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Samenvatting HRM - hoort bij begrippenlijst (referentie boek en SV)

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Course
HRM En Arbeidsrecht (1206TEWBDK)

Institution
Universiteit Antwerpen (UA)

De samenvatting van HRM, bekijken zeker ook de begrippenlijst want met open boek is het handig om referenties te hebben. Begrippenlijst is met referentie naar boek en SV.

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Uploaded on December 10, 2022
Number of pages 37
Written in 2021/2022
Type Summary

hoort bij begrippenlijst
kort
samenvatting

Institution
Universiteit Antwerpen (UA)
Education
Toegepaste Economische Wetenschappen, Sociaal Economische Wetenschappen, Handelsingenieur
Course
HRM En Arbeidsrecht (1206TEWBDK)

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HRM en arbeidsrecht
Laura Van Beylen s0195379 Academiejaar 2021-2022

Inhoud
Inleiding HRM................................................................................................................................................ 3
Organisaties over de jaren heer............................................................................................................................4
Historische schets..............................................................................................................................................4
De 2 ‘million dollar quastions’ aan HRM wetenschappers...................................................................................6
(1) Welke praktijken zorgen voor het beste resultaat?....................................................................................6
Visie 1: Best practices (Pfeffer, 1998)...........................................................................................................6
Visie 2: best fit...............................................................................................................................................7
Visie 1,5: Een gezonde mix............................................................................................................................7
(2) Hoe moet HRM aangepakt worden?...........................................................................................................7
Michiganmodel (1984) & Harvardmodel (1984) ‘de HR-cyclus’...................................................................7
HR in praktijk........................................................................................................................................................8
Hoofdstuk 2: Personeelsplanning................................................................................................................... 9
Waarom?...............................................................................................................................................................9
HR-planning en flexibiliteit....................................................................................................................................9
Flexibiliteit: de 3 bezettingsstrategieën............................................................................................................9
Flexibiliteit: hoe dan? Verschillende vormen....................................................................................................9
HR-planning stap voor stap...................................................................................................................................9
Onderzoeksfase.................................................................................................................................................9
Voorspellingsfase..............................................................................................................................................9
Planningsfase...................................................................................................................................................10
Verschillende functieprofielen....................................................................................................................10
Hoofdstuk 3: Aanwerving............................................................................................................................. 11
Wat?....................................................................................................................................................................11
Competentieprofielen.........................................................................................................................................11
Aanwervingsproces.............................................................................................................................................11
Doelgroep........................................................................................................................................................11
Kanaal..............................................................................................................................................................12
Boodschap.......................................................................................................................................................12
Employer branding..............................................................................................................................................12
ROI.......................................................................................................................................................................13
Hoofdstuk 4: Selectie en assessment............................................................................................................ 14
Selectieproces.....................................................................................................................................................14
Selectietools........................................................................................................................................................15
Sign- vs. sample-model....................................................................................................................................15
Selectietools: overzicht...................................................................................................................................16

1

, HRM en arbeidsrecht
Laura Van Beylen s0195379 Academiejaar 2021-2022

Sollicitatieformulier.....................................................................................................................................16
Psychologische testen.................................................................................................................................16
Fysieke geschiktheidstest............................................................................................................................16
Work sample...............................................................................................................................................16
Interviews....................................................................................................................................................16
Assessment center......................................................................................................................................16
Sleutelmomenten....................................................................................................................................17
Selectietool: welke is de beste....................................................................................................................17
Onboarding..........................................................................................................................................................17
Checklist..............................................................................................................................................................18
Hoofdstuk 5: Doorstroom, Loopbaanmanagment......................................................................................... 18
Wat is een loopbaan?..........................................................................................................................................18
Loopbaanmanagment.........................................................................................................................................18
Interne arbeidsmarkt......................................................................................................................................18
Looopbaanankers................................................................................................................................................18
Edgar Schein....................................................................................................................................................19
Boundaryless & protean careers.........................................................................................................................19
Hoofdstuk 6: Leren en ontwikkelen.............................................................................................................. 20
Waarom?.............................................................................................................................................................20
Levenslang leren in de praktijk............................................................................................................................21
Leer- en ontwikkelingsbeleid..............................................................................................................................21
Methode..........................................................................................................................................................21
Evaluatie: 4 niveaus.........................................................................................................................................22
Een stapje verder: de lerende organisatie..........................................................................................................23
Checklist..............................................................................................................................................................23
Hoofdstuk 7: Sturen en performantie........................................................................................................... 24
Wat en waarom?.................................................................................................................................................24
Wat is het?.......................................................................................................................................................25
Performance management cyclus.......................................................................................................................25
Planning: doelstellingen en prestaties en ontwikkeling.................................................................................25
Managment by objectives (MB0)................................................................................................................25
Monitoring & coaching van de doelen + feedback.........................................................................................25
Evaluatie: beloning, doorstroom, uitstroom…................................................................................................25
Evaluatie..............................................................................................................................................................26
Binnen personen.............................................................................................................................................26
Tussen personen.............................................................................................................................................26
360° feedback..................................................................................................................................................26

2

, HRM en arbeidsrecht
Laura Van Beylen s0195379 Academiejaar 2021-2022

Beoordelingsfouten.........................................................................................................................................27
Succesfactoren en voordelen..............................................................................................................................27
Prestatiemanagement als het zwaarte schaap...................................................................................................27
Checklist..............................................................................................................................................................28
Hoofdstuk 8: Belonen en waarderen............................................................................................................ 29
Waarom en wat?.................................................................................................................................................29
Functieloon..........................................................................................................................................................30
Prestatieloon.......................................................................................................................................................31
Total Rewards......................................................................................................................................................32
Succesfactoren en beloningsbeleid.....................................................................................................................32
Billijkheid: 3 soorten........................................................................................................................................32
Rechtvaardigheid.............................................................................................................................................33
Fit.....................................................................................................................................................................33
Checklist..........................................................................................................................................................33
Hoofdstuk 9: Uitstroombeleid...................................................................................................................... 33
Wat?....................................................................................................................................................................33
Functioneel en disfunctioneel verloop............................................................................................................34
Uitstroombeleid..................................................................................................................................................35
Onvrijwillig verloop managen.........................................................................................................................35
Vrijwillig verloop managen..............................................................................................................................35
Vrijwillig verloop in België...............................................................................................................................36
Retentiebeleid tools........................................................................................................................................36
Natuurlijk verloop managen............................................................................................................................36
ROI van uitstroombeleid.....................................................................................................................................36
Checklist..............................................................................................................................................................36

INLEIDING HRM

3

, HRM en arbeidsrecht
Laura Van Beylen s0195379 Academiejaar 2021-2022

ORGANISATIES OVER DE JAREN HEER
= bewust geplande configuratie of samenwerkingsverband, getypeerd door een of meer specifieke
duidelijke doelen (‘missie’ genoemd binnen de bedrijfskunde), met een min of meer ontwikkelde set
van formele en informele spelregels en een relatief vaste structuur van gezag of hiërarchie,
gedefinieerde voorspelbare rollen en verantwoordelijkheden, die onafh. is van de persoonlijke
kenmerken van de mensen die deze rollen op een bepaald moment vervullen om zo de voorgestelde
gemeenschappelijke doelen te verwezenlijken.
 Ze stellen allen een doel (missie) voor waarbij er resources nodig zijn
o Geld, gebouwen, mensen = resources
o “Menselijke resources zijn het allerbelangrijkste.”

HISTORISCHE SCHETS
Begin 1900: massaproductie
 Lopende band, dienstenbedrijven bestonden nog niet, vooral productie!
 Slechte werkcondities

Begin ’20-’30: Hawthorne studies (als we de verlichting veranderen, gaat de productie verbeteren)
 Dit was maar in 1 afdeling
 Investeren in mensen

WOI en WOII: arbeidstekort
 Personeelsbeleid: aanwerven, ontslaan,…: ad hoc en administratief

’50-’60: vakbonden en QWL = Quality of Work Life
 De rol van werken in personeelsbeleid is sterker geworden
 Personeelsbeleid = vrede bewaren, job design en job enrichment

’70: economische en maatschappelijke veranderingen
 Medewerkers als Belangrijkste competitief voordeel
o Betere relatie WG-WN waardoor de rol van vakbonden daalt
o Werknemers zijn resources, en die moeten gemanaged worden HRM
o Personeelsbeleid niet langer reactief, vrede bewarend, administratief

HRM = Alle praktijken gericht op het adequaat en duurzaam inzetten van werknemers zodat zij
tevreden zijn, beter presteren en bijdragen aan het verwezenlijken van de organisatiedoelen
 Praktijken: werving en selectie, beloning, prestatiemanagement, doorstroom, workdesign
 Alles moet heel hard op elkaar worden afgestemd = horizontale fit

’80-…: VUCA = Volatility, Uncertainty, Complexity and Ambiguity
 Nood aan: strategie, werknemers die strategie verstaan, flexibel genoeg zijn, en de juiste
competenties/motivatie/ondersteuning krijgen om bij te dragen
o = Strategisch HRM: HRM moet afgestemd worden op strategie van de organisatie
 Hoe moeten we onze WN inzetten zodat we met die WN in geheel kunnen blijven overleven
in een VUCA omgeving?

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