HRM

Development

and Change

Separation &outplacement

PerformanceManagement

Recruitment &Selection

Strategic HRM planning

HRM concepts & tools

Change &Development

Development:Knowledge ManagementEducationCompetence ManagementTeambuilding Change:Change ManagementImprovementInnovationTransformationResistance

HRM: Change & DevelopmentCompetence

Knowing

thinking

Skills

able

Acting

experience

will

Feeling

Success =CompetenceBeing

Knowing

Skills

Wanting / feeling

Being

HRM: DevelopmentWhat?: ‘competence gap’

Actual: Wanted:

Knowledge ‘Knowledge’Skills ‘Skills’Attitude ‘Attitude’Competence ‘Competence’

Goals: Learn & Unlearn

HRM: DevelopmentHow? ‘instruments & tools’

Recruitment & selection ‘On-the-job’ training ‘Off-the-Job’ training Appraisal interview Coaching Career management Self Management ‘Outplacement’ Corporate communication

HRM: Developmentlearning & training

‘Growth’ Aging Life’s chances

Learning / education ‘muddling’: learning from experience ‘modeling’: learning from models ‘meddling’: learning from training

Therapy Psychotherapy ‘healing’

Spirituality

HRM: DevelopmentTools & Effect > transfer

Tool Used EffectPresentation 80% badDemonstration 32% goodSharing 50% goodTraining on-the-job 53% good!!!Feedback 25% goodCoaching 20% goodOff-the-job 75% poorTraining off the job 45% average

HRM: Development‘Organizational Learning’

Single-loop learning (‘better’ / how)Double-loop learning (‘changing goals’ / + what)Deutero-learning (‘learning to learn’ / + why) Knowledge Management Competence Management Total Quality Management (EFQM/ INK) Balanced Score Card Deming: Plan / Do / Check / Act A ‘culture’ of feedback and learning

HRM: Development‘Self Management’ 1

Stress / Flow? What do I want?

What’s my competence?

What am I supposed to do?

What am I going to do?

HRM: Development‘Self Management’ 2

I What do I want? What’s my mission? out of life? / ‘willing’ What are my roots? / core values

II What’s my competence? (internal) Strengths & weaknesses? / ‘able’ my character?

III What am I supposed tot do? (external) Opportunities & threats Job description

IV What am I going to do? Career & life’s choices Coaching

HRM: DevelopmentPersonal: ‘Thinking Styles’

Organize

Analyse Strategize

Personalize

Enneagram Personality Types

‘Classic model’

Personality & Career

Four Quadrants Personality Profile

Career & Development

HRM: DevelopmentPersonal: Change

1. ‘Being’; identity

2. ‘Movement’; internal & external

3. Awareness; ‘what’s going on?’

4. Research; reflection

5. Choices

6. Working on/ out

7. Integration; ‘Being’ ......

les 4

Doorstroom van personeelLeeftijd Loopbaanfase Loopbaanafwegingen

15 - 22 exploratie - wat voor loopbaan zorg voor juiste

opleiding

22 - 30 vroege loopbaan: eerste baan

uitproberen gewenning aan dagelijkse

routine en chefs

30 -38 vroege loopbaan specialisatie en consolidatie

vestigen overplaatsing/promotie

verbreding blikveld op functie

en organisatie

38 - 45 middenloopbaan vestigen professionele

groei identiteit

afwegingen alternatieve

loopbaan mogelijkheid

les 4

Doorstroom van personeelLeeftijd Loopbaanfase Loopbaanafwegingen

45 - 55 middenloopbaan zelfstandig bijdragen leveren

handhaving uitbreiding verantwoordelijk-

heidsgebied

55 - 62 latere loopbaan training en ontwikkeling

ondergeschikten

plateaufase ontwikkelen toekomst-

plannen organisatie

leren omgaan met jonge

ambitieuze medewerkers

62 - 70 latere loopbaan plannen van terugtreding

teruggang regelen van vervanging

leren omgaan met minder

invloed en werkdruk