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COMPLETE samenvatting people management (=HRM) 2BEM
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Samenvatting van het vak People management, handboek HRM. 2e jaar bedrijfsmanagement arteveldehogeschool. complete samenvatting van alle modules.
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People managementInhoudsopgave
H1: organisatie en personeel.......................................................................................................................... 4
1 Historiek.............................................................................................................................................................4
2 Wat is HRM?......................................................................................................................................................6
2.1 Hoe kan HRM een voordeel opleveren?....................................................................................................7
3 HRM in de praktijk.............................................................................................................................................7
3.1 HRM-rollen.................................................................................................................................................7
3.2 Wie voert het HRM-beleid uit?..................................................................................................................7
4 HRM-uitdagingen..............................................................................................................................................8
4.1 Competitiemanagement............................................................................................................................8
4.2 Talentmanagement....................................................................................................................................8
H3: rekruteren als sterke werkgever.............................................................................................................. 9
1 Wat houdt rekruteren in?..................................................................................................................................9
2 Stappenplan werving.......................................................................................................................................10
3 Competentieprofiel en competentiematrix.....................................................................................................10
3.1 Generieke competenties.........................................................................................................................10
3.2 Specifieke competenties..........................................................................................................................10
3.3 Wat zijn competenties?...........................................................................................................................11
3.4 Competentiewoordenboek.....................................................................................................................11
3.5 Competentieprofiel opstellen..................................................................................................................12
4 De klassieke vacature- versus de actuele talentbenadering...........................................................................12
5 Aantrekkelijke werkgever binnen ‘the war for talent’: The persuasion problem............................................13
5.1 Employer branding..................................................................................................................................13
5.2 Employee Value Proposition (EVP)..........................................................................................................13
5.3 Persoon-organisatie fit............................................................................................................................14
6 Overzicht talent relation management...........................................................................................................14
7 Actief zoeken...................................................................................................................................................14
8 Knelpuntberoepen...........................................................................................................................................15
9 Rekrutering op verschillende manieren...........................................................................................................15
9.1 VDAB........................................................................................................................................................15
9.2 Vacature- voorbeeld print & online media..............................................................................................15
9.3 Print media..............................................................................................................................................15
9.4 Rekrutering via interimkantoren.............................................................................................................15
9.5 Rekrutering via selectiekantoren.............................................................................................................16
9.6 Rekrutering via headhunters...................................................................................................................16
10 Samenvatting.................................................................................................................................................16
H4: instroom: selectie en assessment........................................................................................................... 17
1 Inleiding...........................................................................................................................................................17
1.1 Wat is selectie..........................................................................................................................................17
1.2 Selectieproces..........................................................................................................................................17
2 Selectietools.....................................................................................................................................................17
2.1 Sample- en sign- selectietoolbenadering................................................................................................17
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2KMO07: People Management
, 2.2 Zelf of inkopen (make or buy).................................................................................................................18
3 Meest voorkomende selectietechnieken en hun wetenschappelijke fundering..............................................18
3.1 Solliciatieformulier...................................................................................................................................18
3.2 Biodata.....................................................................................................................................................19
3.3 (E-)psychologische testen........................................................................................................................19
3.4 Selectie-interview....................................................................................................................................19
3.5 Assessment center...................................................................................................................................20
4 Wetenschappelijke fundering van selectietechnieken....................................................................................20
H6: leren en ontwikkelen............................................................................................................................. 21
1 Wat is leren en wat is HRD/ talentontwikkeling?............................................................................................21
70:20:10 strategie..........................................................................................................................................21
Human Resource Development.....................................................................................................................21
2 Talentmanagement interne arbeidsmarkt......................................................................................................21
Performance potential grid...........................................................................................................................22
3 Belang VTO-beleid...........................................................................................................................................22
Onboarding-socialisatie.................................................................................................................................23
4 Strategisch leer-en ontwikkelingsbeleid..........................................................................................................23
Blended learning............................................................................................................................................24
Voordelen “on-the-job“ versus “off-the-job“ leren......................................................................................24
Formeel leren versus informeel leren...........................................................................................................24
Evaluatiemodel Kirkpatrick: 4 niveaus...........................................................................................................25
Wat beïnvloedt ‘leren’?.................................................................................................................................25
H7: sturen op performantie en leiderschap..................................................................................................26
Deel 1: performantiemanagement.....................................................................................................................26
Performantiemanagement............................................................................................................................26
Cyclus Klassiek model....................................................................................................................................26
360 graden feedback.....................................................................................................................................27
Yohari window: nut van feedback.................................................................................................................27
Deel 2: sturen op performantie en leiderschap..................................................................................................28
Zullen organisaties in de toekomst hiërarchisch zijn?...................................................................................28
Zelfsturende teams........................................................................................................................................28
Empowerment...............................................................................................................................................28
Hoofdstuk 8: belonen en waarderen............................................................................................................ 29
8.1 Motivatie......................................................................................................................................................29
Wat is motivatie?...........................................................................................................................................29
Invloedrijke variabelen..................................................................................................................................29
8.2 Motivatietheorieën.......................................................................................................................................29
Maslow (behoeften piramide).......................................................................................................................29
Victor Vroom (Verwachtingstheorie)............................................................................................................29
Deci & Ryan (Zelf determinatie theorie)........................................................................................................30
Locke & Latham (Doelstellingstheorie).........................................................................................................30
Rechtvaardigheidstheorie (of billijkheid)......................................................................................................30
8.3 Belonen en waarderen: leercompetenties....................................................................................................31
Beloningsmix..................................................................................................................................................31
Beloningsvormen...........................................................................................................................................31
Extralegale voordelen....................................................................................................................................31
Hoofdstuk 9: uitstroombeleid...................................................................................................................... 32
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2KMO07: People Management
, 1 Uitsstroom.......................................................................................................................................................32
2 Exit-gesprek.....................................................................................................................................................33
Inhoud............................................................................................................................................................33
Waarom weg? ‘Social exchange’-theorie......................................................................................................33
Aanpak exit-gesprek......................................................................................................................................33
3 Verloop.............................................................................................................................................................33
4 Retentiestrategie.............................................................................................................................................34
Retentiebeleidonderzoek door Robert Half (2016).......................................................................................34
5 Stappenplan individueel ontslaggesprek:........................................................................................................34
6 Collectief ontslag.............................................................................................................................................35
7 Outplacement..................................................................................................................................................35
Hoofdstuk 10: diversiteit en welzijn op het werk..........................................................................................36
1 Diversiteit op het werk.....................................................................................................................................36
Voordelen......................................................................................................................................................36
Juridisch kader...............................................................................................................................................36
Diversiteitsplan..............................................................................................................................................37
2 Welzijn op het werk.........................................................................................................................................37
Werkstress-model van Michigan...................................................................................................................38
Stresspreventie-maatregelen........................................................................................................................38
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2KMO07: People Management
, H1: organisatie en personeel
1 Historiek
Taylorisme (1830-1940) Industriële revolutie
- Efficiëntie en effectiviteit staan centraal
- Ontstaan van klassiek management perspectief
o Scientific management = taylorisme = wetenschappelijke bedrijsvoering
o Taakspecialisatie
o Kritiek: organisatie die niet gericht is op mensen
Human relations (1930-1960)
- Sociale onrust en Hawthorne experimenten
o Experimenten op werknemers
o Wanneer werknemers weten dat ze proefpersoon zijn, beïnvloedt dit werk
- Meer aandacht voor ‘de sociale mens’ = ‘the social man’
o Er ontstaat een humanisatisch perspectief
- Meer aandacht voor managementstijl, groepsdynamica en informele netwerken
- Personeelsdienst
o Persoonlijke problemen
o Loonadministratie
o Geïsoleerd
Jaren 60
- Idee van Maslow: individuelen willen zich ontplooien in hun werk
- Meer aandacht voor verantwoordelijkheid, taalverrijking en motivatie
- Personeelsfunctie:
o Werkstructurering
o Jobintrinsieke motivatoren
o Participatievormen
- Meer inspraak ondernemingsraad, vakbonden en overheid
Jaren 70
- Investeren in menselijk kapitaal
o Werkloosheid kwalitatief probleem
- Personeelsfunctie bouwt uit
o Werving en selectie
o Prestatie-evaluatie
o Opleiding/vorming/training
o Bezoldiging
Jaren 80
- Uitwerken van ondernemingsstrategieën
- Processen verbeteren, veranderen en beheersen
- Cultuurmanagement en integrale kwaliteitszorg
- Werknemers worden medewerkers
o Werken mee aan verbetering en beheersing
4
2KMO07: People Management
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