HR stands for human resources, a department of an organization that deals with employee-related issues. HR operations refer to services provided by an HR department to business operations. HR operations, or operational HR services, include administrative services, recruitment, job analysis, and employee relationship management. These HR practices are in place to support management and staff in their day-to-day business activities, and are important to meet an organization's goal. Small businesses that do not need full-fledged HR operations often prefer to outsource the required services. Large companies in which the scope of HR services is vast support in-house HR operations.


The human resources function in a business of any size is responsible for payroll management, employee data maintenance, and risk and compliance management. The staff responsible for HR answers all HR-related queries, disseminates policy updates to employees, conducts employee satisfaction surveys, and maintains the human resources information system -- commonly known by the acronym HRIS. HRIS is software used to maintain and track all HR data. Preparing documents such as non-disclosure agreements, contracts and procedural manuals is also one of the important tasks of HR personnel. HR ensures that efficient management of resources and operational risk control measures are in place to keep up business activities.


Hiring suitable candidates is critical to running a business successfully. It is an important duty of human resources to advertise, attract and hire talent. The HR team ensures that number of employees is adequate for smooth business operations. If there are too many employees, the organization will have to spend its financial resources unproductively. If there are too few employees, the organization will not be able to meet its day-to-day operational goals. The HR team also offers induction seminars or basic orientation to new employees, and explains organizational policies and procedures.

Job Analysis

Job analysis is one of the most important practices carried out by human resources. Job analysis is the process of finding out what a particular department wants from its employees. HR examines job content, duties and responsibilities given by the operational heads carefully, and ensures that they are relevant to the real work performed. This process is important to hiring the right people, and helps to place suitable employees in the right positions, which results in employee motivation and optimal use of resources.

Employee Relationship

Employee relationship management refers to developing a positive work environment and managing relationships between management and employees. Creating positive employee relationship is important because employee satisfaction directly affects productivity. The role of HR in employee relationship management is vital because it schedules training programs, approves performance reviews, manages a hot-line for employee situations, completes exit formalities, and handles disciplinary and grievances issue. By acting upon standard policies and procedures, HR ensures proper business communication among employees and carries out efficient conflict management.