Zelfgemaakte samenvaating van de verplichte literatuur voor de cursus Personeelspsychologie (HRM) op de UU. Dit is een verplichte cursus voor het studiepas Arbeid- en organisatiepsychologie.
,Introductie tot Human Resource Management . 5
Inleiding ............................................................................................................................5
Historische schets .............................................................................................................5
Een definitie van HRM ..................................................................................................... 7
De rollen van HR-managers ............................................................................................ 8
Overzicht van de HRM-modellen.................................................................................... 9
Het toenemende belang van meten................................................................................ 10
Kritische beschouwingen................................................................................................ 11
Wetenschappelijk bewijsmateriaal ................................................................................ 11
Trends ............................................................................................................................. 12
Overzicht van HRM-tijdschriften................................................................................... 13
Job- en competentiemodeling........................... 13
Inleiding .......................................................................................................................... 14
Bouwstenen .................................................................................................................... 14
Nadruk op taken en/of eigenschappen: functiebeschrijving en -analyse ..................... 15
Nadruk op (strategische) competenties: competentiemodeling ................................... 16
Nadruk op mentale processen: cognitieve taakanalyse ................................................. 17
Relevantie voor HRM ..................................................................................................... 17
Trends ............................................................................................................................. 18
Selectie en assessment ....................................... 25
Inleiding ..........................................................................................................................25
, Criteriumdomein: wat is functieprestatie? ....................................................................25
Criteriummaten: hoe meten we functieprestatie? .........................................................25
Selectieconstructen: welke kenmerken zijn voorspellers? ............................................25
Voorspellende instrumenten: welke selectie-instrumenten zijn er? ............................ 26
Keuze uit selectie-instrumenten.................................................................................... 26
Trends ............................................................................................................................ 26
Training en ontwikkeling .................................. 26
Inleiding ......................................................................................................................... 26
Terminologische afbakening .......................................................................................... 27
De klassieke, formele benadering van training en ontwikkeling...................................27
De nieuwe, informele benadering van training en ontwikkeling ................................. 32
Stakeholders .................................................................................................................. 33
Trends ............................................................................................................................ 34
Prestatiebeoordeling en prestatiemanagement 35
Inleiding ..........................................................................................................................35
Doelstellingen: waarom beoordelen? .............................................................................35
Resultaten en/of gedrag: wat wordt er beoordeeld? .................................................... 36
Type beoordelingsinstrument: hoe wordt beoordeeld? ................................................ 36
Type beoordelaarstraining ............................................................................................. 37
Type beoordelaar: wie beoordeelt? ............................................................................... 38
Type gespreksvorm ........................................................................................................ 39
Prestatiemanagement in een impasse? ......................................................................... 40
Trends ............................................................................................................................. 41
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