HRM Development and Change

HRM concepts & tools Separation & outplacement Performance Management Recruitment & Selection Strategic HRM planning Change & Development Development: Knowledge Management Education Competence Management Teambuilding Change: Change Management Improvement Innovation Transformation Resistance

Development:

Knowledge Management

Education

Competence Management

Teambuilding

Change:

Change Management

Improvement

Innovation

Transformation

Resistance

HRM: Change & Development Competence Knowing thinking Skills able Acting experience will Feeling Success = Competence Being

Knowing Skills Wanting / feeling Being

HRM: Development What?: ‘competence gap’ Actual: Wanted: Knowledge ‘Knowledge’ Skills ‘Skills’ Attitude ‘Attitude’ Competence ‘Competence’ Goals: Learn & Unlearn

Actual: Wanted:

Knowledge ‘Knowledge’

Skills ‘Skills’

Attitude ‘Attitude’

Competence ‘Competence’

Goals: Learn & Unlearn

HRM: Development How? ‘instruments & tools’ Recruitment & selection ‘ On-the-job’ training ‘ Off-the-Job’ training Appraisal interview Coaching Career management Self Management ‘ Outplacement’ Corporate communication

Recruitment & selection

‘ On-the-job’ training

‘ Off-the-Job’ training

Appraisal interview

Coaching

Career management

Self Management

‘ Outplacement’

Corporate communication

HRM: Development learning & training ‘ Growth’ Aging Life’s chances Learning / education ‘ muddling’ : learning from experience ‘ modeling’ : learning from models ‘ meddling’ : learning from training Therapy Psychotherapy ‘ healing’ Spirituality

‘ Growth’ Aging

Life’s chances

Learning / education

‘ muddling’ : learning from experience

‘ modeling’ : learning from models

‘ meddling’ : learning from training

Therapy

Psychotherapy

‘ healing’

Spirituality

HRM: Development Tools & Effect > transfer Tool Used Effect Presentation 80% bad Demonstration 32% good Sharing 50% good Training on-the-job 53% good!!! Feedback 25% good Coaching 20% good Off-the-job 75% poor Training off the job 45% average

Tool Used Effect

Presentation 80% bad

Demonstration 32% good

Sharing 50% good

Training on-the-job 53% good!!!

Feedback 25% good

Coaching 20% good

Off-the-job 75% poor

Training 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: P lan / D o / C heck / A ct A ‘culture’ of feedback and 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: P lan / D o / C heck / A ct

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

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: Development Personal: ‘Thinking Styles’ Organize Analyse Strategize Personalize

Enneagram Personality Types

‘ Classic model’

Personality & Career

Four Quadrants Personality Profile

Career & Development

HRM: Development Personal: Change ‘Being’; identity ‘Movement’; internal & external Awareness; ‘what’s going on?’ Research; reflection Choices Working on/ out Integration; ‘Being’ ......

‘Being’; identity

‘Movement’; internal & external

Awareness; ‘what’s going on?’

Research; reflection

Choices

Working on/ out

Integration; ‘Being’ ......

Doorstroom van personeel Leeftijd 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

Leeftijd 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

Doorstroom van personeel Leeftijd 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

Leeftijd 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