Is it the HR's job to solve an employee's personal problems in the office?

This is a very good question.
To my mind when Employee come to the Company first he is Person, then Proffesionalist.
So as a person he can has his character, strong features and zones for developmant.
Speaking with Employees  I noticed very big dependence their job performance from  their moral and personal condition in the life.
Even his desire to work in the Company or to do tremendous results depends on the personal life very much.
And when Employee has a chance to say about his problems to anybody (good psyhologist, HR, Head of department) may be together they will find a solution.
or even good decision is just to tell anybody about the situation.
Ill give you example from my practice.
One of key Employees in my Company trust me very much and she came to ask what to do and her personal problems had very big influence on work, she wanted even to leave the Company.
But together we found good solution for her and she decided to stay in the Company and has more and more desire to prolong work and give good performance.
Good point is to know about all your Employees from personal side.
In this case you can find individual way how to solve any problem because people are very different and in this way you can controll attraction, retantion and motivation of any Employee in the company.
As soon as you know promlem zones in yuor command you can react very quickly and prevent some problems before it will happen.

If the personal problems are impacting the performance/productivity of an individual thus affecting colleagues/organization at large - HR should intervene and let the concerned individual resolve issues on the personal front.
If the employee approaches HR with the personal problem - HR can let the employee know that this is something that needs to be sorted outside the office and maybe guide the individual to an outside counselor/specialist.
At the same time stressing that the employees well being is the top priority but since we are working for an employer -we cannot let it impact them too.
In all fairness.
HR should avoid proactively approaching an employee to solve his/her personal problems.
HR can request management to give the employee personal time off to sort matters out and return afresh.

No one in an organization can over look100% such kind of personal problem of employees though HR is not directly responsible for solutions . But, HR may play a suggestive role. We have to remember that due to the personal problem the employee may not give full attention to his assigned tasks. Initial counseling /discussion may be arranged by his supervisor. Presently organised companies are having qualified counselor/clinical psychologist to look into the personal issues also and provide therapy accordingly. Need to remember that individual efficiency should not go down due to personal problems.

No one can solves anyone's problems, specially personal problems.
the person himself must deal with it and solve his own problems.
what the HR can do is, he can counsel the person or even advise him.

HR at it's core is all about relationship building.
Successful work relationships create a successful work environment.
Whilst HR cannot and definitely should not get involved in every employee's personal issues, it's really all about how the personal issues effect the employee's ability to do his job.
In this case, HR or the immediate manager can have a chat with the employee to try and get some background on the issue and see if it is within their capacity to help the employee integrate better within the office.
The situation goes through a process of monitoring and further review and any further actions are dependent on how the employees is progressing or not.

HR are there to advise and enforce the companies policy, they are not trained to deal with the multitude of problems that we encounter on a weekly basis.  Medical problems direct them to the doctors, Financial to an accountant, personal problems to family or to the church or mosque for advice.  Bullying, code of conduct, absentism, performance issues are more in line with HR responsibilities

it is human Resource Manager who is resposible for personal problems and lead with them

The most important is to help employee do their jobs well.

Sometime Yes if this problem effect his job performance:

- by making courses with third parties who resposnsible about solving home problems.

- or guiding them to a specialist.

- or assist him in money if this can help to solve his problem.

Absolutely, HR can arrange transfer to another Dept.  

Or 

The organization she work in the culture is hating each other , that;s not good, and HR is responsible to change the culture. 

I'm disappointed in some of the answers, but I guess it all depends where you work and the country itself. In the United States HR is obligated to help an employee. This means if the employee is constantly late due to personal issues, professional help will be provided. If the employee is depressed and has become an irresponsible person then help is also provided. Marriage counseling is also available as well as drug and substance abuse programs. Most big companies will help rectify these personal issues before letting an employee go. I wish to see this approach in the Middle East. (keeping my fingers crossed).

NO. HR professionals are not family or personal councellors. HR is only to help the employee with his/her office based concerns.