Activities of a HR department

Formulation of HR policies and practices.
Among others this will include things like emoluments, promotion, transfer, discipline, and training. This will include advising and assisting the management in industrial relations work including negotiations with labor unions.
Recruitment and separation of personnel.
 This work has some overlaps with the work of taking decisions on transfer and promotion of people. Usually designing of the Organization structure is a top management function, for which HR department may provide major support and information and advice. The work of manpower planning is also a part of this activity.
Wage and salary administration.
This includes, among others, keeping record of attendance, and leave. Usually this also involves providing support for formal performance evaluation, which forms the basis for decisions like incentive payment, increments, promotions and transfers.
Handling of disciplinary cases, that need intervention of persons other than direct supervisors. This usually involves use of formal disciplinary procedures defined by law, agreements with trade unions, and company policies.
Staffing HR Functions

Not all businesses have a dedicated human resources department; even companies that have a separate HR department may not have several specialists in each area. Employees may perform many of these HR activities whose jobs include other responsibilities in addition to HR tasks, such as an office manager or administrative assistant whose job duties include processing payroll. In smaller-staffed companies, employees who have HR experience, knowledge or expertise may even volunteer for tasks that an HR specialist would typically perform. Still, other employers choose to outsource many of the operational duties to free up time for HR staff to focus on strategic planning rather than tactical functions.

1. To create and utilize an able and motivated workforce, to accomplish the basic organizational goals.
 2. To establish and maintain sound organizational structure and desirable working relationships among all the members of the organization.
 3. To secure the integration of individual or groups within the organization by co-ordination of the individual and group goals with those of the organization.
 4. To create facilities and opportunities for individual or group development so as to match it with the growth of the organization.
 5. To attain an effective utilization of human resources in the achievement of organizational goals.
 6. To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security and measures for challenging work, prestige, recognition, security, status.
 7. To maintain high employees morale and sound human relations by sustaining and improving the various conditions and facilities.
 8. To strengthen and appreciate the human assets continuously by providing training and development programs.

Skills of HR
Strong Communication Skills –
Probably the most important for an HR professional, can you communicate clearly, effectively and in multiple mediums? If your employees don’t get clarity from HR, everything else can go haywire.
 Organizational Skills –
HR employees are handling many different kinds of information and deal with multiple vendors and peers on a daily basis. To be a great HR employee, strong organization is a must.

The list of responsibilities that an HR Professional has is long and daunting. They include arranging and conducting interviews, recruiting candidates, checking with departmental managers to make sure all staffing needs are being met, staying up to date on employment laws and meeting with individual employees on HR issues. To complete these and more, an HR Department needs to be able to multitask and remain organized at all times.
Employee Trust
Employees expect Human Resources professionals to advocate for their concerns, yet you must also enforce top management’s policies. The HR professional who can pull off this delicate balancing act wins trust from all concerned.
Successful HR professionals demonstrate fairness. This means that communication is clear, that peoples’ voices are heard, that laws and policies are followed, and that privacy and respect is maintained.