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Samenvatting Human Resource Management, ISBN: 9789401470292 Human Resources Management HRM (4021359DNR)
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Volledige samenvatting van slides en handboek. 14/10 gehaald op examen.
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A CRITICAL EXAMINATION AND IDENTIFICATION OF THE KEY FACTORS THAT DRIVE HIGHER LEVELS OF EMPLOYEE ENGAGEMENT WITHIN THE MILLENNIALS WORKFORCE; A CASE STUDY OF FOOD INDUSTRY
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InhoudHUMAN RESOURCE MANAGEMENT – Back to basics ......................................................................... 12
1. HOOFDSTUK 1 – INTRODUCTIE TOT HUMAN RESOURCE MANAGEMENT ............................. 12
1.1. INLEIDING .......................................................................................................................... 12
1.1.1. Introductie ................................................................................................................ 12
1.1.2. De HR-prestatie link .................................................................................................. 13
1.1.2.1. Resource based view ............................................................................................ 13
1.1.2.2. Contingency Theory .............................................................................................. 14
1.1.2.3. AMO-Framework .................................................................................................. 14
1.2. WAAROM WE HR HATEN .................................................................................................. 15
1.2.1. De meeste managers gaan hiermee akkoord ........................................................... 15
1.2.2. Waarom wordt HR dan niet serieus genomen?........................................................ 15
1.3. DE ROLLEN VAN HR-MANAGERS ....................................................................................... 16
1.3.1. Algemeen .................................................................................................................. 16
1.3.2. Dave Ulrich – kwadrant ............................................................................................. 16
1.3.2.1. 4 verschillende rollen ............................................................................................ 16
1.3.2.1.1. Strategische partner ...................................................................................... 17
1.3.2.1.2. Administratief expert ..................................................................................... 17
1.3.2.1.3. Verdediger van de medewerkersrol = inzitbaarheidsdeskundige ................. 18
1.3.2.1.4. Veranderingsdeskundige = begeleiden en stimuleren van transformatie en
verandering ....................................................................................................................... 18
1.3.2.2. Samenvatting Ulrichs model ................................................................................. 19
1.3.3. HR-rollen in context .................................................................................................. 19
1.4. HISTORISCHE SCHETS ........................................................................................................ 20
1.4.1. Het vroege begin ....................................................................................................... 20
1.4.2. Voor de industriële revolutie – Pre-industriële samenleving ................................. 20
1.4.3. De industriële revolutie ............................................................................................ 21
1.4.4. Welzijnsafdelingen , scientific management, human relations en industrial
psychology personeelsmanagement.................................................................................... 22
1.4.4.1. Welzijnsafdelingen ................................................................................................ 22
1.4.4.2. Scientific management ......................................................................................... 23
1.4.4.3. Human relations movement ................................................................................. 24
1.4.4.4. Industrial psychology ............................................................................................ 25
1.4.5. WWI en WWII : definitieve ontwikkeling van het personeelsbeleid
personeelsafdelingen ................................................................................................................ 26
1.4.6. Personeelsbeleid ....................................................................................................... 26
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, 1.4.7. Van personeelsbeleid naar (strategisch) Human Resource Management ............... 26
1.4.7.1. De WN als competitief voordeel ........................................................................... 27
1.4.7.2. De strategische rol van het personeelsbeleid....................................................... 27
1.4.7.3. De relatie tussen lijn-en personeelsmanagement ................................................ 28
1.4.8. Human Capital management en het meten van de toegevoegde waarde van HRM29
1.5. TOEKOMST VAN HRM ....................................................................................................... 30
1.5.1. Covid 19..................................................................................................................... 30
1.5.2. Evidence-based HRM ................................................................................................ 30
1.5.3. Big-data ..................................................................................................................... 31
1.5.4. HR-outsourcing ......................................................................................................... 31
1.5.5. Talentmanagement ................................................................................................... 31
1.5.6. Duurzaam HRM ......................................................................................................... 32
1.6. TEST UW KENNIS ............................................................................................................... 32
1.7. STRATEGISCH HRM ........................................................................................................... 32
1.7.1. Case ........................................................................................................................... 32
1.7.2. Kernprincipes van SHRM ........................................................................................... 32
1.7.3. Resource-based view van het bedrijf ........................................................................ 32
1.7.4. Zijn Human Resources waardevol? ........................................................................... 33
1.7.4.1. Wat zegt wetenschappelijk onderzoek? ............................................................... 34
1.7.5. Zijn Human Resources schaars? ................................................................................ 35
1.7.6. Zijn Human Resources lastig te imiteren .................................................................. 35
1.7.7. Zijn Human Resources onvervangbaar? ................................................................... 37
1.8. ALIGNERING ...................................................................................................................... 37
1.8.1. Het concept alignering .............................................................................................. 37
1.9. STRATEGIE ......................................................................................................................... 38
1.9.1. Wat is strategie ......................................................................................................... 38
1.9.3. Business strategie ..................................................................................................... 38
1.9.3.1. Lagekostenstrategie .............................................................................................. 39
1.9.3.2. Kostenleiderschap Porter ................................................................................. 39
1.9.3.3. Differentiatiestrategie Porter............................................................................ 40
1.9.3.4. Focusstrategie Porter ....................................................................................... 40
1.10. STRUCTUUR (7) ............................................................................................................. 40
1.10.1. Functionele structuur................................................................................................ 41
1.10.2. Geografische taakgroepering ................................................................................... 42
1.10.3. Productstructuur ....................................................................................................... 42
1.10.4. Klant/markt structuur ............................................................................................... 42
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, 1.10.5. Matrixstructuur ......................................................................................................... 42
1.10.6. Processtructuur /horizontale structuur .................................................................... 43
1.10.7. Netwerkstructuur...................................................................................................... 43
1.10.8. Structuren samengevat ............................................................................................. 44
1.10.9. Andere structuren ter volledigheid........................................................................... 44
1.11. ORGANISATIECULTUUR ................................................................................................. 44
1.11.1. 4 Soorten organisatieculturen MIRB .................................................................... 45
1.11.1.1. Mensgericht .......................................................................................................... 45
1.11.1.2. Beheersgericht ...................................................................................................... 45
1.11.1.3. Innovatief .............................................................................................................. 45
1.11.1.4. Resultaatsgericht .................................................................................................. 45
1.12. OVERZICHT VAN DE HRM-MODELLEN .......................................................................... 46
1.12.1. Michigan matching model ........................................................................................ 46
1.12.1.1. New-York model ................................................................................................... 48
1.12.2. Hardvardmodel ......................................................................................................... 49
1.12.3. ‘Europees’ contextueel model van HRM .................................................................. 50
1.13. HET TOENEMEND BELANG VAN METEN-HR ANALYTICS .............................................. 51
1.13.1. Algemeen .................................................................................................................. 51
1.13.2. Metrics – analytics .................................................................................................... 52
1.13.2.1. Balanced scorecard ............................................................................................... 52
1.13.2.2. HR-Scorecard ........................................................................................................ 53
1.13.3. HR analytics ............................................................................................................... 54
1.14. DE HR-TRIAD ................................................................................................................. 55
1.15. TEST UW KENNIS ........................................................................................................... 56
1.16. KRITISCHE BESCHOUWINGEN ....................................................................................... 56
1.17. WETENSCHAPPELIJK BEWIJSMATERIAAL ...................................................................... 56
1.17.1. Kritiek ........................................................................................................................ 57
1.17.2. Wetenschappelijk onderzoek.................................................................................... 59
2. HOOFDSTUK 2 – JOB EN COMPETENTIEMODELING ................................................................ 59
2.1. TRADITIONELE FUNCTIESTUDIE ........................................................................................ 59
2.1.1. Inleiding..................................................................................................................... 59
2.1.2. Definitie traditionele functiestudie........................................................................... 60
2.1.3. Bouwstenen .............................................................................................................. 60
2.1.3.1. Descriptoren ......................................................................................................... 60
2.1.3.2. Informatiebronnen ............................................................................................... 60
2.1.4. Methodes van informatieverzameling ...................................................................... 61
3
, 2.1.4.1. Observatie ............................................................................................................. 61
2.1.4.2. Interview ............................................................................................................... 61
2.1.4.3. Technische conferenties ....................................................................................... 62
2.1.4.4. Vragenlijst ............................................................................................................. 62
2.1.4.5. Logboek/dagboek ................................................................................................. 63
2.1.4.6. Equipment-based methoden ................................................................................ 63
2.1.4.7. Literatuur .............................................................................................................. 63
2.1.4.8. Computers............................................................................................................. 63
2.1.4.9. Het werk zelf uitvoeren ........................................................................................ 63
2.1.4.10. Bestaand materiaal /bedrijfsarchief ..................................................................... 64
2.1.4.11. Databanken ........................................................................................................... 64
2.1.4.11.1. D.O.T ............................................................................................................ 64
2.1.4.11.2. O*NET .......................................................................................................... 64
2.1.4.12. Samenvattend ....................................................................................................... 65
2.1.5. Analyse-eenheden .................................................................................................... 65
2.1.6. Conclusie ................................................................................................................... 66
2.1.7. Naar welke soort informatie zou u zoeken? ............................................................. 67
2.1.8. Nadruk op taken en/of eigenschappen: functiebeschrijving en –analyse klassieke
technieken van functiestudie.................................................................................................... 68
2.1.8.1. Functional job analysis (FJA) ................................................................................ 68
2.1.8.2. Job element method (JEM) ................................................................................... 70
2.1.8.3. Narratieve taak-en functiebeschrijving ................................................................ 70
2.1.8.4. Kritische incidenten techniek................................................................................ 71
2.1.8.5. Persoonlijkheidsgebaseerde methods .................................................................. 71
2.1.9. Kritiek op traditionele benadering ............................................................................ 72
2.1.10. Uitdagingen ............................................................................................................... 72
2.1.10.1. Uitdaging 1 : New Ways of Working ..................................................................... 72
2.1.10.2. Uitdaging 2 : “Ze doen niets” – coginitieve taakanalyse ...................................... 73
2.1.10.3. Uitdaging 3 : “Navelstaarderij” ............................................................................. 74
2.2. COMPETENTIEMANAGEMENT .......................................................................................... 74
2.2.1. Oorsprong en definitie van competenties ................................................................ 74
2.2.2. Proces van competentiemanagement ...................................................................... 75
2.2.3. Verschillen met functiestudie ................................................................................... 77
2.2.4. Kritiek op competentiemanagement ........................................................................ 78
2.2.5. Slides competentiemodeling .................................................................................... 79
2.3. STRATEGIC JOB MODELING............................................................................................... 82
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