SECTION 1 : INTRODUCTION
INTRODUCTION
WHO IS WITH YOU AT YOUR HAPPIEST MOMENTS DURING THE DAY?
- Who are you happiest with?
o Friends (3,3) o Colleagues (2,6)
o Parents/family (3,0) o Customers (2,4)
o Partner (2,8) o Alone (2,2)
o Kids (2,7) o Supervisor (2,0)
- preferring to be alone then in neighbourhood of the supervisor
HUMAN RESOURCE MANAGEMENT
- HRM is everywhere
- HRM is about
o Well-being o Career management
o Leadership o Reward
o Justice o Burn-out and stress
o Recruitment and selection o Feedback and evaluation
o Training and development
- This course is not only about HRM but also about evidence and facts… based on
research
o In practice a lot of buzz words and practices that are not the “best way” to
conduct things
- FABLE that employees have changed
o Employees haven’t changed over time, they have the same principles / values
o There are bigger differences between one generation, then between multiple
generations
- Bias in thinking
o Real life study
1 second seemed enough to predict the elections
Campaigns are biased by information we get from facial expressions
, o Research showed that most people deemed the left person to be more
competent
o Important for supervisors : be as objective as possible, but we all make up
biases all the time
HISTORY OF HRM
- Times of mass-production
o Abuse of employees: unsafe condition, a lot hours
o Important : hard work, efficiency, and control
o NOT wellbeing of employees
- Time of time and motion studies (scientific management)
o Focus on efficiency
o Every employee should do the same task the same way and in the same way
- Hawtorne-factory : research impact of light
o 3 rooms : one with more, one with less and one control rooms
o In all rooms productivity increased it is because employees received
attention
- Golden sixties : revisionism
o Not only productivity and efficiency, but also well-being
Evolution : HR as a strategic partner
o Supports to reach the organizational goals
o HR in management team of all organizations
o Employees as most important asset, they are needed to reach organizational
goals
The role of HRM is still changing and growing
- Faced with a lot of challenges, because the context changes
o Technical developments
They lead to economical benefits, but for HRM not always as positive
Creates new jobs, but will also lead to job losses
People need to be reskilled
o Crisis
- = challenges and opportunities
- The role of AI in HR
o How do neural networks work?
AI bot asked to make distinction between huskies and wolves.
Several mistakes (despite training)
Presence of snow in the background of the picture instead of attributes
of the animal
o AI does not think for us but looks for patterns in enormous amounts of data.
o AI potential for HR, but also risk for bias!
- SO : digitalization has an enormous impact on jobs and HR
- Smartphone at work
o Problem : forbid it or use as an advantage
o Everyone has nomophobia = fear of being without our smartphone
Addiction : we receive shots of dopamine from a text / like
,HR CYCLE IN PUBLIC SECTOR
- 5 phases
o Recruitment and selection
o Engagement and retention
o Performance
o Training and development
o Workforce planning
- Reward is an important component
o Ex. How much do we need to raise the wage to result into a higher
productivity?
SECTION 2 : THE HR-CYCLE
RECRUITMENT AND EMPLOYER BRANDING
THE CURRENT STATE OF THE LABOR MARKET
Some numbers and graphics
- Relevant because of current state in labor market : shortage difficult to fill in
vacancies
- Curve / supply is lacking : not enough employees to fill in all the vacancies
o Low fertility rate, so it will worsen over time
o It will worsen because in the following years a lot of 50yrs old need to be
replaced
, - The “Great Resignation” in US
o Belgium: 5.1% voluntairly turnover Great Resignation to a limited extent
o For organizations it is difficult to attract and maintain talent
War of Talent
- High Demand
o Many job vacancies
o Demographic evolutions and aging
- Retention difficulties
o Many job opportunities and low switching costs
o High replacement costs for the employer
- Solution : become employer of choice
o Employer needs to become the number one preferred option
Resource-based theory
- = management theory that posits that organizations can gain competitive advantage
through the effective management of their internal resources and capabilities
o Employees = resource
- Human capital competitive advantage
HRM in the public sector
- Public sector doesn’t have product to sell, very reliant on employees to deliver service
o Reliant on Human Capital
o Public employees give the state a face
- ! Multifaceted Human Capital Crisis
The issue of the labour market
- High demand
o Baby boomers are retiring
Age in public sector is higher, so higher demand in the near future
INTRODUCTION
WHO IS WITH YOU AT YOUR HAPPIEST MOMENTS DURING THE DAY?
- Who are you happiest with?
o Friends (3,3) o Colleagues (2,6)
o Parents/family (3,0) o Customers (2,4)
o Partner (2,8) o Alone (2,2)
o Kids (2,7) o Supervisor (2,0)
- preferring to be alone then in neighbourhood of the supervisor
HUMAN RESOURCE MANAGEMENT
- HRM is everywhere
- HRM is about
o Well-being o Career management
o Leadership o Reward
o Justice o Burn-out and stress
o Recruitment and selection o Feedback and evaluation
o Training and development
- This course is not only about HRM but also about evidence and facts… based on
research
o In practice a lot of buzz words and practices that are not the “best way” to
conduct things
- FABLE that employees have changed
o Employees haven’t changed over time, they have the same principles / values
o There are bigger differences between one generation, then between multiple
generations
- Bias in thinking
o Real life study
1 second seemed enough to predict the elections
Campaigns are biased by information we get from facial expressions
, o Research showed that most people deemed the left person to be more
competent
o Important for supervisors : be as objective as possible, but we all make up
biases all the time
HISTORY OF HRM
- Times of mass-production
o Abuse of employees: unsafe condition, a lot hours
o Important : hard work, efficiency, and control
o NOT wellbeing of employees
- Time of time and motion studies (scientific management)
o Focus on efficiency
o Every employee should do the same task the same way and in the same way
- Hawtorne-factory : research impact of light
o 3 rooms : one with more, one with less and one control rooms
o In all rooms productivity increased it is because employees received
attention
- Golden sixties : revisionism
o Not only productivity and efficiency, but also well-being
Evolution : HR as a strategic partner
o Supports to reach the organizational goals
o HR in management team of all organizations
o Employees as most important asset, they are needed to reach organizational
goals
The role of HRM is still changing and growing
- Faced with a lot of challenges, because the context changes
o Technical developments
They lead to economical benefits, but for HRM not always as positive
Creates new jobs, but will also lead to job losses
People need to be reskilled
o Crisis
- = challenges and opportunities
- The role of AI in HR
o How do neural networks work?
AI bot asked to make distinction between huskies and wolves.
Several mistakes (despite training)
Presence of snow in the background of the picture instead of attributes
of the animal
o AI does not think for us but looks for patterns in enormous amounts of data.
o AI potential for HR, but also risk for bias!
- SO : digitalization has an enormous impact on jobs and HR
- Smartphone at work
o Problem : forbid it or use as an advantage
o Everyone has nomophobia = fear of being without our smartphone
Addiction : we receive shots of dopamine from a text / like
,HR CYCLE IN PUBLIC SECTOR
- 5 phases
o Recruitment and selection
o Engagement and retention
o Performance
o Training and development
o Workforce planning
- Reward is an important component
o Ex. How much do we need to raise the wage to result into a higher
productivity?
SECTION 2 : THE HR-CYCLE
RECRUITMENT AND EMPLOYER BRANDING
THE CURRENT STATE OF THE LABOR MARKET
Some numbers and graphics
- Relevant because of current state in labor market : shortage difficult to fill in
vacancies
- Curve / supply is lacking : not enough employees to fill in all the vacancies
o Low fertility rate, so it will worsen over time
o It will worsen because in the following years a lot of 50yrs old need to be
replaced
, - The “Great Resignation” in US
o Belgium: 5.1% voluntairly turnover Great Resignation to a limited extent
o For organizations it is difficult to attract and maintain talent
War of Talent
- High Demand
o Many job vacancies
o Demographic evolutions and aging
- Retention difficulties
o Many job opportunities and low switching costs
o High replacement costs for the employer
- Solution : become employer of choice
o Employer needs to become the number one preferred option
Resource-based theory
- = management theory that posits that organizations can gain competitive advantage
through the effective management of their internal resources and capabilities
o Employees = resource
- Human capital competitive advantage
HRM in the public sector
- Public sector doesn’t have product to sell, very reliant on employees to deliver service
o Reliant on Human Capital
o Public employees give the state a face
- ! Multifaceted Human Capital Crisis
The issue of the labour market
- High demand
o Baby boomers are retiring
Age in public sector is higher, so higher demand in the near future
