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 labour 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.
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