Human resource management (HRM, or simply HR) is a function in organizations designed to

maximize employee performance in service of their employers strategic objectives.

[1]
HR is
primarily concerned with how people are managed within organizations, focusing on policies
and systems.
[2]
HR departments and units in organizations are typically responsible for a number
of activities, including employee recruitment, training and development, performance appraisal,
and rewarding (e.g., managing pay and benefit systems).
[3]
HR is also concerned with industrial
relations, that is, the balancing of organizational practices with regulations arising from
collective bargaining and governmental laws.
[4]

HR is a product of the human relations movement of the early 20th century, when researchers began
documenting ways of creating business value through the strategic management of the workforce. The
function was initially dominated by transactional work, such as payroll and benefits administration, but
due to globalization, company consolidation, technological advancement, and further research, HR now
focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning,
industrial and labor relations, and diversity and inclusion.
Human Resource Management (HRM) is the term used to describe formal systems devised for
the management of people within an organization. The responsibilities of a human resource
manager fall into three major areas: staffing, employee compensation and benefits, and
defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an
organization by optimizing the effectiveness of its employees. This mandate is unlikely to
change in any fundamental way, despite the ever-increasing pace of change in the business
world.





The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower planning, recruitment, selection,
placement, transfer, promotion, training and development, layoff and retrenchment,
remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest
and lunch rooms, housing, transport, medical assistance, education, healthand safety, recreation
facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation,
collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. - See
more at: http://www.hr.com/en/app/blog/2012/10/human-resource-management---nature-scope-
objective_h86amp3f.html#sthash.vBEYkuQ2.dpuf


















http://www.inc.com/encyclopedia/human-resource-management.html#ixzz38u54cvcL
http://en.wikipedia.org/wiki/Human_resource_management