Responsibilities of the Human Resources Department. Job description of the head of the personnel department

Fedotov Alexander, independent expert, Moscow

Staffing allowance. Current work.

What you need to know, what to do and how to develop.

Ch. 1. Entry and development of personnel work.

1.1. Tasks of the CS specialist.

1.2. Introduction to HR.

1.3. Mastering the duties of a personnel officer.

1.4. Content work.

Chapter 2. Professionalization of personnel.

The manual is aimed at both the beginner and the already accustomed employee of the personnel service (CS). At the same time, the current work is considered, including the hiring and dismissal, the tasks of the CC specialist, the necessary knowledge of personnel records management (KDP), the nomenclature of cases, the staffing table, the time sheet, labor legislation, employment contracts, local regulatory documents and the practice of mass selection of personnel. The issue of individual selection remains separate. The goal is to reach a professional level of work.

The work of a CS specialist consists in knowing their tasks and being able to competently conduct daily work, which is very diverse. In the current conditions of minimizing the number of CSs, due to the appointment of young and "not fired" personnel officers are usually overloaded. HRM departments and courses are dominated by academicism rather than practice. Proceeding from this, a kind of “compass” is proposed for developing your own direct course towards professionalism.

Ch. 1. Entry and development of personnel work.

1.1. Tasks of the CS specialist.

• Providing the necessary staff. Planning of personnel needs (quantity, quality, timing) that meets the business objectives today and in the future.
• Development and implementation of a personnel search and selection system: sources of recruitment, content of applications for vacancies, mass recruitment technology.
• Registration of employment, dismissal, transfer, etc.
• Storage tr. books and their accounting, personal sheets, maintaining personnel documentation in accordance with the nomenclature of cases.
• Filling tr. books, personal sheets, issuance of certificates to employees.
• Knowledge of labor legislation (Labor Code of the Russian Federation, Code of Administrative Offenses of the Russian Federation and instructions) and advice on these issues.
• Development and maintenance of local regulatory documents: Staffing, Regulations: On personnel, On wages, On holding a competition, etc., Internal labor regulations (PVTR), etc.
• Acquaintance and establishment of business relations with heads of departments.

1.2. Introduction to HR.

First steps.

From the very beginning, normal business relations should be established with the heads of departments. Make it a rule to visit them at a location. Don't wait for someone to come to you. At the same time, have some questions for them, and they always are. It is useful to consult on some things, as well as tactfully raise questions about the unit. Then they will perceive you as a normal personnel officer, and not an office worker, and you will gradually move on to friendly relations. Knowing people and departments is just as important as doing technical work well. smart work ( HR performance indicators) this is the result of not only professionalism, but also effective interaction with managers at all levels. Often, difficult relationships develop with the accounting department, which has “pulled the blanket” over itself.

It is important to remember that you are at the main entrance to the enterprise. And here your organization, impartiality, the ability to tactfully build a conversation, build the candidate's confidence in you, tell him about the main responsibilities, agree on further actions and end the meeting in a businesslike and respectful manner are important. In advance, you need to “in your head” have a conversation scheme about the enterprise, job responsibilities and personnel issues.

To get started, you need the following:

• write out the wording from the Labor Code of the Russian Federation for cases of admission and dismissal. Thus, it will be easier to master the main articles of the Labor Code of the Russian Federation and the adopted wording. Issues of layoffs are described in Articles 77 - 84 of the Labor Code of the Russian Federation.
• familiarize yourself with the recruitment and dismissal procedures;
• registration of Orders and Personal sheet T2 in the 1C program;
• have “at hand” the Staffing table for tracking vacancies, forms of Labor and other contracts, Applications (for work, dismissal, transfer, vacation), Applications for a vacancy, Reminders to the candidate on the provision of documents, “Runner” for dismissal, Certificate of work, forms for registration of a bank card, information for accounting. (There may be other documents.)

Upon receipt of the Application, be sure to study it and to clarify the features of the position and unclear issues, talk to its author. This is important in principle for the knowledge of the main tasks of vacancies and the establishment of business contacts.

When dismissing, a respectful and tactful attitude towards a person is required, especially if the dismissal is not on his initiative. After all, "how it comes around, it will respond."

On the day of termination of the employment contract, the employer is obliged to issue a work book to the employee and make settlements with him, Art. 140 TK.

If it is impossible to issue a work book to an employee due to his absence or refusal to receive it, the employer is obliged to send a notice to the employee about the need to appear for a work book or agree to send it by mail, Art. 84 TK. Unreceived Tr. books are stored in the COP along with Orders.

Suspension from work is regulated by Art. 76 TK.

The order for employment must be announced to the employee within three days from the date of the actual start of work with his signature. Within 2 weeks, an entry is made in Tr. a book or a new one is started in its absence. Employment issues are described in Art. 67 - 71 TC. The emergence of labor relations are considered in Art. 16 - 20 TK.

According to Art. 72 of the Labor Code of the Russian Federation, a change in the terms of an employment contract is allowed by agreement of the parties by drawing up an additional agreement to the employment contract.

The expediency of concluding civil law contracts (GPA) instead of labor contracts can be found in " HR package". A common form of cooperation based on the GPA in the form of an Agreement on paid services (on the performance of work).

When registering additional work (combining, performing the duties of a temporarily absent employee without exemption from work specified in the employment contract, expanding service areas, increasing the volume of work), it is necessary to document the combination or part-time work, see " HR package ».

According to Art. 91 of the Labor Code of the Russian Federation, the employer is obliged to keep records of the time actually worked by each employee. A unified form approved by the Resolution of the State Statistics Committee of January 5, 2004 No. No. 1: Time sheet and payroll calculation (form N T-12), Time sheet (form N T-13).

If shift work is organized in the company, then shift schedules approved by the heads of departments and signed by employees are required.

Transfers to other positions and divisions are made on the basis of the employee's application in agreement with the heads of both divisions and the relevant order.

1.3. Mastering the duties of a personnel officer.

This stage is associated with bringing the procedures for registration and maintenance of the KDP to automatism, gaining a free style of working with candidates and establishing business contacts with leaders.

• Master the 1C program - hiring, dismissal, filling out a Personal sheet, making changes to the Sheet. When applying for the issuance of the Order on admission / dismissal, you must immediately “hammer” the data in 1C for printing. At the same time, the candidate studies and signs Tr. contract in 2 copies. (one - for him, and the other - in the Personal file, along with copies of documents). Make the necessary entry in the Journal of Accounts tr. books. All documents must be signed by the defendant. Journal of accounting tr. books can be combined taking into account briefings (TB, Primary briefing, etc.)
• Master filling Tr. books, paying attention to the accuracy of the entries under the Labor Code of the Russian Federation, tk. an inaccuracy may affect the calculation of a pension or the receipt of benefits by profession in the future. On this issue and the introduction of corrections in Tr. see the book. " HR package ».

You'll have to:

• issue certificates of work at the request of the employee, which indicates the number of the Order on admission, position and salary.
• collect timesheets from all departments to enter the necessary information into personal sheets (about vacation, illness, business trip ...) and transfer them to the accounting department for payroll.
• advise department heads and employees. This is an important part of the work of a CS specialist.

Planning of personnel needs should provide both current production tasks and future ones. When securing long-term tasks, it is useful to create a qualitative reserve. In order for it to be real and already focused on the upcoming work, it is necessary that these persons already work at the enterprise in close positions.

1.4. Content work.

This work is primarily related to local regulations.

• The staffing table is the main document that reflects the entire organizational structure of the enterprise, a complete list of positions in departments, their number and salaries. The staff is approved by the director of the enterprise. Changes are made either by the adoption of a new Shtatka, or by the publication of an addition to the Staff List (this is for large structures).
• The internal labor regulations (PWTR) are developed, as a rule, in the Constitutional Court, agreed with the heads of the enterprise and approved by the director. PWTR establishes the relationship between the employer and employees and the labor regime. The content of PWTR at different enterprises can vary significantly. The internal labor regulations must comply with: current legislation, constituent documents, staffing.
• Various Regulations that regulate various aspects of the activity. But they are usually focused on the employees of the enterprise. Therefore, the CS is engaged in their development and implementation. Among them may be the Regulations: On Personnel, On Salary, On Performance Evaluation, On Holding a Competition, etc.

Ch. 2. Professionalization of the personnel officer.

Having passed and mastered the previous stages of work and self-training, you will have no problems in maintaining the current personnel work. And you will be able to resolve issues with the heads of departments and develop the above local regulatory documents, incl. Shtatki and PVTR. Thus, your circle of interests will go beyond the "turnover" and will be close to the tasks of the CS, which are much wider than the tasks of a specialist.

For professional development, it is necessary to sum up for oneself the results on specific issues resolved, comprehending under what circumstances it was possible or what caused the failure. Professionalism grows when comprehending what has been done and expressing what is meaningful in writing. Indeed, it is important not only to do, but also to see what is behind it. It often happens that a person has been working for years, but he has nothing to say about it - only specific actions in the absence of a common vision.

At this stage, it's time to work with various publications that are well represented on the Internet. We can recommend the following sites: Elitarium, e-xecutive, ITeam, HR-portal, Business world. This will be enough by subscribing there.

Get yourself a flash drive, select folders in it for topics that interest you and fill them out, studying each article. Initially, the following folders are required: Legal. consultations, KDP, Human Resources Management (HRM), Corporate governance, CS work, Managers' work, Local regulations, Description of professional competencies, Psychology of personality, Social and psychological practice, Corporate changes, Personnel selection, Personnel assessment, Stimulation of employees and teams, My developments etc. As materials accumulate, other headings will appear.

In a few years, you yourself will be able to conduct some thematic development. In the meantime, write down any of your thoughts, save up and their time will come.

The main materials for the current work are: the site for personnel office work "Package of personnel officer", where there are answers to various questions; Labor Code of the Russian Federation and the Code of Administrative Offenses of the Russian Federation. For other questions, incl. recruitment - Internet sites SuperJob, HeadHunter, Job, Rabota.ru, Rabotamail.ru, as well as personnel magazines, of which there are many.

In conclusion, it is worth noting that practice and the objectively present differences of people indicate that not everyone can be a generalist personnel officer. Indeed, most gravitate towards a certain range of tasks.

We always have a large number of fresh current vacancies on our website. Use filters to quickly search by parameters.

For successful employment, it is desirable to have a specialized education, as well as possess the necessary qualities and work skills. First of all, you need to carefully study the requirements of employers in the chosen specialty, then start writing a resume.

You should not send your resume to all companies at the same time. Choose suitable vacancies, focusing on your qualifications and work experience. We list the most significant skills for employers that you need to successfully work as a personnel officer in Moscow:

Top 7 Key Skills You Need to Get a Job

Also quite often in vacancies there are the following requirements: 1C: Enterprise 8, 1C: Accounting and document management.

When preparing for an interview, use this information as a checklist. This will help you not only to please the recruiter, but also to get the desired job!

Analysis of vacancies in Moscow

According to the results of the analysis of vacancies published on our website, the indicated starting salary, on average, is - 49,286. The average maximum income level (specified "salary to") is 105,000. Keep in mind that these figures are statistics. The actual salary during employment can vary greatly depending on many factors:

• Your previous work experience, education
• Type of employment, work schedule
• Company size, industry, brand, etc.

Salary depending on the experience of the applicant

It is widely believed that some employees of any enterprise have privileges. For example, the personnel department is blamed for inactivity. Like, they sit still, they do not bring any benefits. Is it really so? Let's look at what the responsibilities of the HR department are. Will a lazy and illiterate person be able to cope with them.

Analysis Structure

It should be warned right away that learning the responsibilities of the personnel department is not so easy. They are numerous and specific. There are among them the simplest operations that any employee sees. There are others. Only employees of this structural unit know about them. And to other people, these functions seem mythical, unnecessary, even strange. Let's break the material into paragraphs devoted to each one of the areas of work of the personnel officer. We will study only general functions. Indeed, depending on the owner and the branch of the enterprise, they are supplemented with new ones. Thus, the duties of the personnel department of a state organization differ significantly from those in private production. If you take a job in a plant with dangerous cycles, it is not like the one that is carried out in a trading structure. Everywhere has its own specificity. By the way, it also affects the duties of the head of the personnel department. But first things first.

Selection and placement of personnel

Any enterprise does not begin with a hanger. The first step is to create its structure. At this stage, a table of a special sample is compiled, in which data are entered on the specialists needed for production, their level of qualification and number. This is the most important document on which the bosses, accounting departments, and economists rely in their work. Its formation is the responsibility of the personnel department. When the document is prepared, verified, approved, the recruitment begins. For this, interviews or competitions are organized. The personnel officer is obliged, based on the results of the conversation, to conclude whether the person is suitable for work at the enterprise or not. He evaluates the level of qualification, moral qualities, sociability, initiative and much more. In fact, the list of criteria is approved by the management of the organization. It may be wide enough. The Human Resources Inspector communicates his findings and recommendations to his superiors. It's already making a decision.

Document flow

There are a lot of papers in the described case. Even more. The personnel officer is obliged to create a special card for each employee. It contains all the information about a person from personal data to individual characteristics. By the way, informally, the authorities expect complete information about the employees from the personnel officer. You say they collect gossip? And if you are given a birthday bonus, then rejoice? But such trifles lie on the shoulders of the inspector of the personnel department. Appointment to a position, internal transfers, dismissals are made out by special orders. They are made by a personnel officer. All documents must be drawn up in strict accordance with the law. After all, everyone affects the fate of a living person. For example, a worker begins to draw up an old-age pension for himself, and he is required to provide certificates from a particular place of work. They are issued on the basis of documents that were prepared by the personnel officer. He made the last mistake, the employee may not take into account the length of service for calculating the pension.

Employment books

As a rule, the head of the personnel department is responsible for the safety of all documents. Although, if the structural unit is large, then its employees are responsible for their unit. One of the most important is keeping records in work books. For those who work, this document is primary, basic. After all, it is in it that all the information and the labor path of a person, rewards and punishments are located. These little books contain human destinies and a chance for a peaceful old age. Therefore, entries in them should be made carefully, with wording that complies with the law. Each is endorsed by a responsible person. In large organizations, this is the head of the personnel department, in small organizations it is the head. In addition, each entry is certified by a seal. The latter must contain all the details of the enterprise. In work books, in special sections, they enter information about state awards, serious penalties. The appointed person is personally responsible for the correctness of the information.

Work with personnel

A large block of activities of this structural unit concerns the improvement of interaction in the team. It implies the study of the business and personal qualities of employees. Drawing up characteristics. Data analysis, on the basis of which proposals are made for the redistribution of duties or the personal transfer of a person to another place. In addition, personnel officers are engaged in the organization of advanced training for workers. This work includes accounting, study plan, referral to courses or invitation of lecturers and control. Work, you know, scrupulous and complex. After all, the inspector of the personnel department who deals with it is obliged to talk with everyone, convince, sometimes and force them to do what is necessary.

Responsibilities of the Head of Human Resources

The head of the structural unit distributes duties among employees and controls their implementation. He is the leader and the most qualified specialist at the same time. Naturally, this person must know the entire structure of the work, understand what is being done and why. In the process of control, he makes comments to employees, prompts, trains. He bears personal responsibility for the result of the department's activity. That is, a specialist’s mistake also affects the reputation (and wallet) of the boss. The head of the department approves all documents, checks the legality of their preparation. In addition, his responsibilities include the formation of a strategy for personnel work at the enterprise.

Encouragement and punishment

These measures of disciplinary influence are documented in the personnel department. That is, the work of investigating misconduct, their correct execution, and bringing to the attention of the employee falls on the shoulders of specialists. Disciplinary action is a very complex matter. Just say the word "reprimand" to the head of the enterprise. But it’s difficult to draw it up so that no court can cancel it. This requires special knowledge. There are many subtleties in papers of this kind. If you think rewards are easier, you are wrong. The department prepares award documents. Each type of promotion has its own limiting conditions. All of them need to be known to the subtleties in order to tell the leader which award will “pass” the qualification and which will be denied.

HR department documents

Like any structural unit, the described one has its own specifics. First of all, it is necessary to write and approve the regulation on the personnel service. It details all its functions, rights and obligations. If the department is small, then the instruction of the personnel department is written. In principle, its content is the same as that of the provision. In addition, it is necessary to draw up work plans. Promising contains activities with a long lead time. In the monthly (quarterly) work is detailed. Items are entered there for the entire spectrum of functions. However, an experienced personnel officer does not stop there. He still needs planning tables. For example, in government institutions, promising dates for changing ranks, accounting for seniority, and so on are entered into them. Each such change is fixed by order. On its basis, the accounting department increases the employee's wages. The private sector also has its own nuances of such work. Returning to the beginning of the article, answer: can the duties of the personnel department be performed by a quitter with a low level of education?