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SAMENVATTING hrm
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Begrippenlijst van het boek. Alle dikgedrukte woorden in vermengd Nederlands Engels geschreven.
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CH1: HRM gaining competative advantageComptitiveness ability to maintain and gain market share.
Effectiveness: satisfy needs of stakeholders
Human Resource Management (HRM) policies / practices / systems die
invloed hebben op gedrag / houding / prestatie van werknemers.
Effective HRM zorgt voor betere prestaties door satisfaction, innocation &
productivity. Gemiddeld 1 HR persoon voor 93 mensen, deze HR persoon kan veel
verschillende rollen vervullen.
HR is een business met drie productielijnen:
- Administrative services & transactions (compensation. Hiring & staffing)
- Business partner services HR systems development, implement business
plan, talent management
- Strategic partner contributing to business strategy with human capital
Administrative rol neemt a fen strategic business artner neemt toe
Shared service model organiseren van HR met service centers, excellene
centers & business partners
Self service werknemers kunnen online HR dingen vinden over bijvoorbeeld
training.
Outsourcing een ander bedrijf doet een service voor je
HR is steeds belangrijker voor de CEO.
Evidence based HR the demonstration that HR-practices have positive
influence on the company’s stakeholders.
HR or workforce analytics gebruik van quantitative & scientific methods om
data te analyseren uit HR-databased en andere bronnen om evidence based
beslissingen te nemen.
6 competencies voor HR specialisten:
- Credible activist trust / share info / influence others
- Business ally understnad how they make
money
- Talent manager / organisational designer develop talent, design reward
system
- Strategic architect recognize trends & impact, evidence
based
- Cultural & chnge steard facilitate change
- Operational excecutor implement policies
Sustainability ability to make profit without sacrificing the resources of it’s
employees, the community or the environment.
Stakeholders shareholders, the community, customers, employees en andere
geinteresseerden.
Competing through sustainability
Competing through globalization US business competitiveness
Competing through technology
Intangibile assets human capital, customer capital, social capital & intellectual
capital
Education, loyalty, corporate culture, patents.
,Knowledge workers geen manual labour, maar contributie door kennis over
bijvoorbeeld klanten
Empowering het geven van authoriteit en verantwoordelijkheid aan je
werknemers voor beslissingen
Learning organization cultuur van lifelong learning, aanmoedigen om kennis te
verkrijgen en delen
Psychological contract wat een werknemer verwacht toe te voegen en wat een
bedrijf wilt geven voor deze contributie.
Employee engagement mate waarin een werknemer fully involved is in het
werk, en hoe sterk hun commitment is bij het bedrijf.
Zorgt coor productiviteit, betere klanten service en zal niet snel turnover.
Talent management systematisch geplande strategische effort door een bedrijf
om highly skilled employees aan te trekken, te behouden en motiveren maintain
talent.
Alternative work arrangements independent contractors, on-call workers,
temporary workers & contract-company workers.
The balance scorecard geeftindicatie van performance based on satisfied
needs van stakeholders. Klanten werknemers & shareholders.
How do customers see us / what must we excel at? / can we continue improve? /
how do we look to shareholders ?
Total quality management (TQM) hele bedrijf doet moeite om constant te
verbeteren hoe het werk wordt uitgevoerd.
- Meet needs of internal & external customers
- Employees get training in quality
- Measure progress with feedback based on data
- Cooperation to improve quality & hold cost down
Malcome balrige national wuality award hoogste prijs van national
recognition of quality that an US company can receive. Punten scoren op
Leadership / strategic planning / operation focus / customer focus / results /
workforce focus / measurement analyss & KM. Iso 9000:2000 quality standards
worldwide
Six sigma process process van measuring / analyzing / improving / controlling.
Focus on serving the customer, deliver what they really want.
Lean thinking away to do more with less effort, time, equipment & space maar
geeft klanten nog steeds wat ze willen.
Internal labor force labor force of current employees
External labor market mensen die op zoek zijn naar werk
Sarbones oxley act 2002 regels voor corporate behavior wat betreft illegal &
unethical behavior. Ook accountants hebben veel werk aan.
Offshoring exporting van jobs van landen met hoge lonen nar landen met lage
lonen.
Onshoring omdat er ook nadelen zitten aan offshoring (taalverschil, cultuur,
tijdzones) kun je ok werk terughalen.
Social networking websites die mensen met bijvoorbeeld dezelfde interesses
interactie laten hebben.
, Human resource information systems (HRIS) computer system die acquire,
store, retrieve & distribute information related to HR.
High performance work systems systeem die zorgt voor fit tussen social
systems & technical systems.
Virtual teams teams separated by time / plaats / cultuur en interactive gaat via
technologie
Electronic human resource management (e-HRM) processing &
transmission van digitale informative in HRM van de ene computer naar de
andere.
HR Dashboard metrics waar employees toegang tot hebben op intranet / in het
systeem.
CH2: Strategic HRM
Busininess model is a story how the firm will creat value for customers in a
profitable way.
Strategic human resource management (SHRM) a pattern of planned HR-
deployments and activities intended to achieve it’s goals.
Strategy formulation met de missie & goals, en een swot-analyse de
strategische richting vaststellen.
Strategy implementation structuur geven aan de organisatie om de strategie
te krijgen
(blz 76 model 2.2)
Administrative linkage: focused day-to-day no strategic outlook to HRM
One-way linkage: strategic plan wordt gemaakt en doorgegven aan HRM, gee
inbreng
Two-way linkage: ruimte voor consideration, overleggen met twee aparte blokjes,
wel samenwerken
Integrative linkage: continuing, not sequential interaction. HRM functions into the
strategy formulation
Goals what it hopes to achieve in medium- and long-term future
External analysis examining the environment voor strategic opportunities &
threats
Internal analysis examining the organization strengths & weaknesses
Strategic choice the way the organization will attempt to fulfill it’s mission &
achieve longterm goals
Job analysis getting detailed information about jobs
Job design welke taken moeten samengevoegd worden naar 1 job
Recruitment the organization zoekt sollicitanten die potentieel de job kunnen
doen
Selection iemand uitkiezen met de juiste kennis/skills/ abilities om het goal te
kunnen halen
Training planned effort to facilitate learning of job-related knowledge, skills &
behavior
Development acquisition of knowledge, skills & behavior that improve an
employee’s ability to meet changes in job requirements and client demands.
Performance management middelen waarmee manager kijkt dat output van
employee klopt met het goal.
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