ASSIGNMENT

TOPIC:-“FRAMEWORK OF HRM”
SUBJECT:- PERFORMANCE AND COMPENSATION MANAGEMENT

SUBMITTED TO:-DR.SANGHAMITRA BRAHMA

SUBMITTED BY:- SHREYA SHARMA

ROLLNO:-06, MBA, SEM III
 scan the identify the source of
enviroment competative advantage
strategic planning
identify HR implement HR monitor &evaluate HR
strategy strategy strategy

job analysis and gather process

strategic choices job description job evaluation
design information information

stratgic evaluation &

recuirment planning searching screening
development control

priminary reciving
screening employee test interveiw
interveiw application
selection
reference
final selection
checking

intructional design of development of use of evaluation

employee trainig need assesment implement
objective objective creteria model
HRM FUNCTIONS
objective performance establish job design & appraise
appraisal expection programme performance
performance
managment
use appraisal data for archive appraisal performance
appopriate purpose data interview

organisational compensation job analysis &

strategy policy evaluation
compensations
and benifits
evaluation and design and analysis of coutigent
review implementation of plan

managerial
planning organising directing controlling
relations

collective
bargaining
conciliation
labour relations
adjudication code of desipline arbitration

HRM FUNCTIONS

Human Resource Management (HRM) is a very wide function in an organization. It focuses on staffing function
(human resource planning, recruitment, selection, and placement of people), development function (training and
development, and organization development), welfare function (safety, wellness, and benefits), utility function
(maintenance and record keeping, compensation) function, monitoring function (performance appraisal),
managerial function (planning, organizing, directing and controlling), and above all a strategic function (to bring
in fit between organization vision, mission and goals and the goals of people working in the organization).

Human Resource Management is the organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety, wellness, benefits,
employee motivation, communication, administration, and training. Human Resource Management is also a
strategic and comprehensive function to manage people and the organization culture and environment. Effective
HRM enables employees to contribute effectively and productively to the overall company direction and the
accomplishment of the organization’s goals and objectives.
  Job analysis & design:

Job analysis is a systematic and detailed examination of jobs. It is a procedure for determining the duties and
skill requirements of a job and the kind of person who should be hired for it.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of
people who should be hired for their goal. It provides to write job descriptions and job specifications, which are
utilized in recruitment and selection, compensation, performance appraisal, and training.
Job analysis is a process of studying, examining and collecting detailed information relating to the components
and various operations of job. It is a process of collecting and analyzing data relating to a job.

 Recruitment & Selection:

Recruitment helps in creating a pool of suitable and interested job applicants, out of which few are chosen for
the further selection process. Hence, it forms a base for selection process. If the recruitment process is carried
out properly, it will help in employing workforce that suits the organizational requirements.
Selection of candidates begins where their recruitment ends. In other words, it is only after an adequate number
of applications have been secured through different sources of recruitment – internal or external that the process
of selection begins

 Training and Development:

Training and development of personnel is a follow up of the employment function. It is a duty of management to
train each employee property to develop technical skills for the job for which he has been employed and also to
develop him for the higher jobs in the organization. Proper development of personnel is necessary to increase
their skills in doing their jobs and in satisfying their growth need. For this purpose, the personnel departments will
device appropriate training programs. There are several on- the-job and off-the-job methods available for training
purposes. A good training program should include a mixture of both types of methods. It is important to point out
that personnel department arranges for training not only of new employees but also of old employees to update
their knowledge in the use of latest techniques.

 Performance Appraisal:
Performance appraisal is the systematic evaluation of the performance and contribution of each employee for
taking important personnel decisions. The results of performance appraisal are used in determining training
needs, and taking decisions about transfer and promotion of employees. The HR Manager designs the appraisal
systems and arranges for training of managers in carrying out systematic appraisal of employees.

 Managerial Functions:
The Human Resource Manager is a part of the organizational management. So he must perform the basic
managerial functions of planning, organizing, directing and controlling in relation to his department.

1. Planning:
To get things done through the subordinates, a manager must plan ahead. Planning is necessary to determine
the goals of the organization and lay down policies and procedures to reach the goals. For a human resource
manager, planning means the determination of personnel programs that will contribute to the goals of the
enterprise, i.e., anticipating vacancies, planning job requirements, job descriptions and determination of the
sources of recruitment.

2. Organizing:
Once the human resource manager has established objectives and developed plans and programs to reach
them, he must design and develop organization structure to carry out the various operations. The organization
structure basically includes the following:
 Grouping of personnel activity logically into functions or positions;
 Assignment of different functions to different individuals;
  Delegation of authority according to the tasks assigned and responsibilities involved

3. Directing:
The direction function is meant to guide and motivate the people to accomplish the personnel programs. The
personnel manager can motivate the employees in an organization through career planning, salary
administration, ensuring employee morale, developing cordial relationships and provision of safety requirements
and welfare of employees.

4. Controlling:
Controlling is concerned with the regulation of activities in accordance with the plans, which in turn have been
formulated on the basis of the objectives of the organization. Thus, controlling completes the cycle and leads
back to planning. It involves the observation and comparison of results with the standards and correction of
deviations that may occur.

 Compensation benefits:
This function is concerned with the determination of adequate and equitable remuneration of the employees in
the organization of their contribution to the organizational goals. The personnel can be compensated both in
terms of monetary as well as non-monetary rewards.

Factors which must be borne in mind while fixing the remuneration of personnel are their basic needs,
requirements of jobs, legal provisions regarding minimum wages, capacity of the organization to pay, wage level
afforded by competitors etc. For fixing the wage levels, the personnel department can make use of certain
techniques like job evaluation and performance appraisal.

 Industrial Relations:
The human resource manager can help in collective bargaining, joint consultation and settlement of disputes, if
the need arises. This is because of the fact that he is in possession of full information relating to personnel and
has the working knowledge of various labor enactments.

The human resource manager can do a great deal in maintaining industrial peace in the organization as he is
deeply associated with various committees on discipline, labor welfare, safety, grievance, etc. He helps in laying
down the grievance procedure to redress the grievances of the employees. He also gives authentic information
to the trade union leaders and conveys their views on various labor problems to the top management.