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Samenvatting Personeel en Organisatie
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Volledige samenvatting van het vak Personeel en Organisatie. Handelswetenschappen Antwerpen, tweede jaar Prof: Rein De Cooman Behaalde punt: 15
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ContentsLes 1: Organisaties en de rol van mensen ............................................................................................. 10
Geschiedenis, organisatiestructuren, -bouwstenen en -design ........................................................ 10
1. Wat is een organisatie ............................................................................................................... 10
2. Bouwstenen van een organisatie .............................................................................................. 11
6 elementen bepalen samen de organisatiestructuur ( zorgt voor stabiliteit ) ............................ 11
3. Organisatievormen .................................................................................................................... 14
Organisatievormen volgens Mintzberg ......................................................................................... 15
Nieuwe organisatievormen ........................................................................................................... 15
Zelfsturende teamstructuur: voorbeeld zorgorganisatie .............................................................. 16
Grenzeloze organisatie: voorbeeld Apple ..................................................................................... 16
4. Historisch perspectief ................................................................................................................ 16
Klassieke benadering: .................................................................................................................... 16
1. Scientific management .............................................................................................................. 16
Tijd- en bewegingstudies ............................................................................................................... 17
2. Moderne versies van Taylorisme............................................................................................... 17
3. Algemeen bureaucratische organisatietheorie ......................................................................... 17
Kritische analyse ............................................................................................................................ 19
Kwantitatieve aanpak .................................................................................................................... 19
Gedragsbenadering: Human Relations beweging ......................................................................... 19
Hedendaagse benaderingen: Systeembenadering ....................................................................... 20
Hedendaagse benadering: Contingentiebenadering .................................................................... 20
Link tussen historisch perspectief en onderzoeksdomein ............................................................ 22
Omgeving bepaalt structuur en structuur bepaalt gedrag............................................................ 23
5. Uitdagingen voor vandaag......................................................................................................... 23
Management 2.0 ........................................................................................................................... 24
6. Personeel en organisatie een verhaal van fit! ........................................................................... 25
In het kort ...................................................................................................................................... 25
Les 2: Human Resource Management ( HRM ) ..................................................................................... 25
Het belang van HRM, HR planning, werving en afvloeiing ................................................................ 25
Vorige les: ...................................................................................................................................... 25
Structuur van deze les ................................................................................................................... 26
1. Wat is human resource management? ..................................................................................... 26
2. Het human resource management process .............................................................................. 28
DE PRAKTIJK: ER IS NOG WERK AAN DE WINKEL........................................................................... 30
1
, Vervolg: HRM proces ..................................................................................................................... 30
3. Externe invloeden op het HRM-proces ..................................................................................... 31
Economische conjunctuur – arbeidsmarkt.................................................................................... 31
Economie – automatisering........................................................................................................... 32
Economie – nieuwe business modellen ........................................................................................ 32
Vakbonden .................................................................................................................................... 32
Wetten en regelgeving ( groter belang dan vakbonden ) ............................................................. 33
Demografische trends: leeftijd ...................................................................................................... 34
Leeftijdsbewust personeelsbeleid: Ontzien versus ontwikkelen .................................................. 34
Demografische trends: vrouwen ................................................................................................... 35
Demografische trends: raciale en etnische samenstelling ............................................................ 35
Demografische trends: generaties ................................................................................................ 36
Demografische trends: grotere diversiteit .................................................................................... 36
4. Human Resource Planning......................................................................................................... 36
Voorspellen van de vraag - kwantitatief Trendanalyse ................................................................. 37
Voorspellen van de vraag - kwantitatief Andere technieken en overwegingen ........................... 37
Voorspellen van de vraag - kwantitatief Onverwachte gebeurtenissen ....................................... 37
Voorspellen van de vraag – kwalitatief ......................................................................................... 38
Competentieprofiel ....................................................................................................................... 38
Voorspellen van het aanbod – kwantitatief en kwalitatief ........................................................... 38
Succession planning....................................................................................................................... 39
Wat na human resource planning? ............................................................................................... 39
5. Werving ..................................................................................................................................... 39
Wervingskanalen ........................................................................................................................... 40
Keuze wervingskanalen ................................................................................................................. 40
Korte en lange termijn effecten van werving ................................................................................ 40
Vacature ........................................................................................................................................ 41
Vacatures: start bij functietitel ...................................................................................................... 42
Wat na HRM planning?.................................................................................................................. 42
6. Afvloeiing ................................................................................................................................... 42
In het kort ...................................................................................................................................... 43
Les 3: HRM deel 2 .................................................................................................................................. 44
Vorige les ....................................................................................................................................... 44
1. Selectie ...................................................................................................................................... 44
Doel van selectie ........................................................................................................................... 44
2
,Soorten selectie-instrumenten...................................................................................................... 45
Keuze selectie-instrumenten ......................................................................................................... 46
Voorbeeld cognitieve test: relevantie ........................................................................................... 46
Validiteit en betrouwbaarheid ...................................................................................................... 46
Betrouwbaarheid........................................................................................................................... 46
Validiteit van selectie-instrumenten ............................................................................................. 46
Selectiegesprek.............................................................................................................................. 47
Selectiegesprek: betrokkenheid leidinggevende .......................................................................... 47
Soorten selectiegesprekken .......................................................................................................... 47
Vervolg soorten selectiegesprekken ............................................................................................. 47
Situationeel interview ................................................................................................................... 48
Gedragsgericht interview .............................................................................................................. 48
STAR(R) methode .......................................................................................................................... 48
2. Oriëntatie .................................................................................................................................. 48
Oriëntatie versus socialisatie......................................................................................................... 49
Vaststellingen ................................................................................................................................ 49
Gevolgen van mislukte socialisatie ................................................................................................ 49
3. Opleiding ................................................................................................................................... 50
Terminologie.................................................................................................................................. 50
Soorten opleidingen ...................................................................................................................... 50
Behoeftenanalyse voor opleiding/training.................................................................................... 50
Opleidingsmethoden ..................................................................................................................... 51
4. Carrièreperspectief.................................................................................................................... 52
5. Performancemanagement ........................................................................................................ 53
Types beoordelingen ..................................................................................................................... 54
Types beoordelingen ..................................................................................................................... 54
Beoordelingscriteria ...................................................................................................................... 55
Hoe meten? objectieve registratie of menselijk oordeel .............................................................. 55
Formeel beoordelen ...................................................................................................................... 55
Beoordelingsinstrumenten ............................................................................................................ 56
Vervolg: beoordelingsinstrumenten ............................................................................................. 56
Prestatie- en functioneringsbeoordelingsgesprek ........................................................................ 58
Gesprektypes ................................................................................................................................. 59
STAR(R) methode .......................................................................................................................... 59
Informeel beoordelen ................................................................................................................... 59
3
, 6. Beloning ( salaris en andere arbeidsvoorwaarden ) .................................................................. 60
Functies van belonging .................................................................................................................. 60
Beloningssystemen: verschillende vormen ................................................................................... 61
Functie en ervaring als grondslag .................................................................................................. 61
Voorbeeld functiewaardering ( zie ppt ) ....................................................................................... 61
Voorbeeld: Functie- en anciënniteitsbeloning .............................................................................. 61
Vaardigheden als grondslag Competence of skill based pay ........................................................ 61
Prestaties als grondslag variabele prestatiebeloning of bonus..................................................... 62
Voorbeeld variabele beloning ....................................................................................................... 62
Gedrag als grondslag Merit pay of merit bonus ............................................................................ 62
Andere factoren (naast ervaring, prestaties, functie en vaardigheden) die van invloed zijn op
beloning ......................................................................................................................................... 62
In het kort ...................................................................................................................................... 63
Les 4: HRM deel 3 .............................................................................................................................. 63
Herhaling ....................................................................................................................................... 63
Link tussen operationeel en strategisch HRM ............................................................................... 64
1. Inkrimping managen.................................................................................................................. 64
Inkrimpen ...................................................................................................................................... 65
Redenen voor inkrimpen ............................................................................................................... 65
Ongewenste effecten van inkrimpen ............................................................................................ 66
Survivor syndrome ........................................................................................................................ 66
Binden na het loslaten................................................................................................................... 67
Alternatieven voor downsizing...................................................................................................... 67
Strategisch downsizen: De meest gemaakte fouten ..................................................................... 67
2. Sociale innovatie........................................................................................................................ 68
Sociale economie........................................................................................................................... 68
Sociale economie........................................................................................................................... 69
3. Evenwicht tussen werk en privé ................................................................................................ 69
Hoe groot is dit probleem?............................................................................................................ 70
Spillover-crossover effecten .......................................................................................................... 70
Oplossingen voor werk-leven conflicten ....................................................................................... 70
Effecten gezinsvriendelijke extra’s ................................................................................................ 71
Wat doen individuen? ................................................................................................................... 71
4. HR kosten en opbrengsten inzichtelijk maken .......................................................................... 71
Illustratie werving en selectie........................................................................................................ 71
Illustratie werving en selectie Waarom meten? ........................................................................... 72
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