................................ 5
History of HRM.................................................................................................... 5
Evolution.......................................................................................................... 5
Role of AI in HR................................................................................................. 5
HR cycle in public sector..................................................................................... 6
HRM IN PRIVATE AND PUBLIC SECTOR.................................................................6
2. Recruitment and employer branding..................................................................8
Current state of the labour market......................................................................8
Resource based theory..................................................................................... 8
Public sector........................................................................................................ 9
Employer branding as a strategy to attract & retain public employees...........9
Employer brand................................................................................................... 9
Why?................................................................................................................ 9
Marketing vs recruitment............................................................................... 10
Building a employer branding strategy (four step plan) !!!!...........................10
3. Guest lecture – Jan Verstraeten........................................................................12
4. Performance management............................................................................... 16
What is performance......................................................................................... 16
The PM cycle..................................................................................................... 16
Goal setting.................................................................................................... 17
Performance planning.................................................................................... 17
Performance monitoring................................................................................. 17
Feedback and coaching.................................................................................. 18
Performance appraisal................................................................................... 19
Conclusion......................................................................................................... 20
Performance management in public sector.......................................................20
5. Public sector peculiarities (bijzonderheden).....................................................21
Publicness......................................................................................................... 21
Model employer................................................................................................. 21
New public management................................................................................... 22
Mcdonaldization................................................................................................ 22
1
, 3 categories of peculiarities of HRM in public sector.........................................22
Goals.............................................................................................................. 22
Constraints..................................................................................................... 22
Motivations..................................................................................................... 23
Chapter4: Selection!............................................................................................. 23
4.1Introduction.................................................................................................. 23
4.2 Selection techniques reviewed....................................................................24
What is a good selection technique?..............................................................24
When the appropriate techniques are used, selection is a fairly good
predictor!....................................................................................................... 24
Research based tips....................................................................................... 24
What is a “good” selection technique............................................................25
Candidate experience.................................................................................... 25
Bias against minority groups..........................................................................25
80% RULE BOOK P.101 (kennen voor examen!).............................................26
IN SUM............................................................................................................ 26
4.3 DIGGING DEEPER INTO THE DIFFERENT SELECTION TECHNIQUES..............26
Resume screening.......................................................................................... 26
References..................................................................................................... 27
Example questions......................................................................................... 27
Knowledge tests............................................................................................. 27
Personality tests............................................................................................. 28
Personality questionnaires............................................................................. 28
Cognitive ability tests..................................................................................... 28
Interview........................................................................................................ 28
UNSTRUCTURED INTERVIEW..........................................................................29
Structured interview....................................................................................... 29
Situational interview...................................................................................... 29
Behavioral interview...................................................................................... 30
STRUCTURED INTERVIEW VERSUS UNSTRUCTURED......................................30
Interview........................................................................................................ 30
Work samples................................................................................................. 30
Assessment center......................................................................................... 31
It is difficult for supervisors/recruiters to rate the candidates in an Objective
way................................................................................................................ 32
ORCE................................................................................................................. 32
We take a stap in this course about selection, to the search for justice in hrm
....................................................................................................................... 32
2
, THREE FORMS OF JUSTICE !!!.........................................................................32
In court…........................................................................................................ 33
Fairness in selection is a guiding principle.....................................................33
Selecting in a “fair/objective” way.................................................................33
Fairness in selection....................................................................................... 34
Selection in a fair/objective way.....................................................................34
What does research say................................................................................. 34
TRENDS: AI IN SELECTION.............................................................................. 34
4.5 SELECTION IN PUBLIC VERSUS PRIVATE SECTOR.........................................35
OVERVIEW: WHAT TO KNOW FROM THIS CLASS.............................................35
7. The hr cycle, Human resource devolopment....................................................36
Relevance.......................................................................................................... 36
Development vs training................................................................................... 36
Training.............................................................................................................. 36
Research........................................................................................................ 36
Investing........................................................................................................ 36
Training process (4 steps).............................................................................. 37
Career Development......................................................................................... 40
8. Guest lecture city of Ghent............................................................................... 41
9. Employee well – being: leadership...................................................................41
How do we define well-being............................................................................. 41
Well being at work.......................................................................................... 41
Hedonic well-being at work............................................................................ 41
EUDAIMONIC Well-being at work....................................................................42
PSYCHOLOGICAL RICHNESS at work...............................................................42
What AFFECTS well-being at work?...................................................................43
PHYSICAL STRESSORS: Working conditions....................................................43
PSYCHOSOCIAL STRESSORS...........................................................................43
Diversity and inclusión................................................................................... 43
INCREASING EUDAIMONIC WELL-BEING AT WORK..........................................43
EUDAIMONIC WELL-BEING AT WORK (Bailey et al., 2018)..............................44
Stress & burnout............................................................................................... 44
Harmful effects of stress................................................................................ 44
Burnout.......................................................................................................... 44
Work engagement.......................................................................................... 44
Potential risks to well-being in the public sector...............................................45
Risks: Red Tape.............................................................................................. 45
3
, RISKS FOR W-B in the public sector:...............................................................45
What is good leadership.................................................................................... 45
Traditional leadership models............................................................................46
Situational leadership..................................................................................... 46
Transactional leadership................................................................................. 46
Transformational leadership...........................................................................46
Authentic leadership...................................................................................... 47
Toxic leadership.............................................................................................. 47
Kindness and leadership................................................................................... 47
Essence of leadership (vb boek p320)...............................................................47
Public sector................................................................................................... 48
Advice in practice – LMX.................................................................................... 48
CREATING MEANINGFULNESS IN THE WORKPLACE........................................49
What to know for the session today...............................................................49
Article: Change leadership and public sector....................................................49
11. HR cycle – rewards and motivation.................................................................50
Reward package................................................................................................ 50
Total reward model......................................................................................... 50
Fixed Pay (=base pay, =fixed salary)................................................................50
Variable pay...................................................................................................... 50
Beneftis............................................................................................................. 52
Effectiveness of Benefits................................................................................ 52
Cafetariaplan.................................................................................................. 53
Effectivity performance based pay.................................................................53
How to determine reward?............................................................................. 55
Four aspects (on how to determine rewards) (4 of them)..............................55
Gastles, HRM in the public city of Ghent by Freija De Smet..............................57
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