Human Resource Management (HRM) is the strategic and cohesive approach to managing an organization's most valuable assets - the people within it who contribute individually and collectively to the achievement of the company's objectives. .[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" to describe the processes involved in managing people in organizations.[1] Human resources management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. Its features include: Personnel administration Personnel management Workforce management Industrial management discipline. Sometimes even industrial relations and employee relations are listed as confusing synonyms[4], although these normally refer to the relationship between management and workers and the behavior of workers in businesses. . The theoretical discipline is primarily based on the assumption that employees are individuals with goals and needs and, as such, should not be viewed as basic business resources, such as trucks and filing cabinets. The field has a positive view of workers, assuming that virtually all want to contribute productively to the company and that the main obstacles to their efforts are lack of knowledge, insufficient training, and process failures. HRM is perceived by practitioners in the field. as a more innovative vision of workplace management than the traditional approach. Its techniques force the managers of a company to ex...... middle of paper ...... plastic, but to sell an idea, they are simplified, and often lead the Management as a whole to fall into the The trap of oversimplifying the relationship. Human resources management includes several processes. Together, they are expected to achieve the above-mentioned goal. These processes may be carried out in an HR department, but some tasks may also be outsourced or carried out by line managers or other departments. (sometimes assigned to accounting rather than HRM) Payroll (sometimes assigned to accounting rather than HRM) Benefits administration Personnel cost planning Performance evaluation