Inhoudsopgave
Human Resource Management – Lessen Jill Nelissen .................................................................. 6
Deel: 0 ......................................................................................................................................... 8
Trends ............................................................................................................................................ 8
1 Coroprate social responsibility (CRS) ..................................................................................... 8
2 Flexibilisering van de arbeidsmarkt ........................................................................................ 8
3 Technologische (r)evolutie, digitalisering, robotisering, AI ....................................................... 8
Deel 1a: HRM anders dan ‘gewoon’ personeelsbeleid .................................................................... 9
Personeelsbeleid 1945-1995............................................................................................................ 9
Personeelsbeleid of non-beleid ................................................................................................ 9
Scientific management Taylor .................................................................................................. 9
HR begin jaren 90 ..................................................................................................................... 9
Wat HR ‘anders’ maakt: zes kenmerken (evolutie HR: ) .....................................................................10
Deel 1b: kritische reflectie ........................................................................................................... 21
Kenmerken / criteria goed HR-beleid (gebaseerd op de geschetste en besproken modellen) ..............21
Mainstream HRM............................................................................................................................21
HRM as a core strategic activity .............................................................................................. 21
Kritisch perspectief op mainstream HRM ................................................................................ 21
Taken for granted assumptions’ about The Future of Work ....................................................... 22
Impact HRM begrijpen en verklaren ........................................................................................ 22
Alternatief: Duurzaam HRM .................................................................................................... 22
Deel 2: (Strategische) personeelsplanning .................................................................................... 23
Personeelsplanning ......................................................................................................................23
Personeelsplanning: een basismodel ..............................................................................................26
Factoren die de vraag beïnvloeden ................................................................................................27
Factoren die het aanbod beïnvloeden (personeelsbeschikbaarheid) .................................................28
Personeelsverloop ................................................................................................................. 28
Bedrijfsdemografie ................................................................................................................ 31
Arbeidsmarktscanning ....................................................................................................................35
Studie van de externe arbeidsmarkt ........................................................................................ 35
, Relevantie (van de studie van de arbeidsmarkt) in verschillende situaties ................................. 35
Afvloeiingsplan ...............................................................................................................................36
Flexibiliteitsplan: flexibiliteit als planningsvraagstuk .........................................................................37
De instrumenten .................................................................................................................... 37
Keuze benodigde capaciteit: .................................................................................................. 38
Minimumstrategie.................................................................................................................. 38
Maximumstrategie ................................................................................................................. 39
Deel 3: Werving ........................................................................................................................... 39
a. Instroom ................................................................................................................................39
Werving en selectie: een procesoverzicht (trechtermodel) ....................................................... 39
Een procesoverzicht in meer detail ......................................................................................... 40
Onboarding ........................................................................................................................... 41
b. Werving of rekrutering ...............................................................................................................42
De context waarbinnen we rekruteren ..................................................................................... 42
Afbakenen van doelgroep ..................................................................................................... 43
Opstellen van boodschap ..................................................................................................... 45
Keuze van wervingskanalen .................................................................................................. 46
Deel 4: selectie............................................................................................................................ 50
Functieanalyse...............................................................................................................................50
Van studie tot predictor .......................................................................................................... 50
Conceptuele predictoren: typologie........................................................................................ 50
Conceptuele predictoren ....................................................................................................... 51
Uitdagingen voor de toekomst ................................................................................................ 51
Selectietechnieken: sample- en sign-technieken .............................................................................51
SIGN-TECHNIEK .................................................................................................................... 51
Psychometrie ........................................................................................................................ 51
Sign- of eigenschapsbenadering: visuele presentatie............................................................... 52
Psychologische test: Cognitieve vaardigheidstest (Sign) .......................................................... 53
Psychologische test: Persoonlijkheidstests: Big Five (Sign) ...................................................... 54
Psychologische test: Persoonlijkheidstests (Sign) ................................................................... 54
Selectie interview: beoordelingstendenties ............................................................................. 55
Selectie interview: Sign selectie-interview ............................................................................... 55
Selectie interview: Sapmle selectie-interview .......................................................................... 55
SAMPLE-TECHNIEK................................................................................................................ 57
1
, Voorbeeld sample-techniek: Arbeidsproef .............................................................................. 57
Sample- of gedragsgeneralisatie benadering: visuele presentatie (schema).............................. 58
Situationele-test (sample gebaseerd) ..................................................................................... 58
Assesment center (=test) ....................................................................................................... 60
Deel 5: Beoordeling (formele kant) ............................................................................................... 64
Beoordelingsvormen ......................................................................................................................64
Prestatie beoordeling ............................................................................................................. 64
Functionerignsbeoordeling..................................................................................................... 64
Potentieelbeoordeling ............................................................................................................ 65
Uitdagingen ........................................................................................................................... 65
Beoordelingsfouten (2 soorten) .......................................................................................................65
Systemische criteria .............................................................................................................. 65
Beoordelingstendenties ......................................................................................................... 66
Beoordelingsmethoden: criteria ......................................................................................................67
Wat wordt beoordeeld: resultaten en/of gedrag? ..................................................................... 67
Beoordelignsmethoden: instrument ................................................................................................68
Hoe wordt beoordeeld: rating of ranking? ................................................................................ 68
1 VERGELIJKENDE METHODEN ...................................................................................................... 68
Rangschikking ....................................................................................................................... 68
Paarsgezijze vergelijking ......................................................................................................... 69
Gedwongen verdeling: variant 1 .............................................................................................. 69
Gedwongen verdeling: variant 2 .............................................................................................. 70
Gedwongen verdeling: variant 3 .............................................................................................. 70
Power-Law Distribution (long tail) ........................................................................................... 70
Gedwongen verdeling ............................................................................................................ 71
Silver Ceiling - kritiek .............................................................................................................. 72
2 ABSOLUTE METHODEN ............................................................................................................. 72
Waarderingschaal.................................................................................................................. 72
Verankerde waarderingsschaal of Behaviorally Anchored Rating Scale (BARS).......................... 73
Keuzesysteem ....................................................................................................................... 74
Verankerde waarderingsschaal en keuzesysteem ................................................................... 74
Beoordelingsmethoden: beoordelaar ..............................................................................................75
Wie beoordeelt? .................................................................................................................... 75
Beoordelingsgesprekken verbeteren ...............................................................................................76
Adviezen................................................................................................................................ 76
2
, Traditioneel beoordelingssysteem ...................................................................................................76
Afschaffen ............................................................................................................................. 76
Toch niet te snel ‘volledig’ over boord gooien .......................................................................... 77
Deel 6: Beloning .......................................................................................................................... 78
Functieloon....................................................................................................................................78
Functie, vast, individueel........................................................................................................ 78
Functiewaardering ................................................................................................................. 79
Functie- en loonclassificatie .................................................................................................. 79
Kritische reflectie ................................................................................................................... 80
Directe vormen van prestatiebeoordeling ........................................................................................81
Stuk- of commissieloon (=single factor en direct prestatie beloningssysteem) .......................... 81
Multifocatorbeloning.............................................................................................................. 82
Collectieve prestatie beloning ................................................................................................ 83
Indirecte vormen van prestatiebeoordeling ......................................................................................83
Merit pay ............................................................................................................................... 83
Verwachtingstheorie (Vroom) ................................................................................................. 85
Onderzoek naar P-f-P ............................................................................................................. 86
Competentie als grondslag; competentiebeloning ...........................................................................86
Flexibel belonen .............................................................................................................................88
Human Resource Management – gastlessen .............................................................................. 89
Gastles Colruyt ..............................................................................................................................89
Gastles Meritocratie .......................................................................................................................89
Gastles Talent Management............................................................................................................89
1. Hoe het begon ............................................................................................................... 89
2. Kernbegrippen............................................................................................................... 90
3. Hoe talent beoordelen ........................................................................................................ 95
4. Key take-aways .................................................................................................................. 98
Bredere context – lessen Pieter Timmermans ............................................................................. 99
Deel 1: Belgisch sociaal overlegmodel ......................................................................................... 99
1. Wat is Sociaal overleg? – structuur ..........................................................................................99
1.1 Historiek .......................................................................................................................... 99
1.3 Benchmark ............................................................................................................. 108
3
Human Resource Management – Lessen Jill Nelissen .................................................................. 6
Deel: 0 ......................................................................................................................................... 8
Trends ............................................................................................................................................ 8
1 Coroprate social responsibility (CRS) ..................................................................................... 8
2 Flexibilisering van de arbeidsmarkt ........................................................................................ 8
3 Technologische (r)evolutie, digitalisering, robotisering, AI ....................................................... 8
Deel 1a: HRM anders dan ‘gewoon’ personeelsbeleid .................................................................... 9
Personeelsbeleid 1945-1995............................................................................................................ 9
Personeelsbeleid of non-beleid ................................................................................................ 9
Scientific management Taylor .................................................................................................. 9
HR begin jaren 90 ..................................................................................................................... 9
Wat HR ‘anders’ maakt: zes kenmerken (evolutie HR: ) .....................................................................10
Deel 1b: kritische reflectie ........................................................................................................... 21
Kenmerken / criteria goed HR-beleid (gebaseerd op de geschetste en besproken modellen) ..............21
Mainstream HRM............................................................................................................................21
HRM as a core strategic activity .............................................................................................. 21
Kritisch perspectief op mainstream HRM ................................................................................ 21
Taken for granted assumptions’ about The Future of Work ....................................................... 22
Impact HRM begrijpen en verklaren ........................................................................................ 22
Alternatief: Duurzaam HRM .................................................................................................... 22
Deel 2: (Strategische) personeelsplanning .................................................................................... 23
Personeelsplanning ......................................................................................................................23
Personeelsplanning: een basismodel ..............................................................................................26
Factoren die de vraag beïnvloeden ................................................................................................27
Factoren die het aanbod beïnvloeden (personeelsbeschikbaarheid) .................................................28
Personeelsverloop ................................................................................................................. 28
Bedrijfsdemografie ................................................................................................................ 31
Arbeidsmarktscanning ....................................................................................................................35
Studie van de externe arbeidsmarkt ........................................................................................ 35
, Relevantie (van de studie van de arbeidsmarkt) in verschillende situaties ................................. 35
Afvloeiingsplan ...............................................................................................................................36
Flexibiliteitsplan: flexibiliteit als planningsvraagstuk .........................................................................37
De instrumenten .................................................................................................................... 37
Keuze benodigde capaciteit: .................................................................................................. 38
Minimumstrategie.................................................................................................................. 38
Maximumstrategie ................................................................................................................. 39
Deel 3: Werving ........................................................................................................................... 39
a. Instroom ................................................................................................................................39
Werving en selectie: een procesoverzicht (trechtermodel) ....................................................... 39
Een procesoverzicht in meer detail ......................................................................................... 40
Onboarding ........................................................................................................................... 41
b. Werving of rekrutering ...............................................................................................................42
De context waarbinnen we rekruteren ..................................................................................... 42
Afbakenen van doelgroep ..................................................................................................... 43
Opstellen van boodschap ..................................................................................................... 45
Keuze van wervingskanalen .................................................................................................. 46
Deel 4: selectie............................................................................................................................ 50
Functieanalyse...............................................................................................................................50
Van studie tot predictor .......................................................................................................... 50
Conceptuele predictoren: typologie........................................................................................ 50
Conceptuele predictoren ....................................................................................................... 51
Uitdagingen voor de toekomst ................................................................................................ 51
Selectietechnieken: sample- en sign-technieken .............................................................................51
SIGN-TECHNIEK .................................................................................................................... 51
Psychometrie ........................................................................................................................ 51
Sign- of eigenschapsbenadering: visuele presentatie............................................................... 52
Psychologische test: Cognitieve vaardigheidstest (Sign) .......................................................... 53
Psychologische test: Persoonlijkheidstests: Big Five (Sign) ...................................................... 54
Psychologische test: Persoonlijkheidstests (Sign) ................................................................... 54
Selectie interview: beoordelingstendenties ............................................................................. 55
Selectie interview: Sign selectie-interview ............................................................................... 55
Selectie interview: Sapmle selectie-interview .......................................................................... 55
SAMPLE-TECHNIEK................................................................................................................ 57
1
, Voorbeeld sample-techniek: Arbeidsproef .............................................................................. 57
Sample- of gedragsgeneralisatie benadering: visuele presentatie (schema).............................. 58
Situationele-test (sample gebaseerd) ..................................................................................... 58
Assesment center (=test) ....................................................................................................... 60
Deel 5: Beoordeling (formele kant) ............................................................................................... 64
Beoordelingsvormen ......................................................................................................................64
Prestatie beoordeling ............................................................................................................. 64
Functionerignsbeoordeling..................................................................................................... 64
Potentieelbeoordeling ............................................................................................................ 65
Uitdagingen ........................................................................................................................... 65
Beoordelingsfouten (2 soorten) .......................................................................................................65
Systemische criteria .............................................................................................................. 65
Beoordelingstendenties ......................................................................................................... 66
Beoordelingsmethoden: criteria ......................................................................................................67
Wat wordt beoordeeld: resultaten en/of gedrag? ..................................................................... 67
Beoordelignsmethoden: instrument ................................................................................................68
Hoe wordt beoordeeld: rating of ranking? ................................................................................ 68
1 VERGELIJKENDE METHODEN ...................................................................................................... 68
Rangschikking ....................................................................................................................... 68
Paarsgezijze vergelijking ......................................................................................................... 69
Gedwongen verdeling: variant 1 .............................................................................................. 69
Gedwongen verdeling: variant 2 .............................................................................................. 70
Gedwongen verdeling: variant 3 .............................................................................................. 70
Power-Law Distribution (long tail) ........................................................................................... 70
Gedwongen verdeling ............................................................................................................ 71
Silver Ceiling - kritiek .............................................................................................................. 72
2 ABSOLUTE METHODEN ............................................................................................................. 72
Waarderingschaal.................................................................................................................. 72
Verankerde waarderingsschaal of Behaviorally Anchored Rating Scale (BARS).......................... 73
Keuzesysteem ....................................................................................................................... 74
Verankerde waarderingsschaal en keuzesysteem ................................................................... 74
Beoordelingsmethoden: beoordelaar ..............................................................................................75
Wie beoordeelt? .................................................................................................................... 75
Beoordelingsgesprekken verbeteren ...............................................................................................76
Adviezen................................................................................................................................ 76
2
, Traditioneel beoordelingssysteem ...................................................................................................76
Afschaffen ............................................................................................................................. 76
Toch niet te snel ‘volledig’ over boord gooien .......................................................................... 77
Deel 6: Beloning .......................................................................................................................... 78
Functieloon....................................................................................................................................78
Functie, vast, individueel........................................................................................................ 78
Functiewaardering ................................................................................................................. 79
Functie- en loonclassificatie .................................................................................................. 79
Kritische reflectie ................................................................................................................... 80
Directe vormen van prestatiebeoordeling ........................................................................................81
Stuk- of commissieloon (=single factor en direct prestatie beloningssysteem) .......................... 81
Multifocatorbeloning.............................................................................................................. 82
Collectieve prestatie beloning ................................................................................................ 83
Indirecte vormen van prestatiebeoordeling ......................................................................................83
Merit pay ............................................................................................................................... 83
Verwachtingstheorie (Vroom) ................................................................................................. 85
Onderzoek naar P-f-P ............................................................................................................. 86
Competentie als grondslag; competentiebeloning ...........................................................................86
Flexibel belonen .............................................................................................................................88
Human Resource Management – gastlessen .............................................................................. 89
Gastles Colruyt ..............................................................................................................................89
Gastles Meritocratie .......................................................................................................................89
Gastles Talent Management............................................................................................................89
1. Hoe het begon ............................................................................................................... 89
2. Kernbegrippen............................................................................................................... 90
3. Hoe talent beoordelen ........................................................................................................ 95
4. Key take-aways .................................................................................................................. 98
Bredere context – lessen Pieter Timmermans ............................................................................. 99
Deel 1: Belgisch sociaal overlegmodel ......................................................................................... 99
1. Wat is Sociaal overleg? – structuur ..........................................................................................99
1.1 Historiek .......................................................................................................................... 99
1.3 Benchmark ............................................................................................................. 108
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