The primary functions of any HR support services include the following :-

Employment Legislation
Understanding and interpreting current employment law legislation is an important part of any HR section within a business, whether in-house or outsourced to a specialised company. Getting this wrong can cost a business a lot of money in fines and compensation so ensuring all the business polices are up to date with current laws is a must. New employment laws are emerging on a regular basis and since in law, ignorance is no defence, a business needs to ensure that it implements all the current requirements.

Disciplinary and staff claim issues
HR support departments are responsible for dealing with any disciplinary issues against staff who break company rules or who break laws while at the business premises or on company business. There are many levels of warnings which by law must be followed before an employees contract can be terminated.

Staff may make claims against the company or against other employees or mangers. These revolve around various type of discrimination such as racial, sex or age but can also include issues such as bullying. It's up to the HR department to deal with these as quickly and effectively as possible and with the minimum expense to the business.

Staff recruitment
Although there is usually a large departmental input into recruitment, hr departments are usually ultimately responsible for writing and placing adverts for staff including such things as qualifications or experience required, organising and conducting interviews with potential employees and the letters and contracts of employment.

Staff training
Training of staff includes the running of courses on specific issues such as health and safety at work, systems training, company policies as well as people management. Often a business wants to introduce a new policy or roll-out a new system or way of doing things. The HR department is usually responsible for this function

Organisation of people
This can include such things as ensuring that enough staff are available on particular days, for example a supermarket hr department needs to be able to assess in advance what it's labour requirement will be on a particular day, perhaps by using previous years sales figures, to determine how many staff need to be made available. They will then ensure this by communicating directly with the staff. For example, it may be very busy in the run-up to the Christmas period so extra part time staff may need to be recruited or overtime for existing staff arranged to meet customer demand.