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 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.

      ·         Training of personnel
This can include organizing in-house training program as well as facilitating nomination of people for outside training programs.

     ·       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.