Human Resource Management (HRM) has been much-discussed topic since the last past decades. HRM has its roots in ancient India. As time passed by the dynamics in relations between trade union and management led to a change in personnel management beyond the legal issues and welfare to other areas. The HRM, we see today has gradually developed its field in the whole world and it has its specialization in the industrial revolution era, the unionism era, the scientific movement era, the human resolution era, the behavioral sciences era, the personnel specialist as well as welfare era. The concern about the exploitation of people working in factories forced several countries over the world to introduce laws and legislations to deal with issues pertaining to grievances and welfare of workmen. Thus, this led to emerging the Trade Unions to protect the rights of the workers. The Modern concept of HRM finds its roots in the early 20th century when the dominant notion was of employee welfare. There’s no doubt materials, money and machines are regarded as the important factor but it is only with the involvement of human resources that these factors became productive and valuable. Although HRM is an comprehensive set of all these managerial activities and operative tasks concerned with developing, integrating, procuring and maintaining a workforce that enthusiastically contributes to the organization. It has been cleared that the HRM focuses its main attention mainly on having competent people who can ensure success of the organization in the present scenario.