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.
The second definition of HRM encompasses the management of people from a macro perspective in organizations for example managing people in the form of a joint relationship among management and employees. This schema focuses on the goal and outcomes of the HRM function. What it means is that the HR function in modern organizations is concerned along the notions of people enabling, people growth and a focus on making the "employment relationship" fulfilling for the management and employees both.
These definitions give emphasis to the difference between Personnel Management as defined in the second paragraph & human resource management as described in the third paragraph. To put this in one sentence, personnel management is in essence "workforce" centered while human resource management is "resource" centered. The key variation is HRM in recent times is regarding fulfilling management objectives of by providing and deploying people and a superior emphasis on planning, control and monitoring.
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.