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1. Determine human resource needs.
2. Determine recruiting strategy.
3. Select employees.
4.Develop training.
5. Develop Training.
6. Appraise performance.

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The performance appraisal->
->Improvement plans and/or rewards
-> Goal setting with employees
-> Performance monitoring, feedback and coaching.

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Your employees want a sense of purpose. Through the Human Resource Department managers work toward establishing processes that reward and create opportunities for all employees.

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“Dave Ulrich, professor of business at the University of Michigan, has long argued that HR leaders should assume a more vital, strategic role inside their companies, rather than merely keeping busy with everyday stuff like: policies, payroll, and picnics. Ulrich says that HR leaders should strive to build and strengthen the unique set of organizational capabilities that give an organization its competitive advantage. In essence, this means developing a particular mix of resources, processes and values that makes it hard for rivals to match what your organization does.

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The HR department has evolved tremendously in the last 10 years. There are programs that can automate payroll and streamline the onboarding process, there are platforms that simplify the recruiting process and talent management systems that enable companies to quickly determine whether their employees get the right training opportunities.
"Instead of focusing on personnel management and administrative tasks, today’s HR departments — at least the ones that are forward-thinking — spend their energies managing employee engagement and strengthening culture. They’re also charged with managing the employees themselves to increase the odds they’re happy at work and will continue to stick around for the foreseeable future."- Justin Reynolds

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Employees should never be surprised that they are getting fired. The termination process should be properly communicated and documented.

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Proper training of employees is overseen by the Human Resource Department and should have a way of monitoring progress of job training.
https://www.thebalancecareers.com/employee-training-4161676

Allow employees to pursue training and development in directions they choose, not just in company-assigned and needed directions. Both are needed and recommended.

Have your company support learning and not just in support of the knowledge needed for the employee’s current or next anticipated job. Recognize that the key factor is keeping the employee interested, attending, and engaged in a learning organization environment.

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Creating rules and regulations that meet the local statewide laws in the industry is important for HR to maintain a abiding organization. If the laws are broken the organization can be subject to law suits.

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Conflict in the workplace is not always a bad thing. But ignoring it can be.By Tamara Lytle Jul 13, 2015

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Conflict in the workplace is not always a bad thing. But ignoring it can be.By Tamara Lytle Jul 13, 2015

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At a hospital, employee conflicts can happen amid life-or-death situations. No one benefits when these conflicts are ignored—not the staff, not the managers and certainly not the patients.
While it’s a natural human tendency to avoid uncomfortable conflict with others, that tactic won’t work in the long term.
“It’s like a crazy song you can’t get out of your head,” says Dan Bjerknes, director of HR operations at Catholic Health Initiatives/Mercy Medical Center in Williston, N.D., who has a master’s degree in counseling and previously worked as a conflict management consultant.
By the time a clash comes to HR’s attention, it’s often too late—such as when a valuable employee is quitting. Even seemingly small conflicts can be important because they’re often really about larger issues.

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Improper interviewing could lead to lawsuits and other legal issues. It is part of responsibility of HR to ensure that legal interview questions are asked. The interviewer should never stray from the job description.