Dit document is een samenvatting van het vak Human Resource Management In the public sector. Dit is een vak uit het masterjaar Bestuurskunde en publiek management aan de UGent. Deze samenvatting bevat de slides en de notities uit de lessen. De gastcolleges zijn hier niet in op genomen
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
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, 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
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, 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
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