Human Resource Management

The first definition of HRM is that it is the procedure of managing people in any organizations in a structured and thorough manner. It covers the fields of staffing (appointing people), retention of people, perks and pay setting and management, performance management, modify management and taking care of present from the company to round off the activities. It is the usual definition of HRM which leads some of the experts to define it like a modern version of the Personnel Management function that was used earlier.

人力资源管理的第二个定义包括从组织中的宏观角度来管理人员的管理，例如以管理和员工之间的共同关系来管理人们。该模式着重于HRM函数的目标和结果。这意味着现代组织中的人力资源功能涉及使人成长的人们的观念，并专注于使管理层和员工都实现“就业关系”。

这些定义强调了第三段所述的第二段和人力资源管理中定义的人事管理之间的差异。将其列为一句话，人事管理本质上以“劳动力”为中心，而人力资源管理则以“资源”为中心。关键的变化是HRM最近是关于通过提供和部署人员以及对计划，控制和监视的高度重视来实现管理目标。

Whatever the definition we utilized the answer to the question as to "what is HRM?" is that this is all about people in organizations. No doubt that some MNC's (Multinationals) call the HR managers such as People Enablers , People Managers and the practice as people management. In the 21st century organization, the people manager or the HR manager is no longer seen as someone who takes care of the actions described in the traditional means. In actual fact, most of the organizations have different departments dealing from Payroll, Staffing and Retention etc. Instead of, the HR manager is responsible for managing worker expectations vis-à-vis the management goal and reconciling both to ensure worker fulfillment and realization of management goals.