1
,Inhoud
H1: Inleiding HRM: wat is het? Wat is het belang van HRM? .............................. 6
Tekst: Jiang et al. (2012) → AMO-model ................................................................ 6
Inleiding ............................................................................................................ 6
Organisaties & personeelsbeleid doorheen de jaren ................................................. 6
VUCA-omgeving ............................................................................................... 7
Verticale fit & horizontale fit ................................................................................. 7
Strategisch HRM in een model .............................................................................. 7
Strategie, visie & businessmodel + externe omgeving .......................................... 8
HR-functies/-praktijken in een organisatie → HORIZONTALE FIT ............................ 8
Het AMO-model ............................................................................................... 8
ROE & ROI ...................................................................................................... 8
Strategische human resource management ............................................................ 8
Andere theorieën om ‘black box’ in AMO te verklaren .............................................. 9
Resource-based view (Barney) .......................................................................... 9
Contextually-based HRM ................................................................................... 9
Psychologisch contract ...................................................................................... 9
Social Exchange Theory .................................................................................... 9
SHRM vandaag ..................................................................................................10
Welke HR-praktijken zorgen voor de beste resultaten? → 3 visies ............................10
Visie 1: best practices/ universalisme ................................................................10
Visie 2: best fit/ contigentieperspectief ..............................................................10
Visie 1.5: Best Sets/ configuratieperspectief .......................................................11
Onderzoek over de 3 perspectieven door Delery & Doty (1996) ............................11
Hoe moet HRM aangepakt worden? – 2 basismodellen: .........................................11
Michiganmodel (1984) .....................................................................................11
Harvardmodel (1984) ......................................................................................12
Verschil tussen michiganmodel & harvardmodel ..................................................12
HR in de praktijk: 4 rollen van een HR-professional ................................................12
Hedendaagse uitdagingen van HR in praktijk .........................................................13
H2 & H3: Strategische personeelsplanning & werving ...................................... 14
Strategische personeelsplanning ..........................................................................14
Waarom strategische personeelsplanning? .........................................................14
Van strategie naar personeelsplanning ...............................................................14
Van personeelsplanning naar HR-planning: stap voor stap ....................................16
Flexibiliteit: belangrijke factor in het plannen van personeelstekort .......................18
Aanwerving (instroom) .......................................................................................19
Stap 1: een competentieprofiel opstellen ...........................................................19
Stap 2: actie → aanwervingsproces ...................................................................20
2
, Employer branding ..........................................................................................21
ROI – Return On Investment ............................................................................21
H4: Selectie & assessment ................................................................................ 22
Het selectieproces ..............................................................................................22
Fase 1: Van criterium naar selectietool ..............................................................22
Fase 2: selectietools ........................................................................................23
Onboarding ....................................................................................................24
ROI van een goed selectiebeleid .......................................................................24
Personeelsplanning, werving & selectie (het verband) ..........................................25
H5: sturen op performantie/ prestatiemanagement ......................................... 26
Wat is performantiemanagement? ........................................................................26
Performance management cyclus ......................................................................26
Performantiemanagement in de praktijk ............................................................26
Performance management cyclus .........................................................................27
Planning ........................................................................................................27
Monotoring & coaching ....................................................................................27
Evaluatie ........................................................................................................27
Evaluatie ..........................................................................................................28
Methoden, tools & instrumenten om werknemers te evalueren .............................28
Beoordelingsfouten .........................................................................................28
SHRM interventies op basis van beoordeling .......................................................29
Waarom sturen op performantie? (ROI) ................................................................29
In realiteit wordt performantiemanagement niet echt toegepast → waarom? .............29
Gastcollega: arbeidsrecht (Ria Janvier) ............................................................ 30
Inleiding ...........................................................................................................30
Op wie is arbeidsrecht van toepassing? → toepassingsgebied ...............................30
Waarom arbeidsrecht? .....................................................................................31
Hiërarchie van de rechtsbronnen in het arbeidsrecht ...........................................32
Soorten arbeidsovereenkomsten .......................................................................32
Selecteren naar contracteren ............................................................................34
Tewerkstelling ...................................................................................................36
Soorten macht ................................................................................................36
Aansprakelijkheid ............................................................................................37
Schorsing .......................................................................................................37
Loon ..............................................................................................................38
Uitstroom .........................................................................................................39
Dringende reden .............................................................................................39
Opzegging ......................................................................................................39
3
, Onderlinge overeenkomst ................................................................................40
Nietigheid ......................................................................................................40
Overlijden ......................................................................................................40
Vragen .............................................................................................................41
Vraag 1: Europese wetgeving in verband met arbeidsrechtelijke kwesties is
onmiddellijk van toepassing in de lidstaten? .......................................................42
Vraag 2: De rechtspraak van het Hof van Cassatie is bindend voor
arbeidsrechtbanken en arbeidshoven. ................................................................44
Vraag 3: Een vakbondssecretaris kan optreden zoals een advocaat voor
arbeidsrechtbanken en arbeidshoven, ook zonder rechtenstudie. ..........................45
H7: loopbaanmanagement ................................................................................ 47
Wat is een loopbaan? .........................................................................................47
OCM & ICM .......................................................................................................47
Organizational Career Management (OCM) ............................................................47
Loopbaanbeleid...............................................................................................47
Individual Career Management ............................................................................48
Life-span, life-space theory (Super, 1980) ..........................................................48
Loopbaanankers .............................................................................................49
Kaleidoscope-loopbaanmodel ............................................................................49
Boundaryless & protean careers ........................................................................50
Loopbaanmanagement .......................................................................................50
ROI van een goed loopbaanbeleid ........................................................................50
H6: Leren & ontwikkelen .................................................................................. 51
Inleiding ...........................................................................................................51
Waarom? ..........................................................................................................51
Levenslang leren in de praktijk ............................................................................52
Leer- & ontwikkelingsgebied ................................................................................52
HR Development cyclus ...................................................................................52
Methoden .......................................................................................................52
De lerende organisatie........................................................................................54
ROI van een goed opleidingsbeleid .......................................................................54
H8: belonen & waarderen ................................................................................. 55
Waarom belonen & waarderen? ...........................................................................55
Beloning binnen het strategisch HRM-model .......................................................56
Arbeidsrechtelijke context ................................................................................56
Wat is beloning? ................................................................................................56
Loon ................................................................................................................57
Typologie van lonen: 4 criteria ..........................................................................57
Functieloon ....................................................................................................57
4
,Inhoud
H1: Inleiding HRM: wat is het? Wat is het belang van HRM? .............................. 6
Tekst: Jiang et al. (2012) → AMO-model ................................................................ 6
Inleiding ............................................................................................................ 6
Organisaties & personeelsbeleid doorheen de jaren ................................................. 6
VUCA-omgeving ............................................................................................... 7
Verticale fit & horizontale fit ................................................................................. 7
Strategisch HRM in een model .............................................................................. 7
Strategie, visie & businessmodel + externe omgeving .......................................... 8
HR-functies/-praktijken in een organisatie → HORIZONTALE FIT ............................ 8
Het AMO-model ............................................................................................... 8
ROE & ROI ...................................................................................................... 8
Strategische human resource management ............................................................ 8
Andere theorieën om ‘black box’ in AMO te verklaren .............................................. 9
Resource-based view (Barney) .......................................................................... 9
Contextually-based HRM ................................................................................... 9
Psychologisch contract ...................................................................................... 9
Social Exchange Theory .................................................................................... 9
SHRM vandaag ..................................................................................................10
Welke HR-praktijken zorgen voor de beste resultaten? → 3 visies ............................10
Visie 1: best practices/ universalisme ................................................................10
Visie 2: best fit/ contigentieperspectief ..............................................................10
Visie 1.5: Best Sets/ configuratieperspectief .......................................................11
Onderzoek over de 3 perspectieven door Delery & Doty (1996) ............................11
Hoe moet HRM aangepakt worden? – 2 basismodellen: .........................................11
Michiganmodel (1984) .....................................................................................11
Harvardmodel (1984) ......................................................................................12
Verschil tussen michiganmodel & harvardmodel ..................................................12
HR in de praktijk: 4 rollen van een HR-professional ................................................12
Hedendaagse uitdagingen van HR in praktijk .........................................................13
H2 & H3: Strategische personeelsplanning & werving ...................................... 14
Strategische personeelsplanning ..........................................................................14
Waarom strategische personeelsplanning? .........................................................14
Van strategie naar personeelsplanning ...............................................................14
Van personeelsplanning naar HR-planning: stap voor stap ....................................16
Flexibiliteit: belangrijke factor in het plannen van personeelstekort .......................18
Aanwerving (instroom) .......................................................................................19
Stap 1: een competentieprofiel opstellen ...........................................................19
Stap 2: actie → aanwervingsproces ...................................................................20
2
, Employer branding ..........................................................................................21
ROI – Return On Investment ............................................................................21
H4: Selectie & assessment ................................................................................ 22
Het selectieproces ..............................................................................................22
Fase 1: Van criterium naar selectietool ..............................................................22
Fase 2: selectietools ........................................................................................23
Onboarding ....................................................................................................24
ROI van een goed selectiebeleid .......................................................................24
Personeelsplanning, werving & selectie (het verband) ..........................................25
H5: sturen op performantie/ prestatiemanagement ......................................... 26
Wat is performantiemanagement? ........................................................................26
Performance management cyclus ......................................................................26
Performantiemanagement in de praktijk ............................................................26
Performance management cyclus .........................................................................27
Planning ........................................................................................................27
Monotoring & coaching ....................................................................................27
Evaluatie ........................................................................................................27
Evaluatie ..........................................................................................................28
Methoden, tools & instrumenten om werknemers te evalueren .............................28
Beoordelingsfouten .........................................................................................28
SHRM interventies op basis van beoordeling .......................................................29
Waarom sturen op performantie? (ROI) ................................................................29
In realiteit wordt performantiemanagement niet echt toegepast → waarom? .............29
Gastcollega: arbeidsrecht (Ria Janvier) ............................................................ 30
Inleiding ...........................................................................................................30
Op wie is arbeidsrecht van toepassing? → toepassingsgebied ...............................30
Waarom arbeidsrecht? .....................................................................................31
Hiërarchie van de rechtsbronnen in het arbeidsrecht ...........................................32
Soorten arbeidsovereenkomsten .......................................................................32
Selecteren naar contracteren ............................................................................34
Tewerkstelling ...................................................................................................36
Soorten macht ................................................................................................36
Aansprakelijkheid ............................................................................................37
Schorsing .......................................................................................................37
Loon ..............................................................................................................38
Uitstroom .........................................................................................................39
Dringende reden .............................................................................................39
Opzegging ......................................................................................................39
3
, Onderlinge overeenkomst ................................................................................40
Nietigheid ......................................................................................................40
Overlijden ......................................................................................................40
Vragen .............................................................................................................41
Vraag 1: Europese wetgeving in verband met arbeidsrechtelijke kwesties is
onmiddellijk van toepassing in de lidstaten? .......................................................42
Vraag 2: De rechtspraak van het Hof van Cassatie is bindend voor
arbeidsrechtbanken en arbeidshoven. ................................................................44
Vraag 3: Een vakbondssecretaris kan optreden zoals een advocaat voor
arbeidsrechtbanken en arbeidshoven, ook zonder rechtenstudie. ..........................45
H7: loopbaanmanagement ................................................................................ 47
Wat is een loopbaan? .........................................................................................47
OCM & ICM .......................................................................................................47
Organizational Career Management (OCM) ............................................................47
Loopbaanbeleid...............................................................................................47
Individual Career Management ............................................................................48
Life-span, life-space theory (Super, 1980) ..........................................................48
Loopbaanankers .............................................................................................49
Kaleidoscope-loopbaanmodel ............................................................................49
Boundaryless & protean careers ........................................................................50
Loopbaanmanagement .......................................................................................50
ROI van een goed loopbaanbeleid ........................................................................50
H6: Leren & ontwikkelen .................................................................................. 51
Inleiding ...........................................................................................................51
Waarom? ..........................................................................................................51
Levenslang leren in de praktijk ............................................................................52
Leer- & ontwikkelingsgebied ................................................................................52
HR Development cyclus ...................................................................................52
Methoden .......................................................................................................52
De lerende organisatie........................................................................................54
ROI van een goed opleidingsbeleid .......................................................................54
H8: belonen & waarderen ................................................................................. 55
Waarom belonen & waarderen? ...........................................................................55
Beloning binnen het strategisch HRM-model .......................................................56
Arbeidsrechtelijke context ................................................................................56
Wat is beloning? ................................................................................................56
Loon ................................................................................................................57
Typologie van lonen: 4 criteria ..........................................................................57
Functieloon ....................................................................................................57
4
