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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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Bedrijfskunde Master
Human Resource Management
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Samenvatting HRM
Deel 1 ............................................................................................................................................................... 7
Intro tot HRM, HR rollen en Historiek (H1) ....................................................................................................... 7
De HR-prestatie link ............................................................................................................................................ 7
Resource-based view ...................................................................................................................................... 8
Contingency theory ............................................................................................................................................. 8
AMO framework ................................................................................................................................................. 9
Definitie van HRM ............................................................................................................................................... 9
Kernactiviteiten HRM...................................................................................................................................... 9
HRM vervult belangrijke rol in tewerkstellingsrelatie: ................................................................................... 9
HRM moet voorzien welke mensen er in de toekomst nodig zullen zijn en die mensen ook vinden,
aantrekken en werven. ................................................................................................................................. 10
HRM is verantwoordelijk voor het sturen van de wn’s in de richting van de ondernemingsdoelstellingen. 10
HRM stelt medewerkers in staat individuele en organisationele doelstellingen te realiseren door zorg te
dragen voor hun ontwikkeling: ..................................................................................................................... 10
HRM is verantwoordelijk voor het beleid dat de org zal volgen inzake beloning (=renumeratie) ............... 10
HRM heeft een belangrijke taak te vervullen inzake arbeidsverhoudingen en directe relaties met
medewerkers: ............................................................................................................................................... 10
HRM voorziet in een aantal diensten inzake gezondheid, veiligheid en persoonlijk welzijn. ...................... 10
Administratieve verantwoordelijkheden ...................................................................................................... 10
Samengevat: ..................................................................................................................................................... 11
HR Rollen & HRM verleden, vandaag en toekomst ......................................................................................... 11
Outline............................................................................................................................................................... 11
Waarom we HR haten ....................................................................................................................................... 11
HR rollen volgens Dave Ulrich ........................................................................................................................... 12
Rollen HR manager ....................................................................................................................................... 13
HR rollen in context ........................................................................................................................................... 14
Kort historisch overzicht van HRM ................................................................................................................. 14
Het vroege begin ............................................................................................................................................... 14
Pre-industriële samenleving .............................................................................................................................. 15
Industriële Revolutie ......................................................................................................................................... 15
Personeelsmanagement ................................................................................................................................... 16
Personeelsafdelingen ........................................................................................................................................ 19
Strategisch HRM ............................................................................................................................................... 19
Strategische verankering van HRM:.............................................................................................................. 20
Human Capital Management en het meten van de toegevoegde waarde van HRM ................................... 21
Toekomst van HRM → Trends ........................................................................................................................ 21
, Resource-based view van het bedrijf ........................................................................................................... 24
Zijn human resources waardevol? ................................................................................................................ 24
Zijn human resources schaars? ..................................................................................................................... 25
Zijn human resources lastig te imiteren? ..................................................................................................... 26
Zijn human resources onvervangbaar?......................................................................................................... 27
Alignering .......................................................................................................................................................... 28
Het concept ‘alignering’ ................................................................................................................................ 28
Wat is strategie? ........................................................................................................................................... 28
Soorten strategie .......................................................................................................................................... 29
Porter’s generieke concurrentiestrategie................................................................................................. 29
Strategie ................................................................................................................................................... 30
Organisatiestructuur ..................................................................................................................................... 30
Organisatiestructuur ..................................................................................................................................... 35
Samengevat: ................................................................................................................................................. 37
Michigan Matching Model ............................................................................................................................ 37
Harvardmodel ............................................................................................................................................... 38
‘Europees’ contextueel model van HRM ...................................................................................................... 39
Metrics .............................................................................................................................................................. 40
HR effectiviteit meten ................................................................................................................................... 40
HRM systemen .............................................................................................................................................. 40
HRM dashboards .......................................................................................................................................... 41
HR scorecards ............................................................................................................................................... 41
HR analytics................................................................................................................................................... 42
De HR-triad ....................................................................................................................................................... 42
Deel 2 ............................................................................................................................................................. 43
Functiestudie en competentie modeling ........................................................................................................ 43
Outline............................................................................................................................................................... 43
Traditionele functiestudie ................................................................................................................................. 43
Waarom is dit topic relevant? ...................................................................................................................... 43
Traditionele benaderingen ................................................................................................................................ 44
Case: job als politie-agent ............................................................................................................................. 44
Bouwstenen: onderscheid maken ................................................................................................................ 44
Bij wie zou u informatie over de functie inwinnen? ..................................................................................... 45
Wat zegt wetenschappelijk onderzoek? ................................................................................................... 46
Hoe zou u de informatie verzamelen? .......................................................................................................... 46
Naar wat voor soort informatie zou u zoeken? ............................................................................................ 48
Hoe data analyseren? → Analyseniveaus ..................................................................................................... 49
Functional Job Analysis (FJA) ........................................................................................................................ 49
Taakvragenlijst (“Task inventory”) ................................................................................................................ 50
Job Element Method (JEM) ........................................................................................................................... 51
Narratieve taak- en functiebeschrijving........................................................................................................ 51
Kritische incidententechniek ........................................................................................................................ 51
Persoonlijkheidsgebaseerde methodes ........................................................................................................ 52
Nadruk op (strategische) competenties: Competentiemodeling ...................................................................... 52
Oorsprong en definitie van competenties .................................................................................................... 52
Proces van competentiemanagement .......................................................................................................... 53
Verschillen met functiestudie ....................................................................................................................... 53
Kwaliteitsrichtlijnen bij competentiemodeling (Samenvatting) ................................................................... 54
3 uitdagingen (Kritiek op competentiemanagement) ....................................................................................... 55
1: New ways of working ................................................................................................................................ 55
2: “Ze doen niets” ......................................................................................................................................... 55
Lenka Braekman, april 2022 2
, 3: “Navelstaarderij” ...................................................................................................................................... 56
Competentieprofiel ...................................................................................................................................... 57
Droom versus nachtmerrie ........................................................................................................................... 58
Relevantie voor HRM .................................................................................................................................... 58
Rekrutering en selectie ............................................................................................................................. 59
Training en ontwikkeling .......................................................................................................................... 59
Functiewaardering en beloning ................................................................................................................ 59
Prestatiebeoordeling en performancemanagement ................................................................................ 59
Functiedesign............................................................................................................................................ 59
Ergonomie en veiligheid ........................................................................................................................... 59
Horizontale en verticale integratie ........................................................................................................... 59
Trends ........................................................................................................................................................... 60
Het nieuwe werken (New Ways of Working NWW) ................................................................................. 60
Van jobdesign naar job crafting ................................................................................................................ 60
Strategic job modeling ............................................................................................................................. 60
Machine learning en functieanalyse......................................................................................................... 60
Rekrutering en employer branding................................................................................................................. 61
Introductie......................................................................................................................................................... 61
Michigan matching model: ........................................................................................................................... 61
Waarom is dit topic relevant? ...................................................................................................................... 61
Rekrutering vs selectie .................................................................................................................................. 62
Rekruteringsmodellen .................................................................................................................................. 63
Uitkomsten van rekrutering .............................................................................................................................. 64
Klassieke rekrutering ......................................................................................................................................... 65
Timing ........................................................................................................................................................... 65
Doelgroep ..................................................................................................................................................... 66
Rekruteringskanaal ....................................................................................................................................... 66
De ene jobsite is de andere niet ............................................................................................................... 66
Welk rekruteringskanaal (formeel/informeel) is beter en waarom? ....................................................... 66
4 bronnen waarvan informele kanalen leiden tot betere sollicitanten: ................................................... 67
Indeling van rekruteringskanalen ............................................................................................................. 67
Personeelsadvertentie ......................................................................................................................... 67
Mond-tot-mondcommunicatie............................................................................................................. 68
E-recruitment ....................................................................................................................................... 68
Social media.......................................................................................................................................... 68
Interne vs externe rekrutering ...................................................................................................................... 68
Rekruteringsboodschap ................................................................................................................................ 69
Alternatief op RJP ..................................................................................................................................... 71
Recruiters ...................................................................................................................................................... 71
Klassieke rekrutering: kritiek ........................................................................................................................ 71
Rekrutering vandaag ........................................................................................................................................ 72
Employer branding ....................................................................................................................................... 72
1: Employer value proposition.................................................................................................................. 72
2: Interne branding / living the brand ...................................................................................................... 72
3: Externe branding .................................................................................................................................. 72
Dimensies van werkgeversimago ............................................................................................................. 72
Imago-audit .............................................................................................................................................. 73
Raakpuntenmodel employer branding ..................................................................................................... 74
Werkgeversimago: vorming en ontwikkeling ........................................................................................... 74
Personeelsadvertenties 2.0 ...................................................................................................................... 74
Word-of-mouse ........................................................................................................................................ 75
Third-party employment branding ........................................................................................................... 75
Alternatieve sollicitantenpopulatie .............................................................................................................. 75
Voordelen van het verruimen van de sollicitantenpool: .......................................................................... 75
Lenka Braekman, april 2022 3
, Hoe trek je niet-traditionele kandidaten aan? ......................................................................................... 75
Gebruik van technologie ............................................................................................................................... 76
Gebruik van metrics ...................................................................................................................................... 77
Minder gekwalificeerde sollicitantenpopulatie ............................................................................................ 77
Alternatieven voor rekrutering ......................................................................................................................... 77
Arbeidsvoorwaarden ......................................................................................................................................... 77
Strategiekeuze .................................................................................................................................................. 78
Trends ............................................................................................................................................................... 78
‘Strange’ rekruteringsmethodes ................................................................................................................... 78
Personalisatie................................................................................................................................................ 78
Candidate experience ................................................................................................................................... 79
Deel 3: Selectie en assessment ....................................................................................................................... 79
Introductie......................................................................................................................................................... 79
Michigan Matching model: ........................................................................................................................... 79
Waarom is dit topic relevant? ...................................................................................................................... 80
Basismodel van personeelsselectie ................................................................................................................... 80
Criteriumdomein: wat is functieprestatie? ................................................................................................... 80
Onderzoek: wat houdt ‘goed presteren’ in? ............................................................................................ 81
Criteriummaat: hoe meten we functieprestatie? ......................................................................................... 81
Criteriummaat: fouten bij objectieve beoordeling/meting ...................................................................... 82
Predictorconstruct (=selectieconstructen die voorspellend zijn) ................................................................. 82
Welke constructen zijn voorspellend voor het criterium (werkprestaties)? ............................................ 82
Persoonlijkheid (“Big Five”) .................................................................................................................. 83
Beroepsinteresses ................................................................................................................................ 83
General Mental Ability ......................................................................................................................... 84
Triarchic theory of intelligence ............................................................................................................. 85
Meervoudige intelligentie .................................................................................................................... 85
Emotionele intelligentie ........................................................................................................................... 85
Kennis en ervaring .................................................................................................................................... 85
Person-organization fit ............................................................................................................................. 86
Fysieke en psychomotorische vaardigheden ............................................................................................ 86
Belangstelling ........................................................................................................................................... 86
Het basismodel – herzien ............................................................................................................................. 87
Psychometrie ..................................................................................................................................................... 88
Psychometrische eigenschappen .................................................................................................................. 88
Betrouwbaarheid ...................................................................................................................................... 88
Validiteit ................................................................................................................................................... 88
Predictieve validiteit ................................................................................................................................. 88
Predictorinstrumenten (=voorspellende instrumenten) .................................................................................... 89
Sign versus sample ........................................................................................................................................ 89
Overzicht ....................................................................................................................................................... 90
Biodata (via sollicitatieformulier) ............................................................................................................. 90
Referenties en aanbevelingen .................................................................................................................. 91
Persoonlijkheidsvragenlijsten ................................................................................................................... 92
Integriteitstesten ...................................................................................................................................... 92
Cognitieve vaardigheidstesten ................................................................................................................. 93
Emotionele intelligentietesten ................................................................................................................. 94
Selectie interview ..................................................................................................................................... 94
Medisch en fysiek onderzoek ................................................................................................................... 97
Work sample (arbeidsproef) ..................................................................................................................... 97
Assessment Center Method ..................................................................................................................... 98
Situational judgment tests........................................................................................................................ 98
Lenka Braekman, april 2022 4
, Kennistests ............................................................................................................................................... 99
Belangstellingsvragenlijsten ..................................................................................................................... 99
Overige selectiemethoden ....................................................................................................................... 99
Hoe een beslissing nemen? ............................................................................................................................... 99
Hoe maak je een beslissing? ......................................................................................................................... 99
Predictieve validiteit van diverse voorspellende instrumenten ............................................................. 100
Face validiteit.......................................................................................................................................... 100
Adverse impact ....................................................................................................................................... 100
Aanbevelingen ............................................................................................................................................ 100
Trends ............................................................................................................................................................. 101
Unproctored internet testing ..................................................................................................................... 101
Internationale selectie ................................................................................................................................ 101
Sociale media en selectie: nieuwe signalen voor talent? ........................................................................... 102
Big data en AI .............................................................................................................................................. 102
Gamification, serious games en virtual reality ........................................................................................... 102
Deel 4 ........................................................................................................................................................... 103
Training en ontwikkeling .............................................................................................................................. 103
Introductie....................................................................................................................................................... 103
Waarom is dit topic relevant? .................................................................................................................... 103
Terminologie ............................................................................................................................................... 103
Case............................................................................................................................................................. 103
Ideaal model (in theorie): de klassieke, formele benadering .......................................................................... 104
Voer een behoeftediagnose uit .................................................................................................................. 104
Bepaal trainingsdoelstellingen .................................................................................................................... 105
Trainingsontwerp en -methode .................................................................................................................. 105
Voor- en nadelen van binnenshuis of buitenshuis trainen ..................................................................... 109
Verhoog transfer ......................................................................................................................................... 109
Schematische voorstelling van verhoog transfer ................................................................................... 110
Trainingsontwerp ................................................................................................................................... 110
Kenmerken trainee ................................................................................................................................. 111
Werkomgeving ....................................................................................................................................... 112
Werkklimaat componenten die verband houden met transfer ............................................................. 112
Training evalueren ...................................................................................................................................... 112
Taxonomie ontwikkeld door Kirkpatrick ................................................................................................. 112
Meeste bedrijven voeren geen systematische evaluatie van trainingen uit: ......................................... 113
Evaluatie-ontwerpen (=evaluatiedesings) .............................................................................................. 113
Keuze van evaluatiecriteria .................................................................................................................... 113
Populariteit van evaluatiecriteria ........................................................................................................... 114
Ruimere benadering ............................................................................................................................... 114
Evaluatiemodel van Kraiger, Ford & Salas .......................................................................................... 114
Informeel leren (=informele benadering) ........................................................................................................ 115
Wat is het? .................................................................................................................................................. 115
Waarom is het populair? ............................................................................................................................ 115
Een conceptueel model .............................................................................................................................. 115
Faciliteiten/ facilitatoren van informeel leren ............................................................................................ 116
Stakeholders.................................................................................................................................................... 116
Trends ............................................................................................................................................................. 117
Coaching ..................................................................................................................................................... 117
Leiderschapstraining ................................................................................................................................... 117
Prestatiebeoordeling en -management ........................................................................................................ 118
Lenka Braekman, april 2022 5
, Introductie....................................................................................................................................................... 118
Situering in Michigan Matching Model ....................................................................................................... 118
Waarom is dit topic relevant? .................................................................................................................... 118
Case............................................................................................................................................................. 118
Bouwstenen van prestatiemanagement ......................................................................................................... 119
Wat evalueren?........................................................................................................................................... 119
Welke instrumenten gebruiken? ................................................................................................................ 120
Kwalitatieve beoordeling ........................................................................................................................ 120
Kwantitatieve beoordeling ..................................................................................................................... 121
Wie moet prestatie beoordelen? → Type beoordelaar ............................................................................. 125
Kunnen we mensen trainen om betere beoordelaars te worden? ............................................................ 128
Het functioneringsgesprek.......................................................................................................................... 129
Algemene principes .................................................................................................................................... 130
Realiteit van prestatiemanagement ............................................................................................................... 131
Problemen .................................................................................................................................................. 131
Oorzaken ..................................................................................................................................................... 131
Mogelijke oplossingen ................................................................................................................................ 131
Toekomst? .................................................................................................................................................. 132
Trends ............................................................................................................................................................. 132
Informaticatechnologie .............................................................................................................................. 132
Feedbackzoekend gedrag ........................................................................................................................... 133
Focus op sterktes: Feedforward en Reflected Best Self-Portrait ................................................................ 133
Gamification ............................................................................................................................................... 133
Deel 5 ........................................................................................................................................................... 134
Beloning en voordelen ................................................................................................................................. 134
Introductie....................................................................................................................................................... 134
Waarom is dit topic relevant? .................................................................................................................... 134
Total rewards management........................................................................................................................ 135
Case............................................................................................................................................................. 135
Prestatiebeloningssystemen ........................................................................................................................... 135
Case............................................................................................................................................................. 135
Prestatiebeloning ........................................................................................................................................ 135
Merit pay ................................................................................................................................................ 136
Bonussen ................................................................................................................................................ 136
Commissieloon ....................................................................................................................................... 136
Stukloon (= tariefloon) en standaard urenplannen ................................................................................ 137
Individuele awards.................................................................................................................................. 137
Groepsprestatiebeloning (team incentive plans) ................................................................................... 137
Profit sharing (cashwinstdeling) ............................................................................................................. 137
Gainsharing ............................................................................................................................................. 138
Winstdeling in aandelen (stock options) ................................................................................................ 138
Wat kunnen we besluiten? ......................................................................................................................... 138
Voordelen (secundaire arbeidsvoorwaarden) ................................................................................................. 139
Tegemoetkomingen in onkosten ................................................................................................................ 139
Pensioenplannen ........................................................................................................................................ 140
Medische voorzieningen ............................................................................................................................. 140
Balans tussen gezinen werk ........................................................................................................................ 140
Perks ........................................................................................................................................................... 141
Cafetariaplan .............................................................................................................................................. 141
Populariteit ................................................................................................................................................. 141
Een beloningsstructuur opzetten .................................................................................................................... 141
Lenka Braekman, april 2022 6
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