1 Hoofdstuk 1: introduction........................................................................................................4
2 History of HRM.........................................................................................................................4
2.1 Worldwide rapid changes.................................................................................................4
2.2 HRM: public vs private sector...........................................................................................5
2.3 Model employer................................................................................................................5
2.4 New public management..................................................................................................5
2.5 3 categories of peculiarities of hrm in the public sector..................................................6
3 HR cycle in public sector..........................................................................................................7
3.1 What is recruitment..........................................................................................................7
1 Hoofdstuk 2: Recruitment........................................................................................................9
1 Recruitment..............................................................................................................................9
1.1 Relevant questions............................................................................................................9
1.2 Employer branding: what?................................................................................................9
1.3 Image as an employer.....................................................................................................10
1.4 Scientific background......................................................................................................11
1.5 Employer branding: 3 steps............................................................................................11
1.5.1 First step: creating an image....................................................................................11
1.5.2 second step: internal branding................................................................................12
1.5.3 Third step: external branding..................................................................................13
1 Hoofdstuk 3: selection...........................................................................................................14
1 Different steps for a vacancy.................................................................................................14
1.1 Step 1: pre-step...............................................................................................................14
1.1.1 Developing selection matrix and competences.......................................................14
1.2 Step 2: selection tools.....................................................................................................15
1.2.1 Choice between the tools........................................................................................16
1.3 Step 3: rating...................................................................................................................19
1.3.1 The search for justice in HRM..................................................................................19
1 Hoofdstuk 4: Feedback and evaluation.................................................................................21
1 Performance management....................................................................................................21
1.1 Performance management practices..............................................................................21
1.2 Performance management in public organisations?......................................................21
1.2.1 Research paper: “Impact of performance management in public and private
organizations”...................................................................................................................22
1.3 ‘traditional’ performance management.........................................................................22
1.4 The ‘brokeness’ of PM....................................................................................................22
2 Feedback and feedback culture.............................................................................................23
1
, 2.1 Frequent feedback to fix PM problems..........................................................................23
2.2 Feedback(friendly) culture..............................................................................................23
2.3 Feedback culture: how to?..............................................................................................23
2.3.1 Assessement is not the same as development........................................................23
2.3.2 Include bottom-up input..........................................................................................24
2.3.3 Be clear and transparent..........................................................................................24
2.3.4 Link to organizational goals/strategy.......................................................................24
2.3.5 Focus on behavior....................................................................................................24
2.3.6 Future focused.........................................................................................................25
2.3.7 Listen actively...........................................................................................................25
2.4 Summary.........................................................................................................................25
3 Creating a learning culture.....................................................................................................25
3.1 Feedforward interviewd.................................................................................................25
3.2 After action review and event preview...........................................................................25
1 Hoofdstuk 5: training and development................................................................................27
2 Relevance...............................................................................................................................27
2.1 How can an organization ensure that the employees are able to grow and develop?..27
2.1.1 Development? Training?..........................................................................................27
2.1.2 Investment in training? Good idea?.........................................................................28
2.1.3 Training process.......................................................................................................28
2.1.4 Tips based on literature...........................................................................................33
1 Hoofdstuk 6: Reward and motivation....................................................................................35
1.1 Incentive effect................................................................................................................36
1.2 Sorting effect...................................................................................................................36
1.3 Performance pressure.....................................................................................................36
1.4 Several theoretical perspectives relevance or pay.........................................................36
1.5 Another view: social exchange between leader and employee.....................................36
1.6 Two traditional theories of motivation...........................................................................37
1.6.1 Maslow’s hierarchy of needs...................................................................................37
1.6.2 Herzberg motivator- hygiene theory.......................................................................38
1.6.3 Goal setting theory...................................................................................................38
1 Hoofdstuk 7: well-being.........................................................................................................40
1.1 The role of leadership.....................................................................................................40
1.1.1 some traditional leadership models........................................................................40
1.1.2 What is the essence of leadership?.........................................................................43
2
, 1.1.3 Public sector example: study about leadership.......................................................43
1.1.4 Advice for practice based on research.....................................................................44
1.2 Sustainable HRM.............................................................................................................44
1.3 Part two sustainable HRM..............................................................................................50
3
, Human Resource Management
1 Hoofdstuk 1: introduction
- HRM is about: well-being, managing change, reward, development, burn out and
stress…
- Everyone thinks that people from different generations are different at work, but
that is not true
people are still the same
employees haven’t changed
- Inferences of competence from faces predict election outcomes
o Facial expressions have an effect on us
o We have a lot of biases in our daily life, our daily thinking
o 1 second seemed enough to predict the elections
o Campaigns are biased by information we get from facial expressions
- BIAS in thinking supervisors
2 History of HRM
- Supervisors were very hard
- People worked 20 hours a day (also children)
- The Golden sixties
o The well-being of the employees got a place
- There was a evolution
o Human resources: they were a strategic partner: supports to reach the
organizational goals
- There is a lot of control autonomy
o HR now is more caring for people
- The role of HRM is still changing and growing
You can say that HR is a roller coaster
2.1 Worldwide rapid changes
- In the next years there will change a lot more than in the past 100 years
- A lot of jobs will not be important anymore
o Benefits (environment, accidents…)
o People lose their jobs (ex: robots), but other jobs will be needed
o Like nanobots: the future of health
- The digitalization has an enormous impact on jobs and HR
o Smartphone at work
4
2 History of HRM.........................................................................................................................4
2.1 Worldwide rapid changes.................................................................................................4
2.2 HRM: public vs private sector...........................................................................................5
2.3 Model employer................................................................................................................5
2.4 New public management..................................................................................................5
2.5 3 categories of peculiarities of hrm in the public sector..................................................6
3 HR cycle in public sector..........................................................................................................7
3.1 What is recruitment..........................................................................................................7
1 Hoofdstuk 2: Recruitment........................................................................................................9
1 Recruitment..............................................................................................................................9
1.1 Relevant questions............................................................................................................9
1.2 Employer branding: what?................................................................................................9
1.3 Image as an employer.....................................................................................................10
1.4 Scientific background......................................................................................................11
1.5 Employer branding: 3 steps............................................................................................11
1.5.1 First step: creating an image....................................................................................11
1.5.2 second step: internal branding................................................................................12
1.5.3 Third step: external branding..................................................................................13
1 Hoofdstuk 3: selection...........................................................................................................14
1 Different steps for a vacancy.................................................................................................14
1.1 Step 1: pre-step...............................................................................................................14
1.1.1 Developing selection matrix and competences.......................................................14
1.2 Step 2: selection tools.....................................................................................................15
1.2.1 Choice between the tools........................................................................................16
1.3 Step 3: rating...................................................................................................................19
1.3.1 The search for justice in HRM..................................................................................19
1 Hoofdstuk 4: Feedback and evaluation.................................................................................21
1 Performance management....................................................................................................21
1.1 Performance management practices..............................................................................21
1.2 Performance management in public organisations?......................................................21
1.2.1 Research paper: “Impact of performance management in public and private
organizations”...................................................................................................................22
1.3 ‘traditional’ performance management.........................................................................22
1.4 The ‘brokeness’ of PM....................................................................................................22
2 Feedback and feedback culture.............................................................................................23
1
, 2.1 Frequent feedback to fix PM problems..........................................................................23
2.2 Feedback(friendly) culture..............................................................................................23
2.3 Feedback culture: how to?..............................................................................................23
2.3.1 Assessement is not the same as development........................................................23
2.3.2 Include bottom-up input..........................................................................................24
2.3.3 Be clear and transparent..........................................................................................24
2.3.4 Link to organizational goals/strategy.......................................................................24
2.3.5 Focus on behavior....................................................................................................24
2.3.6 Future focused.........................................................................................................25
2.3.7 Listen actively...........................................................................................................25
2.4 Summary.........................................................................................................................25
3 Creating a learning culture.....................................................................................................25
3.1 Feedforward interviewd.................................................................................................25
3.2 After action review and event preview...........................................................................25
1 Hoofdstuk 5: training and development................................................................................27
2 Relevance...............................................................................................................................27
2.1 How can an organization ensure that the employees are able to grow and develop?..27
2.1.1 Development? Training?..........................................................................................27
2.1.2 Investment in training? Good idea?.........................................................................28
2.1.3 Training process.......................................................................................................28
2.1.4 Tips based on literature...........................................................................................33
1 Hoofdstuk 6: Reward and motivation....................................................................................35
1.1 Incentive effect................................................................................................................36
1.2 Sorting effect...................................................................................................................36
1.3 Performance pressure.....................................................................................................36
1.4 Several theoretical perspectives relevance or pay.........................................................36
1.5 Another view: social exchange between leader and employee.....................................36
1.6 Two traditional theories of motivation...........................................................................37
1.6.1 Maslow’s hierarchy of needs...................................................................................37
1.6.2 Herzberg motivator- hygiene theory.......................................................................38
1.6.3 Goal setting theory...................................................................................................38
1 Hoofdstuk 7: well-being.........................................................................................................40
1.1 The role of leadership.....................................................................................................40
1.1.1 some traditional leadership models........................................................................40
1.1.2 What is the essence of leadership?.........................................................................43
2
, 1.1.3 Public sector example: study about leadership.......................................................43
1.1.4 Advice for practice based on research.....................................................................44
1.2 Sustainable HRM.............................................................................................................44
1.3 Part two sustainable HRM..............................................................................................50
3
, Human Resource Management
1 Hoofdstuk 1: introduction
- HRM is about: well-being, managing change, reward, development, burn out and
stress…
- Everyone thinks that people from different generations are different at work, but
that is not true
people are still the same
employees haven’t changed
- Inferences of competence from faces predict election outcomes
o Facial expressions have an effect on us
o We have a lot of biases in our daily life, our daily thinking
o 1 second seemed enough to predict the elections
o Campaigns are biased by information we get from facial expressions
- BIAS in thinking supervisors
2 History of HRM
- Supervisors were very hard
- People worked 20 hours a day (also children)
- The Golden sixties
o The well-being of the employees got a place
- There was a evolution
o Human resources: they were a strategic partner: supports to reach the
organizational goals
- There is a lot of control autonomy
o HR now is more caring for people
- The role of HRM is still changing and growing
You can say that HR is a roller coaster
2.1 Worldwide rapid changes
- In the next years there will change a lot more than in the past 100 years
- A lot of jobs will not be important anymore
o Benefits (environment, accidents…)
o People lose their jobs (ex: robots), but other jobs will be needed
o Like nanobots: the future of health
- The digitalization has an enormous impact on jobs and HR
o Smartphone at work
4
