Een volledige samenvatting over het vak Performance Advies & Implementatie dat wordt gegeven in blok vier van leerjaar 2 van de opleiding Human Resource Management aan de HvA.
Inhoud
Het belang van de omgeving..................................................................................................................4
Six components model...........................................................................................................................4
Externe algemene marktcontext........................................................................................................5
Externe populatie marktcontext.........................................................................................................5
Externe algemene institutionele context............................................................................................5
Externe populatie institutionele context............................................................................................5
Configuratie........................................................................................................................................5
HR-strategie & HR-praktijken.............................................................................................................5
Resource dependency theory.................................................................................................................5
Afstemming........................................................................................................................................6
HR-waardenketen...............................................................................................................................6
Transactiekostentheorie.........................................................................................................................7
Onzekerheid en beperkte mobiliteit...................................................................................................7
Opportunisme en laag aantal leveranciers.........................................................................................7
Risico’s en unieke producten..............................................................................................................7
Contingency theory................................................................................................................................7
Institutional theory.............................................................................................................................7
Belonen als strategisch instrument........................................................................................................8
Loon of salaris?...................................................................................................................................8
Primaire en secundaire arbeidsvoorwaarden.....................................................................................8
Beloningsvormen................................................................................................................................9
Vroege theorieën over belonen..............................................................................................................9
Karl Marx............................................................................................................................................9
Frederick Taylor..................................................................................................................................9
De Hawthorne studies........................................................................................................................9
Nieuwe tijd...........................................................................................................................................10
Opkomst van de zzp’er.....................................................................................................................10
Agile en zelfsturing...........................................................................................................................10
Robotisering.....................................................................................................................................10
Hoeveel heb je nodig?..........................................................................................................................11
Rechtvaardige verdeling.......................................................................................................................11
Verticale verdeling............................................................................................................................12
Horizontale verdeling.......................................................................................................................12
Sectorale verdeling...........................................................................................................................12
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, Maatschappelijke verdeling..............................................................................................................12
Het proces van belonen........................................................................................................................13
Gevaren................................................................................................................................................13
Contraproductief werkgedrag..........................................................................................................13
Andere gevaren................................................................................................................................13
Conclusie Wawoe.................................................................................................................................14
Prestatie- en ontwikkelingsmanagement en de HR-cyclus...................................................................15
Gesprekscyclus:................................................................................................................................16
Integraal prestatiemanagementsysteem:.............................................................................................17
Factoren die het functioneren beïnvloeden:........................................................................................18
Beoordelingsmethoden........................................................................................................................18
Eisen aan beoordelingsmethoden....................................................................................................18
Soorten methoden:..........................................................................................................................18
Beoordelingsconsequenties:.............................................................................................................19
Bijzondere beoordelingsvormen:.....................................................................................................19
Invoering en gebruik van prestatie- en ontwikkelingsmanagement.....................................................19
Werkprestatie.......................................................................................................................................20
Het AMO-model...................................................................................................................................20
Normale verdeling of rechtsscheef.......................................................................................................20
Vier pijlers van het nieuwe belonen.....................................................................................................21
Vast salaris op basis van analytics.....................................................................................................21
Prestaties beoordelen op voldoet wel/niet......................................................................................21
Nieuw performance management cyclus.........................................................................................21
Winstdeling teambeloning en pro-sociale beloning.........................................................................21
Prestatieverbetering zonder extra beloning?.......................................................................................22
Theoretische perspectieven op HR-inzet..............................................................................................23
Contingentiebenadering...................................................................................................................23
Resource based view........................................................................................................................23
High performance worksystems.......................................................................................................23
Human Resource-activiteiten die ertoe doen.......................................................................................24
High Performance worksystems samengevat.......................................................................................24
Best practice of best fit?.......................................................................................................................24
5e fit: person-organisation fit................................................................................................................25
Badkuip of tent model..........................................................................................................................26
Badkuip model..................................................................................................................................26
Tent model.......................................................................................................................................26
2
,Nadeel HPWS........................................................................................................................................27
Eisen werknemer..............................................................................................................................27
Lepak & Schnell: de economische blik..................................................................................................28
Health psychologie Karasek..................................................................................................................28
Hoe kijk je naar performance?.............................................................................................................29
Een ander perspectief op wellbeing.....................................................................................................29
Alternatief 1: job characteritics model.................................................................................................29
Overige alternatieven: wat werkt wel?................................................................................................30
Arbeidstevredenheid vs. Bevlogenheid................................................................................................31
Bevlogenheid........................................................................................................................................31
JDR-model........................................................................................................................................31
Conclusie..............................................................................................................................................32
Effectief HR-beleid................................................................................................................................33
HR-implementatie procesmodel.......................................................................................................33
Belemmeringen lijnmanager bij HR-implementatie.............................................................................34
Ondersteuning lijnmanagement...........................................................................................................34
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, Samenvatting blok 4 Performance: Advies en Implementatie
Week 1: introductie en 6 componentenmodel
Het belang van de omgeving
De omgeving waarin organisaties opereren - en met name de mate van verandering waaraan deze
omgevingen onderhevig zijn van - groot belang is voor het voortbestaan van bedrijven. De theorieën
die we in het hoofdstuk beschrijven, geven een verklaring waarom organisaties op hun buitenwereld
reageren zoals ze doen. Het gaat er niet om dat de ene theorie meer waar is dan de ander, maar at
alle theorieën met een bepaalde lens naar de verhouding tussen organisatie en omgeving kijken.
Six components model
Met het six components model van Paul Boselie kan een bedrijf op gestructureerde wijze de
omgeving scannen. Het model kent zes componenten. Door te kijken naar deze componenten zien
we wat van invloed heeft op het HR-beleid van organisaties.
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