Samenvatting 2023 - Human Resource Management, Jill Nelissen, KUL (D0T34a)
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Course
Human Resource Management (D0T34A)
Institution
Katholieke Universiteit Leuven (KU Leuven)
Dit is een samenvatting met alle details van in de powerpoint, aangevuld met mijn eigen lesnotities van de gastlessen van Human Resource Management (HRM), gegeven door Jill Nelissen aan de KU Leuven. Als TEW student neem ik dit vak op in mijn Major "Human Resources". Grondige notering van besproken...
Deel 0: Inleiding: HRM in een snel veranderende wereld ................................................................................. 7
0.1 HRM: Waar hebben we het over?............................................................................................................ 7
0.2 HRM: Volgorde van thema’s in het OPO HRM.......................................................................................... 8
0.3 HRM, ‘common sense’? Not everyone can do HR ..................................................................................... 8
0.4 Doelstellingen HRM ................................................................................................................................ 9
0.5 Trends .................................................................................................................................................. 10
Deel 1: HRM, anders dan ‘gewoon’ personeelsbeleid..................................................................................... 12
1.1 Thema’s naar prioriteit ......................................................................................................................... 12
1.2 Wat HRM ‘anders’ maakt: 6 kenmerken ................................................................................................ 13
1.2.1 Personeelsbeleid 1945-1995: Personeelsbeleid of non-beleid? ...................................................... 14
1) Personeelsbeleid of non-beleid? .................................................................................................... 14
2) Taylorisme – Voornaamste principes ............................................................................................. 15
3) Taylorisme – Gevolgen .................................................................................................................. 15
1.2.2 De 6 Kenmerken............................................................................................................................ 16
1) Menselijk kapitaal als bron van opbrengsten ................................................................................. 16
Vergelijking ’90 vs. NU: ................................................................................................................. 16
Het AMO model:........................................................................................................................... 16
a. Ability................................................................................................................................... 17
b. Motivation ........................................................................................................................... 17
c. Opportunity .......................................................................................................................... 17
HR Differentiatie: People Performance Potential Model ................................................................ 17
2) Verankering van HRM in de ondernemingsstrategie ...................................................................... 18
Contingentiebenadering ............................................................................................................... 18
Score card logica: een voorbeeld................................................................................................... 18
Plannings- en controlecyclus: een voorbeeld................................................................................. 19
3) Uitbreiding van de rollen die HR moet vervullen ............................................................................ 19
Vier managementrollen voor HR - D. Ulrich (1997) ........................................................................ 19
Oefening: Voorbeeldomschrijvingen HR rollen .............................................................................. 20
Voorbeeld examenvraag - HR rollen CV ......................................................................................... 21
Voorbeeldoefening: The ING context ............................................................................................ 22
Van hulpkok naar sous-chef? Aanwezigheid HR in bestuursorganen .............................................. 22
Vijf competentiedomeinen van HR - Brockbank, Ulrich & James (1997) ......................................... 23
4) Een nieuwe taakverdeling in de HR community ............................................................................. 24
Het model van Ulrich toegepast .................................................................................................... 24
Trends .......................................................................................................................................... 24
a. Internalisering of HR-delegatie ............................................................................................. 25
b. Externalisering of HR-outsourcing ......................................................................................... 26
c. Digitalisering en Sharing ....................................................................................................... 26
HRM without HR managers? ......................................................................................................... 28
Of ademruimte voor strategisch HR? ............................................................................................ 28
Tijdsbesteding (Boudreau & Lawler III, 2012) ................................................................................ 29
Tijdbesteding: HR afdeling vs. HR verantwoordelijke ..................................................................... 29
Tijdbesteding: what HR should be doing now? .............................................................................. 29
5) Aandacht voor interne consistentie (=horizontale fit) .................................................................... 30
Michigan matching-model (naar Fombrun et al., 1984) ................................................................. 30
6) Integratie van werknemers- en organisatiebelang.......................................................................... 31
Het Harvard-model (naar Beer et al., 1984) ................................................................................... 31
SAS INSTITUTE: een voorbeeld ...................................................................................................... 32
,Deel 2: Instroom en Personeelsplanning ........................................................................................................ 33
2.1 Instroom van personeel......................................................................................................................... 33
2.1.1 Werving en selectie ....................................................................................................................... 33
1) Een procesoverzicht: trechtermodel .............................................................................................. 33
2) Werving versus selectie ................................................................................................................. 33
3) Proces van werving en selectie (p. 105-107) .................................................................................. 34
a) Voorbereidende fase: ............................................................................................................... 34
b) Wervingsfase ............................................................................................................................ 34
c) Sollicitatiefase........................................................................................................................... 35
d) Selectiefase .............................................................................................................................. 35
e) Introductie................................................................................................................................ 35
2.1.2 Werving (p. 116-118)..................................................................................................................... 35
Het belang van een aantrekkelijk werkgeversimago........................................................................... 35
Personeelsadvertenties: Mag dat?..................................................................................................... 36
2.1.3 Conflicten wervings- en selectiefase (p. 122-125) .......................................................................... 36
Conflict 1 voorkomen: Realistic job previews (RJP’s) .......................................................................... 37
De schaarste die we zelf creëren door…............................................................................................. 38
Conflict 3 voorkomen: doelgroepsvergroting ..................................................................................... 38
2.2 Personeelsplanning ............................................................................................................................... 40
2.2.1 Evoluties in vraag en aanbod van arbeid (p. 67 e.v.) ....................................................................... 40
Wervingsplan .................................................................................................................................... 42
Afvloeiingsplan.................................................................................................................................. 42
Flexibiliteitsplan ................................................................................................................................ 42
2.2.2 Een basismodel ............................................................................................................................. 43
2.2.3 Factoren die de vraag beïnvloeden ................................................................................................ 44
1. Omzetevoluties ............................................................................................................................. 44
2. Productinnovatie ........................................................................................................................... 44
3. Procesinnovatie............................................................................................................................. 44
4. Strategische (her)positionering ...................................................................................................... 44
5. Fusies, acquisities, herstructurering ............................................................................................... 44
6. Overheidsinterventie ..................................................................................................................... 45
2.2.4 Factoren die het aanbod beïnvloeden............................................................................................ 45
1. Personeelsverloop (p. 75-78) ......................................................................................................... 45
Een typologie................................................................................................................................ 45
Belgische cijfers ............................................................................................................................ 46
Pull & Push-factoren ..................................................................................................................... 46
2. Bedrijfsdemografie (p. 78-83) ........................................................................................................ 47
3. Vergrijzing ..................................................................................................................................... 48
Nuance 1a: Verschillen tussen individuen stijgen met de leeftijd ................................................... 48
Nuance 1b: verrijkte leeromgeving kan deze neerwaartse evolutie afremmen .............................. 48
Nuance 2a: We worden allemaal productiever … .......................................................................... 49
Nuance 2b: De 60-jarige van vandaag is niet vergelijkbaar met de 60-jarige van morgen ............... 50
Nuance 3: ‘Prestatie’ kent vele dimensies - Meta-analyse 380 studies - Ng & Feldman, 2008 ......... 50
Nuance 4: Leeftijdsdiversiteit op de werkvloer .............................................................................. 51
Snel wijzigende leeftijdsverdeling ............................................................................................. 51
Skill Obsolescence of kennisveroudering à risico n°1! ................................................................... 52
Lost Knowledge à risico n°2......................................................................................................... 52
Gemiddelde leeftijd en productiviteit à risico n°3 .................................................................... 52
2.2.5 Arbeidsmarktscanning................................................................................................................... 53
2.2.6 Afvloeiingsplan.............................................................................................................................. 54
Downsizing als planningsvraagstuk .................................................................................................... 54
2.2.7 Flexibiliteitsplan ............................................................................................................................ 55
Keuze benodigde capaciteit ............................................................................................................... 55
Minimumstrategie ........................................................................................................................ 56
Maximumstrategie ....................................................................................................................... 56
, Deel 3: Werving van personeel....................................................................................................................... 57
3.1 Werving en selectie van young graduates ............................................................................................. 57
3.2 Interne vs. externe werving (p. 107-109) ............................................................................................... 57
3.3 Paying More to Get Less: The Effects of External Hiring versus Internal Mobility .................................... 58
3.4 Wervingskanalen .................................................................................................................................. 58
3.4.1 Formele wervingskanalen.............................................................................................................. 58
3.4.2 Informele wervingskanalen ........................................................................................................... 59
3.4.3 Een typologie ................................................................................................................................ 60
3.4.4 ‘Post-hire’ effecten (p. 115-116) .................................................................................................... 60
3.4.5 What about social media? ............................................................................................................. 61
Deel 4a: Functieanalyse.................................................................................................................................. 62
Van functieanalyse tot predictor (p. 127-130) ............................................................................................. 62
4a.1 Voorbeeld ........................................................................................................................................... 62
4a.2 Operationele predictoren .................................................................................................................... 63
4a.3 Conceptuele predictoren (p. 134-137).................................................................................................. 63
4a.4 Uitdaging voor de toekomst ................................................................................................................ 64
Deel 4b: Selectietechnieken ........................................................................................................................... 66
4b.1 Arbeidsproef ....................................................................................................................................... 66
4b.1.1 Sample-perspectief (p. 144-145) .................................................................................................. 66
4b.1.2 Validiteit en betrouwbaarheid ..................................................................................................... 67
4b.2 Psychologische test ............................................................................................................................. 68
4b.2.1 Types .......................................................................................................................................... 68
Projectieve tests................................................................................................................................ 68
Expressieve tests ............................................................................................................................... 68
Algemene intelligentietests ............................................................................................................... 68
Test speciale vermogens ................................................................................................................... 68
Persoonlijkheidstests ........................................................................................................................ 69
4b.2.2 Kwaliteitsvoorwaarden................................................................................................................ 69
4b.2.3 Sign-perspectief (p. 142-144)....................................................................................................... 70
4b.3 Selectie-interview ............................................................................................................................... 70
4b.3.1 Sign selectie interview ................................................................................................................. 71
4b.3.1 Sample selectie interview ............................................................................................................ 71
Situationeel versus gedragsgericht – Eén voorbeeld, twee varianten ................................................. 71
Interview op basis van ‘puzzlers’........................................................................................................ 72
4b.3 Situationele test.................................................................................................................................. 73
Leidinggevende functies – De grote variatie van taakgebieden .......................................................... 73
In-basket ........................................................................................................................................... 74
Meting van… ..................................................................................................................................... 74
Types situationele tests ..................................................................................................................... 75
Voorbeeld: Leaderless group discussion ............................................................................................ 75
Assessment center ............................................................................................................................ 76
Fase 1 – Inventarisering ................................................................................................................ 77
Fase 2 – Operationalisering ........................................................................................................... 77
Fase 3 – Uitvoering ....................................................................................................................... 78
Fase 4 – Eindevaluatie .................................................................................................................. 78
Schmidt & Hunter – Voorspellende validiteit (t.a.v. functieprestatie)............................................. 79
Deel 5: Personeelsbeoordeling ....................................................................................................................... 80
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