TITLE :- FRAMEWORK OF

HUMAN RESOURCE
MANAGEMENT
1. SUBJECT :- HUMAN RESOURCE MANAGEMENT

2. NAME :- ADITYA ANIL WARANKAR

3. ROLL NO :- 221103
 ----TOPICS----
1. Introduction
2. Recruitment and Selection
3. Training and Development
4. Performance Management
5. Compensation and Benefits
6. Employee Relations
7. HR Strategy
8. Conclusion
 • INTRODUCTION
1. Human Resource Management (HRM) is a
vital function for any organization. It is a set
of practices and strategies aimed at managing
an organization’s human capital
2. HRM involves attracting, selecting,
developing, and retaining the right employees
to meet the organization’s needs. The
framework of HRM includes several key
components that help organizations manage
their human resources effectively.
 • RECRUITMENT AND
SELECTION
1. Recruitment and selection are the first components of the
HRM framework. This involves identifying job vacancies,
attracting potential candidates, and selecting the best fit for the
position. This process includes job analysis, posting job
advertisements, reviewing resumes, conducting interviews, and
selecting the most qualified candidate
2. Recruitment is the process of trying to get people to sign up for
something or join something, such as to try to get people to join
the armed forces. An example of recruitment is the efforts
made by military forces at high schools and colleges to try to
get students to enlist
3. The HR department will meet with the hiring manager to
discuss the position and determine the most effective
recruitment and selection process
 • TRAINING AND
DEVELOPMENT
1. Training and development is the second
component of the HRM framework. It aims to
enhance the skills and knowledge of employees
to help them perform their jobs more effectively
and develop their potential for future roles.
This includes training programs, coaching,
mentoring, and career development
opportunities.
2. Training and development initiatives are
educational activities within an organization
that are designed to improve the job
performance of an individual or group. These
programs typically involve advancing a
worker’s knowledge and skill sets and instilling
greater motivation to enhance job performance.
 • PERFORMANCE AND
MANAGEMENT
1. Performance management is the third component
of the HRM framework. It involves setting goals
and expectations for employees, providing regular
feedback and coaching, and measuring
performance against these goals.
2. This process includes performance appraisals,
performance feedback, and performance
improvement plans.
3. Employee engagement is crucial for the success of
any organization. HRM should focus on
developing strategies to engage employees,
including recognition programs, employee
feedback mechanisms, and employee involvement
in decision-making processes.
 • COMPENSATION AND
BENEFITS
1. Compensation and benefits are the fourth
component of the HRM framework. It includes
providing competitive salaries, benefits, and
incentives to attract and retain employees
2. This includes salary structures, bonus plans,
health and retirement benefits, and other
incentives.
3. Benefits including: dental, insurance, medical,
vacation, leaves, retirement, taxes.
4. Compensation/salary and other monetary and
non-monetary benefits passed on by a firm to
its employees. Compensation and benefits is an
important aspect of HRM as it helps to keep
the workforce motivated.
 • EMPLOYEE RELATIONS
1. Employee relations are the final component of the
HRM framework. It involves managing employee
relationships and addressing workplace conflicts
2. This includes employee engagement,
communication, and conflict resolution.
3. Focus on engaging employees through recognition
programs, feedback mechanisms, and involvement
in decision-making
 • HR STRATEGY
1. A well-designed HR strategy should align
with the organization’s overall strategy
and goals. This includes developing HR
policies and procedures, succession
planning, and workforce planning.
2. Develop HR policies and procedures,
succession planning, and workforce
planning.
3. Measure and track key HR metrics,
including turnover rates, employee
satisfaction, and performance
4. Use technology to manage HR functions,
such as HR information systems and
performance management software.
 • CONCLUSION
1. In conclusion, the framework of human
resource management is a set of practices
and strategies aimed at managing an
organization’s human capital. It includes
recruitment and selection, training and
development, performance management,
compensation and benefits, and employee
relations.
2. A well-designed HRM framework can help
organizations attract and retain the best
talent, improve employee productivity, and
achieve their business goals.