Human Resource Management is a process, which consists of four main activities, namely, acquisition, development, motivation, as well as maintenance of human resources. Human Resource Management is responsible for maintaining good human relations in the organization. It is also concerned with development of individuals and achieving integration of goals of the organization and those of the individuals.

The emergence of human resource management can be attributed to the writings of the human relation thinkers who attached great significance to the human factor. Lawrence Appley remarked, the personnel department in discharging this responsibility
Inherent Part of Management
Pervasive Function
Basic to all Functional Areas
People Centered
Personnel Activities or Functions
Based on Human Relations
Continuous Process

Human Resource Management, in an organization, is to obtain maximum individual development, desirable working relationships between employers and employees and employees and employees, and to affect the moulding of human resources as contrasted with physical resources. The basic objective of human resource management is to contribute to the realisation of the organizational goals. However, the specific objectives of human resource management are as follows : (i) To ensure effective utilisation of human resources, all other organizational resources will be efficiently utilised by the human resources. (ii) To establish and maintain an adequate organizational structure of relationship among all the members of an organization by dividing of organization tasks into functions, positions and jobs, and by defining clearly the responsibility, accountability, authority for each job and its relation with other jobs in the organization. (iii) To generate maximum development of human resources within the organization by offering opportunities for advancement to employees through training and education. (iv) To ensure respect for human beings by providing various services and welfare facilities to the personnel. (v) To ensure reconciliation of individual/group goals with those of the organization in such a manner that the personnel feel a sense of commitment and loyalty towards it. (vi) To identify and satisfy the needs of individuals by offering various monetary and non-monetary rewards.

The main functions of human resource management are classified into two categories: (a) Managerial Functions and (b) Operative Functions
a) Managerial Functions Following are the managerial functions of Human Resources Management. Planning Organization Directing Controlling
(b) Operative Functions . Procurement of Personnel . Development of Personnel Compensation to Personnel Maintaining Good Industrial Relation . Record Keeping . Personnel Planning and Evaluation

1. It helps management in the preparation adoption and continuing evolution of personnel programmes and policies.
2. It supplies skilled workers through scientific selection process.
3. It ensures maximum benefit out of the expenditure on training and development and appreciates the human assets.
4. It prepares workers according to the changing needs of industry and environment.
5. It motivates workers and upgrades them so as to enable them to accomplish the organization goals.
6. Through innovation and experimentation in the fields of personnel, it helps in reducing casts and helps in increasing productivity.
7. It contributes a lot in restoring the industrial harmony and healthy employeremployee relations.
8. It establishes mechanism for the administration

Human capital management software (HCM software) refers to applications that are intended to help an organization manage and maintain its workforce. Generally speaking, human capital management software is considered to be enterprise class software that can scale up and automate processes like payroll, performance reviews, recruiting and training.

Human capital management software (HCM software) refers to applications that are intended to help an organization manage and maintain its workforce. Generally speaking, human capital management software is considered to be enterprise class software that can scale up and automate processes like payroll, performance reviews, recruiting and training.

HR Technology changes the way HR departments contact employees, store files and analyze employee performance. Used well, technology makes HR practices more efficient. When used poorly, it can get in the way of managing the company’s human resources. Good HR practices maximize the benefits and minimize the problems.

“This should have below features:-
1. User-centric design. 2. Cloud-based platform 3. Seamless data reconciliation. 4. Automated notifications. 5. Attendance and leave tracking. 6. Employee self-service.
7. Interoperability. 8. Dynamic reports 9. Defined user roles”

A HR software, which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically.

Human capital management software (HCM software) refers to applications that are intended to help an organization manage and maintain its workforce. Generally speaking, human capital management software is considered to be enterprise class software that can scale up and automate processes like payroll, performance reviews, recruiting and training.

A human resources management system ensures everyday human resources processes are manageable and easy to access. It merges human resources as a discipline and, in particular, its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software.