Today, the field of Human Resource Management (HRM) is experiencing numerous pressures for change. Shifts in the economy, globalization, domestic diversity, and technology have shaped new demands for organizations and drove the field in some new directions completely. However, we believe that these challenges also generate several opportunities for human resource and organizations as a whole. The term Human Resource Management is used to define the formal systems devised within an organization for the management of people. The responsibilities of human resource manager fall into three main areas: benefits and compensation of employees, staffing, and defining/designing tasks. Essentially, by optimizing the effectiveness of employees, the purpose of HRM can maximize the productivity of an organization. Despite the ever-rising pace of change in the business world, it is unlikely that this mandate will change in any fundamental way. In an organization, human resource has become an essential strategic partner and the management of the same has turn out to be a challenging task for human resource managers. Now a day, the role of department of human resource management has become essential for 21st century modern businesses. Human Resource Management for small business especially may be a challenge, which typically do not have an human resource department to depend on. They may be restricted to one human resource person, or this accountability may still belong to the CEO. Regardless, small business owners must recognize the challenges, that they are ready to face them, and they are set to tackle the challenges of human resource issues as their corporation, and workforce grows. This research paper objects at learning the challenges in Human Resource Management, to propose measures to overcome the challenges and highlight the evolving challenges in HRM.