Hi Pallavi,
I am very attached to this question as I am selling a solution that automates HR workflows ().
Putting myself in your friend's shoes, when I am asked this question, I may answer like this:
"Sir, typically HR work includes managing the complete life cycle of an employee within the organization. Right from the time he applies for a job in my organization until he separates, he is a valuable relationship, and all my workflows revolve around one entity called an employee.
An employee needs a resource in his team; he informs HR after getting the necessary approvals. HR then hunts the candidate, arranges interviews and other tests, and finally, a prospective employee (candidate) becomes the employee of the organization.
In the organization, he marks his attendance every day. HR reconciles his leave and attendance to generate payroll data, which is then given to finance for actual salary disbursement. Also, HR takes care of Travel & Conveyance, if it is in accordance with the employee grade, and also, the medical and other benefit administration of the employees is done by HR.
In all these stages, there will be company-specific workflows; i.e., in some companies, the employee may give his mobile bill directly to accounts and get that reimbursed, while in others, it will have to be approved by his supervisor.
The other tasks of HR include Performance management, Training and development, and Employee separation. In these three cases also, the workflows are very company-specific with few generalizations like in training and development, HR creates a training calendar and nominates employees based on their competency mapping and that required for that role. In employee separation, once resignation is approved, clearances are sought from various departments. How they will be sought is company-specific.
I hope that answers your query. Tell me if you need any further clarification.
Cheers,
Saurabh