Personeelspsychologie opname
Inhoudsopgave
Examen .......................................................................................................................................10
Inleiding ......................................................................................................................................10
Human Resource Management ....................................................................................................11
Concreet: personeelspsychologie ................................................................................................12
Wat is HR?...................................................................................................................................13
Context en tijd ...........................................................................................................................13
Waarom HRM? ............................................................................................................................13
Doel 1: Interne fit ......................................................................................................................14
Doel 2: externe fit.......................................................................................................................14
Wie speelt een rol in HR-beleid? ...................................................................................................15
Voorbeeld examenvraag ................................................................................................................... 17
Hoe bekomen ze resultaat en wat is het proces hierachter? ..........................................................17
Gevolg ......................................................................................................................................17
Voorbeeld examenvraag ................................................................................................................... 17
Loont HRM? .................................................................................................................................17
Winst .......................................................................................................................................18
Beoordeling managers ...............................................................................................................18
Waarom zijn deze relaties slechts zwak-matig? .............................................................................18
Kritiek .......................................................................................................................................18
Black box ......................................................................................................................................... 18
Onduidelijkheid over causaliteit ....................................................................................................... 18
Besluit ........................................................................................................................................19
Leerstof en examen .....................................................................................................................19
Jargon .........................................................................................................................................19
Algoritm HRM filmpje ...................................................................................................................20
Algorithmic HRM........................................................................................................................20
Een algoritme ............................................................................................................................20
1
, Wat is de Strathern’s paradox? ....................................................................................................20
Voorbeeld van Strathern’s paradox in Algorithmic HRM ..................................................................20
Toepassing op andere HR-praktijken ............................................................................................21
Conclusie .................................................................................................................................21
Situering job- & competentiemodeling (J&CM)...............................................................................22
Perspectieven ...........................................................................................................................22
1. Bouwstenen ......................................................................................................................23
A. Descriptoren ...................................................................................................................23
B. Informatiebronnen: Subject matter experts.........................................................................24
C. Informatieverzameling .....................................................................................................25
Examenvraag ................................................................................................................................... 26
D. Analyse-eenheid..............................................................................................................26
Samenvatting ............................................................................................................................27
Caveat! ............................................................................................................................................ 27
2. Job modelling: taken en eigenschappen .............................................................................28
Voorbeelden .............................................................................................................................28
Technieken ...............................................................................................................................29
1. Taakvragenlijst ...................................................................................................................... 30
Examenvraag ................................................................................................................................ 30
Persoonsgebaseerde vragenlijst....................................................................................................... 30
Narratieve taak/functiebeschrijving.................................................................................................. 30
Kritische indicidententechniek ......................................................................................................... 31
Voorbeeld ..................................................................................................................................... 31
Job Element Method (JEM) ................................................................................................................ 31
Functional Job Analysis (FJA) ............................................................................................................ 32
Samenvatting technieken ................................................................................................................. 33
Welke techniek ................................................................................................................................ 33
Kritiek............................................................................................................................................... 33
3.Competentiemodelling: taken en eigenschappen ......................................................................34
Terminologie .............................................................................................................................34
Proces......................................................................................................................................34
Voorbeeld kern- en individuele competenties .................................................................................. 35
Competentieraamwerk voorbeeld .................................................................................................... 36
Proces vervolg ...........................................................................................................................36
Voorbeeld ........................................................................................................................................ 37
Examenvraag ................................................................................................................................ 37
Proces competentiemodelling ....................................................................................................37
Kritiek op competentiemodelling .................................................................................................38
2
,Besluit en Trends .........................................................................................................................38
Trends ......................................................................................................................................38
Leerstof & examen .......................................................................................................................38
Situering .....................................................................................................................................39
Wervingsproces ..........................................................................................................................39
Relevantie.................................................................................................................................40
Knelpuntberoepen .....................................................................................................................41
Oorzaken knelpuntberoepen ............................................................................................................ 42
Perspectieven werving ..................................................................................................................... 42
Perspectief van de sollicitant – organisatie-attractiviteit .................................................................. 43
Objectieve factoren theorie .......................................................................................................... 43
Subjectieve factoren theorie ......................................................................................................... 43
Signaaltheorie .............................................................................................................................. 44
Wetenschappelijk onderzoek ....................................................................................................... 44
Perspectief van de organisatie – rekrutering en werving ..................................................................45
Case ............................................................................................................................................. 45
Bouwstenen ..................................................................................................................................... 45
Inzicht in de vacante job ............................................................................................................... 45
Voorbeelden ............................................................................................................................. 45
Afbakenen doelgroep cfr. Competentie modelling ........................................................................ 46
Voorbeeld ................................................................................................................................. 47
Boodschap ................................................................................................................................... 48
AIDA.......................................................................................................................................... 48
Attractiviteitsstrategie: realisme ............................................................................................... 49
Attractiviteitsstrategie “Must have” vs “nice to have” ............................................................... 49
Keuze wervingskanaal .................................................................................................................. 49
Externe rekrutering.................................................................................................................... 50
Attractiviteitsstrategie: creatief & persoonlijk............................................................................ 50
Timing........................................................................................................................................... 51
Employer branding: zelfstudie .......................................................................................................... 51
Terminologie ............................................................................................................................. 51
Voorbeeld ............................................................................................................................. 52
Leerstof en examen ...................................................................................................................52
Jargon ......................................................................................................................................54
Situering .....................................................................................................................................55
Minimale selectieproces ............................................................................................................55
Ideale selectieproces .................................................................................................................55
Selectiemodel van Binning & Barrett, 1989 ...................................................................................56
Voorbeeld .................................................................................................................................56
Selectiemodel van Binning & Barrett ............................................................................................57
3
, 1. Criterium: prestaties voorspellen (cfr. Les 6 prestatiemanagement) ....................................57
2. Selectieconstruct: eigenschappen die presteren voorspellen .............................................58
3. Selectie-instrument: meting van eigenschappen die presteren voorspellen .........................59
A. Criteria voor het meetinstrument .......................................................................................59
Criterium 1. Relevantie ..................................................................................................................... 59
Voorbeeld profvoetballer of boekhouder ...................................................................................... 60
Criterium 2: Psychometrie................................................................................................................ 60
Criterium 3: Pragmatisch ................................................................................................................. 60
Criterium 4: Sollicitant ..................................................................................................................... 60
2 types van selectieinstrumenten ................................................................................................61
Type 1: Sign-instrumenten = Gedrag als expressie van relatieve stabiele trekken............................. 61
Ted-talk ........................................................................................................................................ 61
Big 5 ............................................................................................................................................. 62
Examenvraag ................................................................................................................................ 63
Type 2: sample-instrumenten. Gedrag tijdens selectie als voorspeller van toekomstig gedrag ......... 64
In de kijker: interviews ...................................................................................................................... 65
Gedragsgericht interview .......................................................................................................... 66
Situationeel interview ............................................................................................................... 66
Examenvraag ................................................................................................................................ 67
Tips ..........................................................................................................................................68
Doelstelling ..............................................................................................................................68
Materiaal ..................................................................................................................................68
Inzichtsvraag .............................................................................................................................69
Jargon ......................................................................................................................................69
Prestatiebeoordeling en -management .........................................................................................70
Situering ...................................................................................................................................70
Belang van prestatiemanagement en prestatiebeoordeling.............................................................70
Case ................................................................................................................................................ 71
Weerstand - Gevoelig issue bij beide partijen ................................................................................72
Weerstand leidinggevende ............................................................................................................... 72
Weerstand werknemer ..................................................................................................................... 72
Bouwstenen - Elementen van prestatiebeoordeling .......................................................................73
A. Doelstelling – Waarom beoordelen? – evalueren vs coachen........................................................ 73
B. Criteriumdomein – waarop beoordelen? - Verschillende vormen van prestaties .................... 74
Trend 1: Citizenship Performance ................................................................................................. 74
Examenvraag ................................................................................................................................ 75
Trend 2: Input → Output ............................................................................................................... 75
C. Criteriummaat – Hoe beoordelen? - Beoordelingsinstrumenten .................................................. 76
Voorbeeld relevantie .................................................................................................................... 76
Objectief VS subjectief ................................................................................................................. 76
Types meetinstrumenten: Rangschikking ..................................................................................... 77
4
Inhoudsopgave
Examen .......................................................................................................................................10
Inleiding ......................................................................................................................................10
Human Resource Management ....................................................................................................11
Concreet: personeelspsychologie ................................................................................................12
Wat is HR?...................................................................................................................................13
Context en tijd ...........................................................................................................................13
Waarom HRM? ............................................................................................................................13
Doel 1: Interne fit ......................................................................................................................14
Doel 2: externe fit.......................................................................................................................14
Wie speelt een rol in HR-beleid? ...................................................................................................15
Voorbeeld examenvraag ................................................................................................................... 17
Hoe bekomen ze resultaat en wat is het proces hierachter? ..........................................................17
Gevolg ......................................................................................................................................17
Voorbeeld examenvraag ................................................................................................................... 17
Loont HRM? .................................................................................................................................17
Winst .......................................................................................................................................18
Beoordeling managers ...............................................................................................................18
Waarom zijn deze relaties slechts zwak-matig? .............................................................................18
Kritiek .......................................................................................................................................18
Black box ......................................................................................................................................... 18
Onduidelijkheid over causaliteit ....................................................................................................... 18
Besluit ........................................................................................................................................19
Leerstof en examen .....................................................................................................................19
Jargon .........................................................................................................................................19
Algoritm HRM filmpje ...................................................................................................................20
Algorithmic HRM........................................................................................................................20
Een algoritme ............................................................................................................................20
1
, Wat is de Strathern’s paradox? ....................................................................................................20
Voorbeeld van Strathern’s paradox in Algorithmic HRM ..................................................................20
Toepassing op andere HR-praktijken ............................................................................................21
Conclusie .................................................................................................................................21
Situering job- & competentiemodeling (J&CM)...............................................................................22
Perspectieven ...........................................................................................................................22
1. Bouwstenen ......................................................................................................................23
A. Descriptoren ...................................................................................................................23
B. Informatiebronnen: Subject matter experts.........................................................................24
C. Informatieverzameling .....................................................................................................25
Examenvraag ................................................................................................................................... 26
D. Analyse-eenheid..............................................................................................................26
Samenvatting ............................................................................................................................27
Caveat! ............................................................................................................................................ 27
2. Job modelling: taken en eigenschappen .............................................................................28
Voorbeelden .............................................................................................................................28
Technieken ...............................................................................................................................29
1. Taakvragenlijst ...................................................................................................................... 30
Examenvraag ................................................................................................................................ 30
Persoonsgebaseerde vragenlijst....................................................................................................... 30
Narratieve taak/functiebeschrijving.................................................................................................. 30
Kritische indicidententechniek ......................................................................................................... 31
Voorbeeld ..................................................................................................................................... 31
Job Element Method (JEM) ................................................................................................................ 31
Functional Job Analysis (FJA) ............................................................................................................ 32
Samenvatting technieken ................................................................................................................. 33
Welke techniek ................................................................................................................................ 33
Kritiek............................................................................................................................................... 33
3.Competentiemodelling: taken en eigenschappen ......................................................................34
Terminologie .............................................................................................................................34
Proces......................................................................................................................................34
Voorbeeld kern- en individuele competenties .................................................................................. 35
Competentieraamwerk voorbeeld .................................................................................................... 36
Proces vervolg ...........................................................................................................................36
Voorbeeld ........................................................................................................................................ 37
Examenvraag ................................................................................................................................ 37
Proces competentiemodelling ....................................................................................................37
Kritiek op competentiemodelling .................................................................................................38
2
,Besluit en Trends .........................................................................................................................38
Trends ......................................................................................................................................38
Leerstof & examen .......................................................................................................................38
Situering .....................................................................................................................................39
Wervingsproces ..........................................................................................................................39
Relevantie.................................................................................................................................40
Knelpuntberoepen .....................................................................................................................41
Oorzaken knelpuntberoepen ............................................................................................................ 42
Perspectieven werving ..................................................................................................................... 42
Perspectief van de sollicitant – organisatie-attractiviteit .................................................................. 43
Objectieve factoren theorie .......................................................................................................... 43
Subjectieve factoren theorie ......................................................................................................... 43
Signaaltheorie .............................................................................................................................. 44
Wetenschappelijk onderzoek ....................................................................................................... 44
Perspectief van de organisatie – rekrutering en werving ..................................................................45
Case ............................................................................................................................................. 45
Bouwstenen ..................................................................................................................................... 45
Inzicht in de vacante job ............................................................................................................... 45
Voorbeelden ............................................................................................................................. 45
Afbakenen doelgroep cfr. Competentie modelling ........................................................................ 46
Voorbeeld ................................................................................................................................. 47
Boodschap ................................................................................................................................... 48
AIDA.......................................................................................................................................... 48
Attractiviteitsstrategie: realisme ............................................................................................... 49
Attractiviteitsstrategie “Must have” vs “nice to have” ............................................................... 49
Keuze wervingskanaal .................................................................................................................. 49
Externe rekrutering.................................................................................................................... 50
Attractiviteitsstrategie: creatief & persoonlijk............................................................................ 50
Timing........................................................................................................................................... 51
Employer branding: zelfstudie .......................................................................................................... 51
Terminologie ............................................................................................................................. 51
Voorbeeld ............................................................................................................................. 52
Leerstof en examen ...................................................................................................................52
Jargon ......................................................................................................................................54
Situering .....................................................................................................................................55
Minimale selectieproces ............................................................................................................55
Ideale selectieproces .................................................................................................................55
Selectiemodel van Binning & Barrett, 1989 ...................................................................................56
Voorbeeld .................................................................................................................................56
Selectiemodel van Binning & Barrett ............................................................................................57
3
, 1. Criterium: prestaties voorspellen (cfr. Les 6 prestatiemanagement) ....................................57
2. Selectieconstruct: eigenschappen die presteren voorspellen .............................................58
3. Selectie-instrument: meting van eigenschappen die presteren voorspellen .........................59
A. Criteria voor het meetinstrument .......................................................................................59
Criterium 1. Relevantie ..................................................................................................................... 59
Voorbeeld profvoetballer of boekhouder ...................................................................................... 60
Criterium 2: Psychometrie................................................................................................................ 60
Criterium 3: Pragmatisch ................................................................................................................. 60
Criterium 4: Sollicitant ..................................................................................................................... 60
2 types van selectieinstrumenten ................................................................................................61
Type 1: Sign-instrumenten = Gedrag als expressie van relatieve stabiele trekken............................. 61
Ted-talk ........................................................................................................................................ 61
Big 5 ............................................................................................................................................. 62
Examenvraag ................................................................................................................................ 63
Type 2: sample-instrumenten. Gedrag tijdens selectie als voorspeller van toekomstig gedrag ......... 64
In de kijker: interviews ...................................................................................................................... 65
Gedragsgericht interview .......................................................................................................... 66
Situationeel interview ............................................................................................................... 66
Examenvraag ................................................................................................................................ 67
Tips ..........................................................................................................................................68
Doelstelling ..............................................................................................................................68
Materiaal ..................................................................................................................................68
Inzichtsvraag .............................................................................................................................69
Jargon ......................................................................................................................................69
Prestatiebeoordeling en -management .........................................................................................70
Situering ...................................................................................................................................70
Belang van prestatiemanagement en prestatiebeoordeling.............................................................70
Case ................................................................................................................................................ 71
Weerstand - Gevoelig issue bij beide partijen ................................................................................72
Weerstand leidinggevende ............................................................................................................... 72
Weerstand werknemer ..................................................................................................................... 72
Bouwstenen - Elementen van prestatiebeoordeling .......................................................................73
A. Doelstelling – Waarom beoordelen? – evalueren vs coachen........................................................ 73
B. Criteriumdomein – waarop beoordelen? - Verschillende vormen van prestaties .................... 74
Trend 1: Citizenship Performance ................................................................................................. 74
Examenvraag ................................................................................................................................ 75
Trend 2: Input → Output ............................................................................................................... 75
C. Criteriummaat – Hoe beoordelen? - Beoordelingsinstrumenten .................................................. 76
Voorbeeld relevantie .................................................................................................................... 76
Objectief VS subjectief ................................................................................................................. 76
Types meetinstrumenten: Rangschikking ..................................................................................... 77
4
