• Pooja

Human Resource Management (HRM) formal systems evolved for the management of people within a firm. The responsibilities of a manpower manager fall into three main areas: staffing, employee benefits and compensation and designing work. Basically, the objective of HRM is to optimise the productivity of a firm by maximising the effectiveness of its workforce. This mandate is unexpected to change in any fundamental way, in spite of the ever-expanding pace of transition in the business world. As Edward L. Gubman stated that the fundamental vision of manpower will always be to attain, develop, and retain talent; lineup the manpower with the business; and be an outstanding contributor to the firm. Those three hurdles will never change." Human Resource Management can be a hurdle for small scale business specifically, which usually don’t have a Human Resource section to depend on. They may be restricted to one human resource person, or this accountability may still relate to the CEO. Nevertheless, small scale business proprietor requires interpreting the hurdles in order to confront them so that they are ready to handle manpower issues as their firm, and manpower, grows. This research paper focuses at studying the challenges in Human Resource Management, suggestions to remove the challenges and highlight the upcoming challenges in Human Resource Management.

Human Resource Management, Business, Challenges, Employees.

"Challenges in the Way of Human Rresource Management", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.6, Issue 6, page no.200-202, June 2019, Available :http://www.jetir.org/papers/JETIR1907486.pdf

"Challenges in the Way of Human Rresource Management", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.6, Issue 6, page no. pp200-202, June 2019, Available at : http://www.jetir.org/papers/JETIR1907486.pdf