Every organization or industry is not only made by brick, cement or wood but it builds by 4 m’s i.e

a) Money
b) Material
c) Machines And
d) Men

The man is ultimate resources of the organization because they think, speck, so that utilization of this resource is very critical. Every success of origination is depending on efficient and effective man power. HR starts when a man enters in the organization and its end, when he leaves the organization .HR deals with the human dimension.
Success or failure of an organization depends on the effective coordination of the resources such as money, material, machinery and men. Among these, the role and operation of men is the most complex. All the activities of an organization are initiated and completed by the persons who make up the organization. Therefore, people are the most significant resources of any organization. HRM is known by different names – Personal management, personal administration, man power management.

1. Introduction

Traditionally, personal management is concerned primarily with five basic systems – recruiting, training, and compensation whereas if we integrate the system to other organizational functions/systems with more concern on human aspect ten this term becomes HRM.

HRM is the phenomenon of late 19th century, when, with the growth of industrialization in the West, the role of HR manager started to emerge. However, it gained importance in 1950’s, when Japanese used it as a strategic resource. That led to the coining of the term HRM and the realization among the managements that an organized and militant labour force was an essential requirement for efficiency and that a “Human approach” towards employees paid greater dividends both at the organizational and national level.

Afterwards, HRM progressed to the centre stage of the organization. Today, therefore in truly world class corporations the HRM function has assumed a greater significance and plays a comprehensive role in organizational management.

The dawn of the 21st century presupposes organizational systemic preparedness for retaining and gaining competitiveness in a global and native business scenario. The early 20th century predominantly focused on the manufacturing or the production priorities of the firm

HRM has bee defined as the function / unit in organisation that facilates the most effective utilisation of HR to achieve the objectives of both the organization and the employee.

2. Role of HRM

The role of human resource management in organization is at counter stage. Managers are aware that HRM is a function that must play a vital role in the success of organization. It is an active participant in charting the strategic course an organization must take place to remain competitive, productive and efficient. Its focal point is people, people are the life blood of the organization. The uniqueness of HRM lies in its emphases on the people in work setting and its concerns for the well living and comfort of the human resources in an organization. The HRM function is much more integrated and strategically involved. HRM and every other functions must work together to achieve the level of organization. Effectiveness required competing locally and internationally.