Caibideil 1 & 2: HRM agus Leasachadh Eagrachaidh

Study Notes

Importance of HRM: HRM is defined not just by financial capital and technical skills, but also by human capital, interaction, and motivation of staff. These are all key factors for successful and efficient business operations.
Evolution of HRM: The period from the end of the 19th century saw the start of the industrial revolution, and the emergence of hierarchical organisations and the division of work.
Early 20th century: The scientific management of work emerged, along with a growing emphasis on employee well-being.
Mid-20th century: Relationships between employees and managers improved, with strategies for managing staff resources emerging.
Late 20th century: Strategic HRM was introduced as a way of managing human resources.

Definitions: An organisational process defining jobs on the basis of tasks performed in comparison with other jobs.
Analysis of Jobs: Identifying the nature of the job through observing, studying and analyzing each job's tasks, contribution to departments and organisational goals.
Importance of Job Analysis: Helps in determining the duties and responsibilities of each position effectively, and to create effective training and development programs.
Methods for Job Analysis: Questionnaires, Interviews, observations, and gathering data.

Definition of Human Resource Planning: Anticipating future HR requirements to ensure the organisation has the necessary skills and expertise.
Objectives of Human Resource Planning: Evaluating current staffing levels, forecasting future needs, predicting any skill deficiencies and adjusting processes as needed.
Methods for forecasting: Statistical analysis, trend analysis. External/internal factors.
Benefits of HRM planning: Better allocation of resources, improved productivity and performance, and greater efficiency

Recruitment Strategies: Both internal and external recruitment methods.
Recruitment Methods: Internal promotions, job postings, recruitment agencies, networking, social media.
Communication Strategies: Communicating effectively with the candidate throughout the recruitment process.

Selection Process: Job application, interviews, reference checks, skills tests, and psychological assessments.
Employee Selection Tools: Employment tests, applications, and interview evaluation.
Selecting Candidates: Using detailed information to identify the ideal candidate, and following the selection process with care.

Importance of Performance Appraisal: Identifying individual strengths and weaknesses concerning job performance, providing constructive feedback, informing reward structures, and helping maintain employee motivation.
Sources of information: Supervisor, peers, subordinates, and the employee themselves.
Errors in Performance Appraisal: Errors of Leniency, Severity, and Central Tendency. Avoiding these to create robust review processes.

Importance of Skill Development: Essential for an organization's growth and success.
Methods of Skill Development: Training, coaching, mentoring, job rotation, and workshops.
Defining Skills and Competencies: Identifying the necessary skills for optimal job performance.

Direct Compensation: Salaries, wages that directly relate to job performance.
Indirect Compensation: Benefits, such as health insurance, retirement plans, and paid time off.
Variable Compensation: Incentives and bonuses based on predetermined criteria like targets and productivity.
Compensation System: Methods to determine payment rates (performance based, fixed rates etc).

Remuneration Systems: Various compensation and benefits strategies, including profit sharing, and employee stock options.
Group-based Remuneration Systems: Various aspects of profit sharing and group benefits.