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Assessor samenvatting
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Samenvatting van het vak assessor. Is de slides gecombineerd met notities uit de les. Academiejaar .
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ASSESSORLune Faems
,Inhoudsopgave
Inleiding 1...................................................................................................................................................... 3
Diagnostiek in HR..................................................................................................................................................3
Bouwstenen van een kwaliteitsvolle diagnostiek.................................................................................................4
Validiteit, betrouwbaarheid, normen, bias.......................................................................................................5
Psychodiagnostische cyclus in HR.........................................................................................................................5
Inleiding 2...................................................................................................................................................... 7
Bouwstenen kwaliteitsvolle diagnostiek...............................................................................................................7
Kwaliteit van de data checken..............................................................................................................................7
Psychodiagnostische cyclus in HR.........................................................................................................................7
Diagnostische vraagstukken in HR....................................................................................................................7
Een goede start = goed intake...........................................................................................................................8
Belang voorlopig integratief beeld....................................................................................................................8
Teamfunctioneren 1....................................................................................................................................... 9
Psychodiagnostische cyclus in HR.........................................................................................................................9
Wat in kaart brengen?........................................................................................................................................10
Focus van een team assessment.....................................................................................................................10
Inhoud team assessment................................................................................................................................10
Hoe teamfunctioneren in kaart brengen?..........................................................................................................12
Focusgroepen/ groepsinterviews....................................................................................................................12
Observaties......................................................................................................................................................12
Vragenlijsten....................................................................................................................................................12
Selectie 1..................................................................................................................................................... 16
Selectie algemeen...............................................................................................................................................16
Wat willen we meten?....................................................................................................................................16
hoe willen we meten?.....................................................................................................................................16
Beslissen wie de job krijgt...............................................................................................................................18
Selectietechnieken..............................................................................................................................................18
Algemeen.........................................................................................................................................................18
Interview.........................................................................................................................................................19
Intelligentie......................................................................................................................................................21
Welzijn........................................................................................................................................................ 24
Welzijn “kennen”.................................................................................................................................................24
Welzijn: de metafoor van de ijsberg...............................................................................................................24
Van welzijn naar onwelzijn..............................................................................................................................24
Van omgeving naar persoon...........................................................................................................................24
Effect van stressor op lichaam........................................................................................................................25
KOP-model.......................................................................................................................................................25
Job-demands resources model.......................................................................................................................26
, Psychosociaal welzijn......................................................................................................................................26
Welzijn – een vlag met vele ladingen..............................................................................................................26
Welzijn meten.....................................................................................................................................................27
Psychodiagnostische cyclus in HR...................................................................................................................27
Wat is er hier aan de hand?!?!........................................................................................................................27
Welzjin “verbeteren”...........................................................................................................................................33
Performance management........................................................................................................................... 35
Wat is prestatiemanagement?...........................................................................................................................35
Statements & intro..............................................................................................................................................35
Waar knelt het schoentje....................................................................................................................................36
Als proces vs als gebeurtenis...........................................................................................................................36
Relatie tussen PM en andere HR cycli.............................................................................................................36
Criteria voor effectieve PM.................................................................................................................................37
Methodes voor het beoordelen van prestaties...................................................................................................37
1. Vergelijken...................................................................................................................................................37
2. Scoren van individuen.................................................................................................................................39
3. Meten van resultaten..................................................................................................................................40
Informatiebronnen voor PM...............................................................................................................................41
Fouten in PM.......................................................................................................................................................41
, INLEIDING 1
DIAGNOSTIEK IN HR
HR wordt ‘data driven’
Evidence-based HRM
Managementpraktijken die stoelen op wetenschappelijke evidentie
HR moet hun beslissingen baseren op empirische data en cijfers
Kwaliteit van beslissingen = objectieve data x menselijke interpretatie
Vereist bepaalde competenties
HR-professional (of HR-team) van de toekomst
Expertise in specifieke HR-domeinen
Kennis van de business
Vermogen om data te genereren, analyseren en interpreteren
De rol van een psychodiagnosticus op de werkvloer
Voorbeelden typische HR KPI’s
Verzuim Kost per hire Totale personeelskost
Verloop Time to hire Medewerkerstevredenheid
Retentiegraad Kost training per Welzijn medewerkers
Aantal medewerker Effectiviteit van training
arbeidsongevallen Interne promotiegraad Performance ratings
Aantal openstaande Employee Net Promoter Potentieel medewerkers
vacatures Score (eNPS)
How to find fish when the water is muddy
Niet alles is met één klik meetbaar
Hoe weet je of een kandidaat geschikt is voor de job?
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