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Professional retraining under the HR administration program. HR courses

Course Description:

Features of registration of personnel documents

It is impossible to imagine the work of a HR specialist without drawing up various documents. This is one of the most difficult aspects of an employee's work that requires great concentration and accuracy. His responsibilities include documentary accounting of the staff's working time, settlements with him, maintaining an archive, forming a management and motivation system for employees of the enterprise.

Maintaining personnel records is regulated by laws and regulations. Compliance with the current requirements is the direct responsibility of a specialist, and he needs to clearly understand the existing standards, and for this he must take courses HR administration... In the Modern Scientific and Technical Academy (SNTA), programs have been created, after passing which you can master new professional skills and get a demanded specialty.

Training to work with personnel documents

Anyone who wants to improve their competence and level of qualifications can enter the SNTA to update the knowledge base in the field of working with personnel documents, as well as master modern techniques and technologies for solving professional problems. Additional training will allow the specialist to fully meet the requirements for highly qualified employees. Upon completion of the courses, the student will be well versed in issues such as:

Labor legislation Russian Federation;
Professional standards;
Conclusion, change, termination of labor relations with an employee;
Fundamentals of office work: paperwork, archiving;
Local personnel documentation;
Protection of personal information;
Social insurance;
Pension security;
Responsibility of the HR department;
Control and audit of personnel records management.

Professional development in a form convenient for you

Refresher courses and professional training in SNTA can be taken at different form: full-time, part-time or remote. The curriculum meets the accepted educational standards. It includes a number of general and specific topics. Classes are designed for people who have completed higher or specialized secondary education (not necessarily specialized). Additional education in the SNTA allows you to get new knowledge and easily apply it in work, building an effective personnel policy at any enterprise.

Stock:

Received documents:

Important! The diploma does not indicate the form of study (full-time / part-time).
Established diploma

Conditions of admission:

Training in the direction of "Human Resource Management" gives an opportunity to get a retraining diploma. Also for separate directions and specialties, the issuance of additional documents is provided if they are required by departmental regulations: certificates, books, etc.

In order to become a student of the academy, you must meet several requirements and complete some steps:

Have a secondary vocational diploma or higher education by specialty
Apply to study under the program professional retraining or advanced training in the direction of "HR administration" in electronic format:
- on e-mail,
- by form feedback on the site,
- or call the free round-the-clock phone;
Provide documents confirming the identity and the current level of education;
After signing the contract, take a distance learning course;
Pass the final testing and receive a retraining diploma or a certificate of advanced training under the HR administration program.

For documenting all personnel operations in the organization require certain knowledge and skills.

The paperwork at the enterprise is regulated by an instruction independently developed and approved by the director. It is an internal normative act and is mandatory for all employees of an economic entity. The personnel department develops and monitors its implementation.

Dear Readers! The article talks about typical ways of solving legal issues, but each case is individual. If you want to know how solve exactly your problem- contact a consultant:

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The legislation requires the drafting of many documents securing all aspects of the employee's employment relationship with the employer.

Experienced and novice personnel officers should improve their qualifications. To help them, Internet sites have been created on which theoretical courses in HR administration are presented.

Personnel papers reflect the activities of personnel, confirm the seniority of employees, which plays a primary role in calculating pensions. The management is responsible for the documentary fund of the enterprise.

The main details in the control on paper

Competent organization personnel records requires knowledge of the regulatory framework, tracking its changes, orientation in the forms of the documents used.

For what purpose is it carried out

The procedure for maintaining personnel records is regulated by law. In large enterprises with a large staff of employees, as a rule, a personnel service is formed. Its employees draw up the relevant documents in accordance with the requirements of the regulatory framework of the Russian Federation.

Papers can be in a unified form or developed at the enterprise and approved in local acts.

HR administration is an activity aimed at the development and maintenance of documents related to accounting for personnel, working hours, and payroll calculations.

HR issues include the following positions:

registration of employment;
internal movement of workers;
dismissal;
regulation of relations between the manager and employees;
organization of the labor process;
others.

The correct organization of personnel records contributes to the solution of a number of problems.

Its main goals are presented in the table:

Direction personnel work	Tasks performed
Accounting and control	reception, accounting, dismissal of personnel.
Planning and regulatory	selection, relocation, adaptation of workers.
Reporting and analytical	study of employees, assessment of their work; analytical work; making report.
Coordination and information	training, education, retraining of personnel; reception of employees on official and personal matters; processing of written requests from workers; archival and reference activities.
Organizational and methodological	documenting the work of employees; work with the personnel of departments; workforce planning and leadership.
Documentary	personal affairs, work books; drawing up orders, papers for personalized accounting; registration of sick leave, pension certificates, etc.

In Moscow and other large regions of the Russian Federation, organizations with separate divisions can keep personnel records online. For this, appropriate programs have been developed that allow the exchange of documents in electronic form.

The legislative framework

The legislative basis for HR administration is contained in the Labor Code of the Russian Federation.

This activity is regulated by a number of normative legal acts:

Instructions for filling and use primary documents on accounting and remuneration (Resolution of the State Statistics Committee No. 1 dated 05.01.04);
unified documents and requirements for their preparation (Resolution of Gosstandart No. 65-st of 03.03.03);
Typical filing instructions for federal bodies executive power (order of the Ministry of Culture of the Russian Federation No. 536 of 08.11.05);
Rules for the operation of archives (decision of the Rosarkhiv Collegium dated 06.02.02);
Office work rules for federal executive authorities (Resolution of the Government of the Russian Federation No. 477 of 15.06.09);
The law on information, its protection and information technology No. 149-ФЗ dated 27.07.06;
Law on Consideration of Applications of Russian Citizens No. 59-FZ dated 02.05.06;
Law on the state language of the Russian Federation No. 53-FZ dated 01.06.05;
Law on Archival File No. 125-FZ dated 22..10.04;
Law on Commercial Secrets No. 98-ФЗ dated July 29, 2004;
Order on work books No. 117n dated 12.22.03;
Resolution on the adoption of instructions for filling in labor No. 69 dated 10.10.03;
Ordinance on work books No. 225 dated 04.16.03;
instructions of the General Staff of the Armed Forces of the Russian Federation.

Mandatory documents

The Labor Code of the Russian Federation obliges organizations to have their own legislative framework, including a number of mandatory local normative documents.

These include:

The charter	The main constituent document. It spelled out legal form enterprises, founders, field of activity, the procedure for the admission and dismissal of the head, his powers. Many of the company's internal regulations are drawn up based on the provisions of the Articles of Association.
Labor Regulations (hereinafter - the Rules)	The document is provided for by Art. 189, 190 Labor Code of the Russian Federation. It establishes the procedure for hiring and firing employees, the rights, obligations of the parties to the agreement, work and rest regimes, a system of incentives and penalties, and other issues regarding labor relations at the enterprise. The director approves the rules. If there is a trade union in the organization, its views on the adoption of the document are taken into account. In organizations where personnel work irregular working hours, there should be a List of relevant positions and professions. It is drawn up as an appendix to the Rules.
Personal data protection instruction	According to Art. 87 of the Labor Code of the Russian Federation, it establishes the requirements that are mandatory when processing personal information about employees, ensuring their protection, use, storage. Personal information is considered to be information about a single worker, needed by the employer for labor relations. Employees must be familiar with the documents that determine the procedure for processing their data.
Occupational safety regulations	It's in the HR department. Each employee is familiarized with the document. At enterprises with more than 50 employees, the position of an occupational safety specialist must be present.
Shift schedule	Used in companies with shift schedule labor. The document is urgent and is valid for a certain period at the discretion of the employer.
Labor rationing papers	They reflect the necessary time spent on manufacturing products (performing work) by one employee or group and establishing labor standards on their basis.

Normative acts

After the adoption of the head, the number of positions required for normal work organizations. Taking into account the figures obtained, the production cycle and other features of the enterprise's activities are being prepared.

For registration of the document, a form is usually used unified form... You can download a sample for free from the Internet. The employer has the right to adjust the schedule at its discretion.

The document lists the positions in a hierarchical order, starting with the director and ending with the support staff. For each of them, the number of units by state, salary and allowances are indicated.

At the next stage, the work schedule is formed. It represents work schedules for all employees. If there are shifts, detailed shift schedules are created. The document briefly describes the requirements for outward appearance employees, behavior, daily routine, etc.

Next, a form is developed employment contract... In this case, the main norms of the Labor Code of the Russian Federation and the company's internal regulatory documents must be taken into account. The labor agreement is usually drawn up by the organization's lawyer or outsourced.

The document must include the following items:

information about the legal entity: name, address, phone number, full name and position of the head;
employee passport data;
employee position, types of contract (permanent or fixed-term) and workplace (main or additional);
a list of basic responsibilities with reference to the instructions for this position;
information about wages, additional payments, benefits, provision of vacations;
work schedule, payment for processing;
reasons for termination of the agreement and other conditions;
signatures and details of the parties, the seal of the enterprise.

To verify and optimize the work of HR personnel, management may conduct an internal or independent audit. This helps to reduce the risk of administrative penalties, disputes and complaints from staff.

Stages of organizing HR administration from scratch

For the formation of personnel records, it is convenient to use the following step-by-step instructions:

Preparing the necessary	To organize a personnel service, you first need to purchase furniture, office equipment, stationery, etc. You will definitely need personnel program, for example, "1C: ZUP" and reference legal system. Thanks to this, the employees of the department will track last changes legislation and will have access to the necessary documents. A safe is needed for storing labor and important papers.
Head design	A director is an executive officer of any company. He signs the documentation. To give him all the powers, he is hired under a labor agreement. An appropriate order is issued, by which he appoints himself.
Appointment of a person responsible for HR work	In a small company, these functions can be performed by a manager. If a separate employee is engaged in office work, an employment contract is drawn up with him. On its basis, an order is prepared. If responsibilities are assigned to one of the previously hired employees, draw up supplementary agreement and order.
Drawing up internal acts	They are signed by the director and stored in a special folder along with orders. Local documents include the papers listed above (section "Normative acts").
Documenting staff recruitment	Each employee should have a folder for filing all papers related to his data and labor activity (contract of employment, order of admission, personal card).
Filling out work books	Records of admission, transfers, incentives, etc. are made in these employee documents. The employer is obliged to create a new book for an employee who has never worked before. Labor and their registration log are in the stationery departments. These papers should be stored in a safe.

This instruction is also suitable for dummies who have no experience in this matter.

How are the records kept?

To keep records, you need to properly organize the workflow.

To do this, you need to do the following:

develop an internal regulatory framework;
prepare a staffing table for each state unit;
make a regular placement;
prepare labor agreements;
develop forms for personnel;
issue T-2 cards;
approve employee application forms;
prepare internal orders.

All personnel actions must be confirmed. Their list is fixed in regulatory enactments.

Additional points

Personnel accounting starts from scratch with the recruitment of personnel. It is important to properly register the job seekers, prepare the necessary documentation.

Staffing and vacations

One of the mandatory model documents, which should exist at the enterprise is the staffing table (form T-3).

list structural units and positions;
the number of staff units for each position;
salaries, post increments;
the organization's salary fund.

Departments are indicated in the document according to their degree of importance to the work of the organization. Within them, the positions of employees should also be given in order of importance. Job titles in employment agreements and staffing tables must match.

Staffing is a form of a schedule with the entered names of employees in accordance with the positions held.

The vacation schedule (form T-7) reflects information on the time of granting annual leave to all employees. Compiled for a year. It is approved by the director in agreement with the trade union organization. The document must be drawn up at least 2 weeks before the new year. The data entered into it is mandatory for both employees and employers. Beneficiaries are an exception.

The schedule includes the following details:

department name;
Job title;
Full name and personnel number of the worker;
number of vacation days;
dates of leaving on vacation according to plan and fact;
basis for the transfer of vacation, estimated date.

The employee is informed about this 2 weeks before the vacation. An order is issued, with which the employee is introduced against signature. In November, you can prepare an order for all heads of departments, obliging them to submit vacation schedules to the accounting department before December 1. This will make it easier to prepare a general schedule.

Employee decoration

The full-fledged work of an organization begins with the recruitment of employees. Filling vacancies is accompanied by paperwork.

The duties of a personnel officer when hiring employees are as follows:

registration in a special journal of the application from the applicant;
familiarization of the newcomer with the current instructions and local acts;
registration of an employment agreement and control over its signing by the parties;
issuance of a copy of the contract to the employee and affixing a mark about it on the letterhead of the organization;
execution and registration of the order in the accounting book;
filling out a personal card, filing documents in the case (application, copies of personal papers, order, contract);
transfer of documents to the calculator for calculating the salary to the employee.

When building a HR administration system, you should initially decide which documents must be drawn up, and which ones are needed for specific area activities.

The required securities include:

orders for personnel (for admission, transfer, etc.);
personnel orders (for vacations, bonuses, business trips, etc.);
cards T-2;
labor;
agreements;

Other obligatory securities include the following:

staffing table;
OT position;
business trip log;
inner order rules;
others.

Job descriptions and collective agreements are not required, but almost every employer has these documents.

After establishing the list of mandatory documentation, you should study the charter papers. On their basis, other documents need to be developed. Their list depends on the nature of the legal entity's activities and the characteristics of working conditions. For example, if it is necessary to provide workers with uniforms and PPE, you need to prepare an order on the procedure and timing of their issuance, which employees need them.

Compensation and benefits for work in special conditions: in hazardous industries, irregular, night, etc. Further, they draw up the Regulation on personnel records management. It reflects the list of papers necessary for the organization's work, the procedure for their registration and storage.

The legislation does not oblige to develop such a Regulation, however, it will significantly facilitate the work of personnel officers. The director is first hired to work in the new organization, then he recruits the rest of the staff.

The composition and number of posts required reflects the staffing table. The rules of procedure reflect all work schedules, requirements for employees, etc. A standard labor agreement is developed on the basis of the norms of the Labor Code of the Russian Federation.

Before using accounting journals, they should be prepared: the sheets should be numbered, stitched, sealed. A piece of paper is glued to the last sheet of the firmware. The number of pages is indicated on it, the director or responsible executive signs, the seal is put. On the first page of the journal they write the name of the organization and the date when it was started.

One of the most important documents of personnel records is the work book. For their conduct, the order assigns responsible person, which fills them in and is responsible for the safety.

Frequently asked Questions

The organization of personnel records has certain subtleties and nuances:

Recovery order	The procedure is not reflected in the legislation. It usually consists of the following steps: Study of current standards. Determination of the list of required documents. Drawing up a plan for the further work of the organization. Determination of persons responsible for the documents. Formation staffing table. Checking the correctness of the hiring of employees, transfers, personnel changes, layoffs. Determination of the legality of the labor regime at the enterprise.
Features of individual entrepreneurs with hired workers	The entrepreneur hires personnel according to the standard scenario. The contract is concluded in several stages: Obtaining the necessary papers. Registration of the application. Drafting and signing an agreement. Formation of an order for an appointment. Establishing a T-2 card. Making a record in labor. The employment of citizens who speak English has its own peculiarities.
Small business management	In the data of the organization, personnel issues can be dealt with by the manager himself or a special department. The employer can outsource personnel records. All questions will be resolved by a third-party specialized organization. Difficulties with document flow arise if the organization is large, has structural units and a large amount of documentation. In this case, the responsibility for the transfer of papers may be assigned to the courier. At the same time, representatives of the executing organization often do not visit the customer's office, that is, the work is carried out completely remotely.
Simplification of microenterprise accounting	All working conditions are fixed in an agreement with the employee. In 2019, the heads of these companies and individual entrepreneurs have the right to refuse to draw up local regulations. Within 4 months from the date of loss of microenterprise status, the management is obliged to draw up "traditional" HR documentation.

Is an activity aimed at systematization of personnel documents and carrying out work with them.

The HR department exists in all organizations and ensures uninterrupted work with documents, as well as timely accounting of all changes on the part of the company and its employees.

Dear Readers! Our articles tell about typical ways of solving legal issues, but each case is unique.

If you want to know how to solve exactly your problem - contact through the online consultant on the right or call free consultation:

Required literature

In order to quickly conduct training in office work and apply knowledge in practice, experts recommend paying attention to the following printed publications:

Organization of HR administration from scratch

The organization of personnel records management from scratch should be built in stages as follows:

Installation of special programs for a computer, designed to carry out competent documentation and other matters related to personnel records management.

Today there are many programs designed for these needs. However, heads of organizations traditionally choose 1C.

This is due to the fact that there are specialists for the installation and maintenance of this program in any large or small city, but those who could serve innovative developments cannot always be called by phone call.

Study of important documents organizations.

All submitted contracts and documents must comply with, and not contradict the charter of the organization. This carries an important part, especially for resolving disagreements with the management team or with employees.

Purchase or independent production of a registration journal.

The documents that will be contained in the office work of the company must be coordinated with the higher management.

It is necessary to clarify which of them will be mandatory, and which can be postponed, because they will be referred to in rare cases. It is important to know which of them will be located in the work schedule, and which in the forms.

Director's design. It is necessary to check the correct filling of all papers, which should reflect the date from which the manager works in the company.
Creation of a staffing table and rules for the internal order that apply to all employees without exception.

How to correctly draw up a staffing table, read our article.

If the company does not have them, you need to create these documents. These documents must be fully agreed with the head of the organization and checked by regulatory framework... That is, you need to find out if the innovations are contrary to the law.

Creation of a standard employment contract that will be beneficial to the organization, but will not contradict legal norms.
Then the basic documents are needed.

Personnel staff can't do without creating the following securities:

order forms;
agreements on material responsibility;
registration log;
accounting books;
time sheet.
After the documents, you need to take care of who and how should lead.

The question of their storage and filling out documents should be resolved on time and in advance. On the initial stage when there are very few staff at work, this the founder of the company may be engaged... On this occasion, a special order must be issued. If he is absent, the company will be charged with a serious fine.

If in the future a person appears whose responsibilities include working with documents, then it will be published new order on the appointment of a responsible person.

The last stage is the recruitment of employees for employment.

This procedure will require:

employment orders;
registration of labor contracts;
availability of work books;
employee cards;
book in order to take into account work books.

This is far from all that an employee who starts from scratch needs to know, but such actions are only first basics in a large amount of information to be studied in the future.

You can find instructions on personnel records management.

Responsibilities of the HR specialist

The clerk has a broad field of activity, covering all aspects of the organization related to employees and their work. So, the main tasks of an office worker are:

Registration of documents related to hospital and other certificates.
Formation of a personal file for each of the employees.
Preparation and development of a timesheet for working hours.
Conducting and preparing personnel orders.
Calculation and subsequent accrual.

Download a sample job description for a HR clerk for free.

In addition to the main tasks, employees of this field of activity have and additional tasks, such as the:

tracking the wage market;
tracking and inviting candidates for employment;
compiling a list of open vacancies in the organization;
development of regulations on and recruitment of company employees.

Sometimes an employee of this department is engaged in evaluating the work of employees and drawing up a report on this topic.

It is important to know that in accordance with current legislation, the personnel officer cannot disclose the employee's personal data to third parties. This responsibility rests entirely with him.

Errors made in the HR department

In any work, mistakes can be made. Therefore, HR administration is no exception. Since this is a complex process and it is difficult for many novice employees to remember a large amount of information, the main ones are as follows:

When registering and dismissing an employee.

First of all, this applies to the design. The order may not specify the conditions for or the nature of the work performed. Sometimes mistakes are made in the initials or surname of an employee, as well as in his work unit. It is important to consider here that an order executed with the admission of errors or issued by an unauthorized person is invalid.

Work with work books. According to the rules, the series and number of this document must be entered in the movement book labor books, which not everyone does.
When concluding an employment contract. The main omissions are the absence of any of the documents required for this procedure, or the hiring of citizens who are unable to engage in this type of activity for health reasons.
Orders. A local regulatory act at the enterprise can be issued, but it does not contain the signature of the head of the company. This gross violation and such a document is not valid.

Restoring order in personnel records

Sometimes in a small company it happens that a lot of violations accumulate, and there is no specialist who can solve this issue. If, nevertheless, such a person was found, and he was entrusted with putting things in order in the documentation, then he needs to follow following step by step instructions:

Regulations will be required latest edition that will help solve many legal issues, as well as special literature on personnel topics and programs that make life easier in personnel records management.
Document revision and verification.

Everything should be in stock Required documents that relate to office work. These include mandatory, special, and optional.

It is important that everything is in proper form and in its place.

Optional ones are also worth acquiring in order to protect yourself when conducting inspections in the office.

Studying the wishes of the head, as well as how things are in the company and whether they comply with the declared orders and local regulations. This stage also includes a careful study of constituent documents In the organisation.
Determination of the circle of persons who participated in the development of the missing documents and those employees who will later be responsible for the document flow and its safety.
Analysis of the staffing table, which should be carried out in a unified form.
Checking the execution of the manager, employees and employment contracts in the company.
An important part is the study of previous employment orders and personal cards for employees, there should be no mistakes in them.
Checking work books.
Verification of transfers and movements of employees in the company, layoffs, both past and current.
The final stage is checking work time for each employee.

Office automation

HR administration becomes more and more complicated over time, and the number of companies grows larger. Therefore, the way out of this situation is HR automation... Today, in almost every organization, personnel issues are resolved with the help of automatic devices.

Setting up the automation process should take place in several stages:

The first step is to set a goal for automation. Most often it is the well-organized work and efficiency of the installed system.
After determining the effectiveness, you need to start implementing the system, that is, creating an automatic base.
Next, you need to train employees to work on the equipment provided.
The introduction of data from all documents of the organization into the system is the main step. At this time, you need to create templates for reports.

For correct HR administration, you will need following programs:

pre-systems, that is, programs that provide accounting;
HRM systems. This is a system that solves the problem with the automation of personnel. This is a system that stores information on each of the employees;
WFM system. These programs have more functions than conventional automation programs;
HCM systems are decisive questions not only in terms of the quantitative indicator of personnel, but also in terms of quality. Such programs improve the performance of large firms by about 15 percent.

Of course, you can abandon new technologies and carry out work in the old ways. However, progress does not stand still, and in the future it may turn out that due to incorrect automatic equipment, a violation of document flow may occur, which may incur a fine.

How to organize personnel records in a newly created company - see the video seminar:

Topic 1. State supervision and control over the observance of labor legislation and other normative legal acts containing labor law norms.

Normative legal acts governing the organization and maintenance of personnel records management.
Penalties for violation of current legislation.
Draft legislative acts regulating labor relations with employees.
Employers' responsibility and officials for violations of labor laws.
Types and requirements for the preparation and approval of internal local regulations.

Topic 2. Organizational - legal support HR administration when applying for a job.

System organization HR workflow... Scroll personnel documents... Unified documentation system.
Registration of labor relations with an employee: verification of the authenticity of documents presented by applicants; consent to receive and process personal data; features of the design of some categories of workers; checking whether the employee has periods public service and municipal service, the order of notification; checking whether the employee has disqualification, the actions of the employer.
The sequence of procedures for registration of labor relations: familiarization with local regulations (mandatory and advisory).
Employment contract: binding and additional conditions labor contract; features of the conclusion of a fixed-term employment contract; an employment contract with a manager and chief accountant; features of the conclusion of an employment contract with part-time workers.

Topic 3. Organizational and legal support of personnel office work when the terms of the employment contract are changed.

Changing the terms of the employment contract: changing the terms of the employment contract determined by the parties by agreement of the parties and without the consent of the employee; translation and relocation: differences, registration procedure.
The procedure for formalizing procedures for combining professions (positions), expanding service areas, increasing the volume of work, fulfilling the duties of a temporarily absent employee without exemption from the main job.
The procedure for registration of procedures for changing the mode of work, conditions of remuneration, labor function.

Topic 4. Features and main differences between labor and civil contracts.

Limitations and risks when concluding civil law contracts. Comparative analysis, a responsibility.

Topic 5. Organizational and legal support of personnel records management upon termination (termination) of an employment contract with an employee (dismissal):

General procedure for terminating an employment contract. Grounds for termination of an employment contract: at the initiative of the employee, at the initiative of the employer, by agreement of the parties, due to circumstances beyond the control of the parties.
The procedure for issuing an order to terminate an employment contract, final settlement with an employee, calculation of compensation for unused vacation, the procedure for registration and issuance of a work book.
Grounds for terminating an employment contract with an employee. Withdrawal of applications. Dates of layoffs. Compensation payments.
Legal consequences of non-compliance with the termination procedure. Arbitrage practice.

Topic 6. The procedure for accounting for working hours and rest time.

Employee time tracking: time sheet, shift schedule. Irregular working hours.
Payment overtime work, weekend and non-working holidays, payment of downtime. Summarized accounting of working hours.
Vacation schedule: making changes, vacation schedule for new employees. The procedure for providing and the algorithm for drawing up documents for vacation: additional, vacation without retention wages, study, maternity leave, parental leave, for harm, for irregular working hours.
Extension or postponement of annual paid leave. Separation annual leave into parts. Recall from vacation.

Topic 7. Business trip.

The procedure for registration and the amount of reimbursement of expenses.
Service task and report on its implementation.
Categories of workers who can be sent to business trip, only with their consent. foreign business trips.

Topic 8. Procedure for issuance disciplinary action employees of the organization.

The procedure for imposing a disciplinary sanction.
Taking into account the circumstances of the employee's fault and the severity of the offense.
The procedure for lifting a disciplinary penalty.

Topic 9. Liability of the parties to the employment contract.

Full and partial liability, limits of liability, procedure for recovery of damage.

Topic 10. Features of labor regulation of certain categories of workers.

Topic 11. Labor protection and certification of workplaces.

Ensuring safety and labor protection in the organization.
Organization and implementation of certification of workplaces for working conditions: assessment criteria, control.

Topic 12.protection labor rights workers.

Individual and collective labor disputes. Powers of the Commission for labor disputes... Arbitration.

Form of study: full-time or remotely

This course will teach you how to correctly formalize labor relations from admission to dismissal. You will learn the requirements for the preparation of personnel documents and the organization of storage of documents.

The training is based on practical examples and specific situations. You will carry out the workshop on each topic in specially prepared student templates. The acquired knowledge and skills will allow you to start practical personnel work after completing the course.

Purpose of the course: training students in specific practical skills of personnel work, paperwork, resolution of controversial labor issues.

Contract for the provision of paid educational services:

Requisites for payment of tuition:

Course program

HR department of the enterprise. Regulatory documents

Functions and structure of the personnel department.
Documents regulating the activities of the personnel department.
Staffing: development, approval.
Required documents for the organization.
Samples of orders required when checking GTI

Hiring: registration, conclusion of an employment contract. Personnel accounting

Labor contract: content, term
Labor and civil contracts: distinction criteria.
The prohibition of "agency" labor. Providing staff on "lease" to another employer. Features of registration of labor relations.
Micro-enterprise: differences, legal requirement.
Applying for a job: mandatory and additional conditions
Probationary period: features of the establishment and their legality
Employment of foreign workers
Features of registration of labor relations with former civil servants
The peculiarity of registration of labor relations with the head of the organization
Employment order: basis, procedure for registration.
Features of registration of fixed-term employment contracts
Cancellation of an employment contract. Algorithm of the employer's actions when canceling an employment contract
Personnel accounting: personal employee card and instructions for filling it out.
Electronic labor contract
Typical mistakes made when registering an employment relationship.
Employer's liability for violation of labor legislation
Workshop

Transfer to another job

Types and procedure for transferring an employee.
Algorithm of the employer's actions during transfers and changes mandatory conditions employment contract
Movement: bases.
Employer's actions when moving workers
Typical mistakes made by the employer during transfers and transfers
Workshop

Organizational culture of the company. Personnel certification.

Organizational culture concept
Internal labor regulations, job description: development and approval.
Legislative requirements for the design of the internal labor regulations.
Certification of the organization's personnel: goals, objectives of certification
The procedure for conducting and issuing certification of personnel.
Workshop

Holidays. Types of vacations, procedure for granting, registration. Business trips.

Vacation schedule: the procedure for development, registration, approval
Typical mistakes made by the employer when forming the vacation schedule
Types of vacations: the procedure for granting, registration
Transfer of vacation, recall from vacation. Documenting. Algorithm of the employer's actions when recalling an employee from vacation, when postponing vacations.
Maternity leave, childcare leave: procedure for granting, registration.
Working part-time while the employee is on parental leave
Posting procedure. Documenting.
Registration and payment of one-day business trips
Legal requirements for the preparation of documents for business trips
Cases of extension of business trips and rules for their registration
Typical mistakes made when registering vacations
The employer's liability for violation of labor legislation when registering vacations
Workshop

Termination (termination) of an employment contract with an employee (dismissal).

Termination of an employment contract: general grounds
Termination of an employment contract at the initiative of the employer
Termination of an employment contract at the initiative of an employee
Features of dismissal of certain categories of workers
The procedure for registration of termination of an employment contract
Workshop

Maintenance and storage of work books, personal files. Organization of the current storage of personnel documentation.

Requirements for the procedure for maintaining and storing work books.
Labor book: registration of the title page, making records of admission, transfer, dismissal.
Duplicate of the work book. Work book insert. The grounds for the issue, the procedure for registration.
The book of accounting for the movement of work books and inserts in them.
Book of accounting of forms of work books and inserts in work books.
Formation, management of personal affairs.
Nomenclature of cases of the personnel service.
Workshop

Organization military registration at the enterprise

How to keep military records when applying for a job
Development of a work plan for VUS maintenance and booking
Methodological recommendations for maintaining military records
The employer's responsibility for violations of the VUS maintenance

Preparation of personnel documentation for the inspection of the GIT

What documents are checked by GTI
How to appeal the test results
The procedure for conducting scheduled inspections

Protection of personal data of employees

Personal data concept
Documents containing personal data
The right of employees to protect their personal data
Receiving personal data of an employee from third parties. The employee's consent to the provision of such data by third parties.
Documents establishing the procedure for processing personal data
Processing of personal data of employees
Storage and use of personal data of employees
Personal data protection regulation
Terms of storage of personal data
Liability of the employer and employees for violation of the rules governing the protection of personal data

Special assessment of working conditions at workplaces

Definition special assessment labor
Algorithm of the employer's actions when conducting a special assessment of working conditions of workplaces
Determination of hazard class at workplaces
The procedure for transferring information on the results of the special assessment of working conditions at workplaces
The employer's liability for violations of labor protection requirements

Training takes place at a convenient time for you in comfortable classrooms. Everyone is given the opportunity to attend a trial lesson free of charge before concluding a training contract.

At the end of the course You will receive a standardized certificate.