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Samenvatting People Management
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Samenvatting van het vak people management/HR. Alle powerpoints & notities.
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Samenvatting People ManagementHoofdstuk 0 ...................................................................................................................................................... 4
Hoofdstuk 1: Organisatie en personeel ............................................................................................................. 4
Nood aan strategisch HRM:................................................................................................................................ 6
VUCA: ................................................................................................................................................................. 7
Strategisch HR voorbeeld Torfs ........................................................................................................................... 7
Hoe kan HRM een voordeel opleveren? .............................................................................................................. 8
HR volgens Michiganmodel ................................................................................................................................ 9
HR volgens Harvard model ............................................................................................................................... 10
4 HR rollen van Ulrich ....................................................................................................................................... 10
Van traditioneel naar modern HR ..................................................................................................................... 10
Eerstelijnsverantwoordelijke voert meer en meer HR uit ................................................................................. 11
Actuele HR-uitdagingen:................................................................................................................................... 11
HR Analytics: Meten = weten............................................................................................................................ 11
Return of Investment binnen HR ....................................................................................................................... 12
Competentie- en talentmanagement ............................................................................................................... 12
Appreciative inquiry: functioneringsgesprek, retentiebeleid ............................................................................ 13
Skills lab 2: Agile HR: ........................................................................................................................................ 13
H3: Rekruteren als sterke werkgever (deel 1) ................................................................................................. 15
Wat houdt rekruteren of werven in? ................................................................................................................ 15
Stappenplan werving ........................................................................................................................................ 16
Functieanalyse .................................................................................................................................................. 16
Competentieprofiel en – matrix ........................................................................................................................ 18
Klassieke vacature vs de actuele talentbenadering .......................................................................................... 21
Aantrekkelijke Werkgever binnen “theWar4Talent” ......................................................................................... 22
H3: Rekruteren als sterke werkgever (deel 2) ................................................................................................. 24
Werken aan een Employer Brand in 4 stappen ................................................................................................. 24
Persoon-organisatie fit ..................................................................................................................................... 25
Rekruteringsstrategie opzetten ........................................................................................................................ 26
Jobadvertentie .................................................................................................................................................. 34
H4: Selectie en assessment (deel 1) ................................................................................................................ 38
Wat is selectie ................................................................................................................................................... 38
Selectieproces ................................................................................................................................................... 38
Belang van selectietools ................................................................................................................................... 39
Meest voorkomende selectietechnieken ........................................................................................................... 40
Myers-Briggs Type Indicator (MBTI) ................................................................................................................. 44
,H4: Selectie en Assessment (deel 2) ............................................................................................................... 46
Wetenschappelijke fundering v selectietechnieken .......................................................................................... 49
Conclusie........................................................................................................................................................... 50
Skills lab: selectiegesprekken ............................................................................................................................ 50
H6: Leren en ontwikkelen (VTO beleid) .......................................................................................................... 55
Megatrends (H1): VUCA omgeving – Disrupties ............................................................................................... 56
Learning & development = een kritische sleutel binnen HRM .......................................................................... 56
Leren & Human Resource Development/talentontwikkeling ............................................................................ 57
70:20:20 strategie v leren ................................................................................................................................. 57
Human Resource Development (HRD) .............................................................................................................. 57
Talentontwikkeling: Human Capital Theory ...................................................................................................... 57
Talentmanagement interne arbeidsmarkt ........................................................................................................ 58
Belang VTO-beleid ............................................................................................................................................ 59
Strategisch leer- en ontwikkelingsbeleid .......................................................................................................... 62
Trends & feiten ................................................................................................................................................. 66
Skills lab 8: VTO-beleid ..................................................................................................................................... 66
H7: Sturen op performantie ........................................................................................................................... 67
Performantiemanagement ............................................................................................................................... 68
Performantiemanagement: proces................................................................................................................... 68
Technieken vr het waarderen v prestaties ........................................................................................................ 69
Waarderende benadering als methodisch proces ............................................................................................ 73
Artikel prestatiemgm ........................................................................................................................................ 73
Skills lab 9: Functionerings- en evaluatiegesprekken........................................................................................ 74
H10: Diversiteit & inclusie .............................................................................................................................. 78
Wat is diversiteit ............................................................................................................................................... 78
Wat is inclusie ................................................................................................................................................... 78
Diversiteit op het werk...................................................................................................................................... 79
Diversiteitsplan opstellen ................................................................................................................................. 81
Genderdiversiteit op werkvloer: ....................................................................................................................... 81
H8: Deel 1: Belonen & Waarderen .................................................................................................................. 84
Belonen ............................................................................................................................................................. 85
Strategisch beloningsbeleid .............................................................................................................................. 86
3 beloningsvormen obv… .................................................................................................................................. 87
Andere beloningsvormen:................................................................................................................................. 91
Conclusie........................................................................................................................................................... 93
H8: Deel 2: Motivatie ..................................................................................................................................... 94
Wat is motivatie ............................................................................................................................................... 94
, Motivatietheorieën ........................................................................................................................................... 94
Skills lab: coronasleur ..................................................................................................................................... 99
H9: Uitstroombeleid ..................................................................................................................................... 101
Exit-interview .................................................................................................................................................. 105
Ontslag ........................................................................................................................................................... 107
Conclusie......................................................................................................................................................... 110
H11: Welzijn op het werk ............................................................................................................................. 110
Welzijn op het werk: dienstverlening .............................................................................................................. 112
Werkstress & sociaal recht ............................................................................................................................. 113
Werkstress-model van Michigan .................................................................................................................... 113
Examen ........................................................................................................................................................ 117
, Hoofdstuk 0
People Management is enkel het domein van HR in een organisatie:
= fout, ook leidinggevenden moeten zelf HR-taken invullen, zij zijn het hoofd vd teams dus
moeten dit doen. People management zit overal, ook bij de werknemers (vb. als zij
wijzigingen moeten doorvoeren).
De juiste WN vinden en aanwerven is gemakkelijk:
= fout, er zijn geen arbeiders meer op de markt zonder job, er zijn meer vacatures dan
mensen die een job zoeken. Het moet ook de gepaste persoon zijn en die moet ook willen
werken. Je hebt ook altijd nieuwe skills nodig maar niet iedereen heeft die.
Het trainen van medewerkers doe je best online:
= sommige kunnen wel online gebeuren, maar leidings skills en gesprek skills kunnen beter
face to face gebeuren.
Medewerkers worden het meest gemotiveerd door een hoog salaris:
= fout, niet enkel door salaris maar ook door een goede werkomgeving, extra legale
voordelen, goede werkuren, flexibiliteit, locatie, kans om te kunnen doorgroeien,
duurzaamheid…
People management
= kennis, inzichten en vaardigheden verwerven die toelaten goed te functioneren als
medewerker, manager en CEO.
➔ Instroom, doorstroom en uitstroomactiviteiten vh HR-proces staan centraal.
Hoofdstuk 1: Organisatie en personeel
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