home » State support » Management Documentation Support Service (DOE) in the organization. Documentation support for the work of the personnel service Organization of documentation support for the activities of the personnel service plan

Management Documentation Support Service (DOE) in the organization. Documentation support for the work of the personnel service Organization of documentation support for the activities of the personnel service plan

Maintenance………………………………………………………………………………

CHAPTER. Service of documentary support of management (DOE) of a modern enterprise, its purpose, tasks, structure and composition……………………………………………………………………………………

1.1. The service of documentary support of management (DOE) of a modern enterprise, its purpose, tasks ……………………………

1.2. Indicative list normative documents regulating the organization of documentary support for enterprise management ......

1.3. The daily activities of the DOW service are regulated by……………

1.4. Organizational structure and the strength of the service………………..

1.5. Qualification composition………………………………………………..

CHAPTER II. Organizational and administrative documentation of the DOW service…………………………………………………………………………………

2.1. Staffing of the enterprise…………………………………………

2.2. Regulations on the service of the DOW. Regulations on the structural division of the enterprise (organization, institution)……………………………………...

2.3. Instructions for documentation support of management…………

2.4. Instructions for the types (areas) of activities of the DOW service .......

2.5. Instructions for organizing jobs for personnel of the preschool educational institution ......

2.6. Norms of time for the performance of work on the DOW……………………………...

2.7. Planning and reporting documents of the DOW service…………………..

2.8. Documents to improve the activities of the DOW service……….

2.9. Job Descriptions personnel of the service of the preschool educational institution……………………..

Conclusion ……………………………………………………………………...

List of used literature…………………………………………...

Appendix………………………………………………………………………

Introduction

The information recorded in the documents is a reflection of the organization's activities and forms the basis of any business.

According to experts, the preparation of documents and work with them, on average, takes up to 60% of the working time of management personnel. Modern business is largely a continuous process of compiling and moving documents. Transactions are concluded and terminated, securities, real estate and other assets of the enterprise are bought and sold, relationships between employers and personnel are formalized, information is transferred between enterprises and citizens - all this is backed by documents.

Documentation support of management (office work) is a specific area of activity, which consists in the preparation, execution of documents, their processing and storage. The timeliness and correctness of making a management decision largely depends on how correctly the documents are drawn up and executed, the work with them is organized. A well-written, legally binding document is the main argument in disputable situations and the guarantor of a successful transaction.

The theme of my course work: the organization of the service of preschool educational institutions in the conditions of the functioning of a modern enterprise.

The goal is to consider all aspects in the organization of the preschool educational institution service.

CHAPTER. Service of documentary support of management (DOE) of a modern enterprise, its purpose, tasks, structure and composition

1.1. Service of documentation support of management (DOE) of a modern enterprise, its purpose, tasks

“In accordance with the requirements of the State system of documentary support for management (hereinafter referred to as DOW), documentary support for management on modern enterprises should be carried out by a special service - the service of documentation support for management (hereinafter - the service of the DOW). Such a service functions at the enterprise as an independent structural unit, headed by the head of the service and subordinate directly to the head of the enterprise. At enterprises with a staff of up to 100 employees and a relatively small amount of workflow, it is allowed to assign duties for the DOW to one of the full-time employees.

The purpose of the DOW service is to organize, maintain and improve the system of documentary support for enterprise management on the basis of a unified technical policy and the use of modern technical means in working with documents. At the same time, the main tasks of the DOE service are:

1.2. An approximate list of normative documents regulating the organization of documentary support for enterprise management

Constitution Russian Federation.

Civil Code Russian Federation (parts I and II).

Federal Law of August 28, 1995 No. 154-FZ “On general principles local self-government in the Russian Federation” (with subsequent amendments).

Federal Law of the Russian Federation dated January 25, 1995 G."On Information, Informatization and Information Protection".

Federal Constitutional Law of the Russian Federation of December 25, 2000 No. 2-FKZ "On the State Emblem of the Russian Federation".

Federal Law of the Russian Federation of January 10, 2002 “On Electronic digital signature».

Federal Law of the Russian Federation of December 27, 2002 No. 184-FZ "On Technical Regulation".

Law of the Russian Federation of October 25, 1991 No. 1807-1 “On the Languages of the Peoples of the Russian Federation” (as amended by Federal Law of July 24, 1998 No. 126-FZ).

Basic requirements for the concept and development of draft federal laws (approved by Decree of the Government of the Russian Federation of August 2, 2001 No. 576).

Decree of the President of the Russian Federation of 02.05.1996 No. 638 "On the procedure for preparing draft decrees, orders of the President of the Russian Federation, providing for the adoption of decisions, orders of the Government of the Russian Federation."

Rules for the preparation of regulatory legal acts of federal executive bodies and their state registration(approved by Decree of the Government of the Russian Federation of August 13, 1997 No. 1009 (with subsequent amendments)).

Decree of the Government of the Russian Federation of October 31, 2000 No. 1547-r “On improving office work in federal executive bodies and strengthening executive discipline”.

GOSG R51141-98 “Office work and archiving. Terms and definitions” (approved by the Decree of the State Standard of the Russian Federation dated February 27, 1998 No. 28).

GOST R6.30-2003 “Unified documentation systems. Unified system of organizational and administrative documentation. Documentation requirements” (approved by the Decree of the State Standard of the Russian Federation dated 03.03.2003 No. 65-st).

State system of documentation support for management. Basic provisions (approved by the Board of the Main Archive of the USSR on April 27, 1988. Enacted by Order of the Main Archive of the USSR of May 25, 1988 No. 33).

Typical instruction on paperwork in federal executive bodies (approved by the Order of the Federal Archives of November 27, 2000 No. 68).

Qualification directory of positions of managers, specialists of employees (approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37).

All-Russian classifier of management documentation OK 011-93 (approved by the Decree of the State Standard of the Russian Federation of December 30, 1993 No. 299).

List of standard management documents generated in the activities of organizations, indicating the periods of storage (approved by the Federal Archives on 06.10.2000).

Basic rules for the work of archives of organizations (approved by the decision of the board of the Federal Archives of February 6, 2002).

Norms of time for work on documentary support of management structures of federal executive bodies (approved by the Decree of the Ministry of Labor and social development RF dated March 26, 2002 No. 23).

1.3. The daily activities of the DOW service are regulated by:

Regulations on the service of the preschool educational institution;

Regulations on structural divisions (if the latter are part of the DOW service);

Instructions for DOW;

Instructions for certain types (directions) of the service's activities;

Instructions for organizing workplaces for service personnel;

The norms of time for the performance of work on the preschool educational institution;

Planning and reporting documents;

Job descriptions of service personnel.

If necessary, the DOW service develops other documents -

in particular, documents on improving the activities of the preschool educational institution.

1.4. Organizational structure and strength of the service

The organizational structure and strength of the PEI service will be determined in accordance with the staffing table.

To determine the optimal organizational structure of the DOW service, which best meets the needs of a particular enterprise in documented information, it seems appropriate to refer to the relevant provisions of the GDPS. This document provides for the following typical options for the organizational structure of the PEI service:

“At state enterprises (associations) - a department of documentation support for management or an office. They usually include:

a) divisions for accounting and registration, control, improvement of work with documents and the introduction of technical means;

b) consideration of letters (complaints);

c) secretariat;

d) expedition;

e) typing bureau;

f) copying and reproduction office;

In associations and concerns, the composition and structure of the PEI service is determined by the leadership of the organization. In joint ventures (organizations) - by the board. V joint-stock companies ah - founding conference. In cooperatives - the composition and structure of the service of the preschool educational institution is determined by the general meeting of members of the cooperative. In local self-government bodies and in the apparatus, departments of public organizations - a general department. The general department includes:

a) secretariat;

b) office;

c) control group;

d) protocol group;

e) a group for improving work with documents;

f) a group of letters (complaints);

g) typing bureau;

h) copying and reproduction office;

In organizations that do not have a document management service, in structural divisions, the secretary of the head (inspector) or another specially appointed person works with documents.

Option 1. Ensuring the needs for documented information of ministries (departments) of the Russian Federation and subjects of the federation, other similar organizations and institutions is prescribed on case management(Fig. 1), which include:

Secretariat, including reception, secretariat of the minister (head of department, organization, institution), secretariats of deputy ministers (head), secretariat of the board, protocol bureau;

Inspection under the minister (head of department, organization, institution), including the office (bureau of correspondence), bureau of accounting and registration of documents, expedition, typing bureau, copying and copying bureau, teletype;

Department of letters (complaints), that is, a department for working with appeals received by the ministry (department, organization, institution);

Department for improving the work with documents and the introduction of technical means (TS) (means of automation and mechanization) of office processes;

Central archive (archive).

Fig.1. Approximate organizational structure of case management

Option 2. Meeting the needs for documented information of state enterprises, research, design, engineering organizations and computer centers, higher educational institutions and other similar organizations are required to entrust to departments (services) of documentation support of management (office)(Fig. 2), which include:

Group (department) of accounting and registration;

Group (department) of control;

Group (department) for improving work with documents and introducing technical means (means of automation and mechanization);

Group (department) for consideration of appeals received by the enterprise (organization);

Secretariat; expedition; typewriting bureau; copying and reproduction office; archive.

Option 3. Ensuring the needs for documented information of non-state enterprises (organizations), including associations, concerns, joint-stock companies (including joint ones), cooperatives, etc., is prescribed to be assigned to the services of the DOE, the structure of which (another similar unit) is determined by the management bodies of the enterprise (organization) (Fig. 3).

Fig. 2 Approximate organizational structure of the department (service) of the preschool educational institution (office) of a non-state enterprise

Fig. 3 Approximate organizational structure of the PEI service of a non-state enterprise (organization)

Option 4. Ensuring the needs for documented information of local governments (authorities) and apparatuses (boards) public organizations it is prescribed to assign to the abundance of departments (Fig. 4), which include:

Secretariat;

Office (office management group);

Control group;

protocol group;

Group for improving work with documents (implementation of technical means);

Group of consideration of letters (complaints);

Typewriting bureau;

copying and reproduction office;

archive.

Rice. 4. Approximate organizational structure of the general department

It is recommended to determine the size of the PEI service - by structural divisions and in general - on the basis of appropriate calculations. Such calculations should be made on the basis of data on the standard time spent on the performance of certain types of work (actions), as well as on the basis of the actual needs of the enterprise for documented information, taking into account:

Volume of document flow;

The main types of management documents;

The frequency of their application in order to ensure the daily activities of the enterprise, etc.). The calculation methodology is presented in the aggregated intersectoral time standards for work on the DOW.

An example of calculation is presented in Table. 1. (See Appendix)

1.5. Qualifying composition

The determination of the qualification composition of the PEI service is based on the total needs of the enterprise in the types of work on the PEI, the implementation of which assumes that the employees have the appropriate qualifications. Qualification requirements for the main categories of employees of the preschool service are presented in Appendix 2 to this manual.

The final results of the calculations, after a thorough check for reliability, are taken as the basis for the preparation of draft documents that determine the qualification and strength of the PEI service (the most important of them is staffing, see below). The approximate qualification and strength of the service of the preschool educational institution of an enterprise with up to 1000 employees is presented in Table. 2.(See Appendix)

CHAPTER II. Organizational and administrative documentation of the DOW service

2.1. Staffing of the enterprise

The staffing table is an organizational document that establishes the quantitative and qualitative composition of the employees of an enterprise (organization, institution) as a whole and for each of its structural divisions. The staffing table of the preschool educational institution is drawn up in the prescribed form.

The specified form - form No. T-3 "Staffing" (see the form template on the CD attached to the book) - is intended for documentation structure, staffing and staffing and is annually approved as of January 1 by order of the head of the enterprise. Changes in the staffing table, including those due to the formation of new structural divisions at the enterprise (for example, preschool educational institutions), are made in accordance with the order (instruction) of the head of the enterprise or a person authorized by him. A sample of such an order is presented on the CD.

The general procedure for preparing the staffing table is determined by the "Instructions for the application and filling out forms of primary accounting documentation for accounting for labor and its payment."

“The staff list is drawn up by an authorized official of the enterprise (usually an authorized employee of the personnel department), signed by the developer and approved by the head of the enterprise. The staffing table includes:

Business name;

His code according to OKPO;

Date of entry into force of the staffing table;

Date and document number;

Date and number of the order, in accordance with which the staffing table was approved;

The number of staff in units;

Fund Size wages(in rubles);

Name of the structural unit;

The name of the profession (position) of the employee;

Number of staff units;

The size of the monthly payroll fund for each position (profession)”.

2.2. Regulations on the service of the DOW. Regulations on the structural division of the enterprise (organization, institution)

When preparing the text of the provision on the service of the preschool educational institution, it seems appropriate to use as a basis the approximate provision on the service of the preschool educational institution, presented in Appendix 12 to the GSDOU. The text of the provision on the service of the preschool educational institution is given in Appendix 3 to this manual.

Regulations on the structural division of the enterprise (organization, institution)

When preparing the text of the provision on the structural unit as part of the DOW service, it seems appropriate to use the corresponding exemplary provisions as a basis. In particular, an approximate provision on the archive department, functioning as a structural unit as part of the DOW service, is located in Appendix 4 to this manual. (An approximate regulation on the archive of an enterprise (organization, institution) functioning as an independent structural unit (outside the service of the preschool educational institution) was approved by the Decree of the Federal Archive of August 18, 1992 No. 176.)

2.3. Instructions for documentation support of management

When preparing the text of the instruction on documentary support of management, it is also recommended to use the corresponding standard documents as a basis, for example, the Instruction on office work in federal executive bodies.

(Approved by the Order of the Federal Archive of November 27, 2000 No. 68.)

At the same time, the relevant provisions of other documents regulating certain areas of the DOE should be taken into account to the extent necessary. In addition to GSDOU, these are, in particular, GOST R6.30-2003. Based on them, the text of the instruction on documentary support for the management of the enterprise (organization, institution) is compiled.

2.4. Instructions for the types (areas) of activities of the DOW service

Instruction on the type of activity - a regulatory document that sets out the procedure for carrying out any activity (the procedure for applying the provisions of other regulatory legal acts for the implementation of such activities) by officials (structural divisions) of enterprises (organizations, institutions). The general procedure and rules for issuing instructions for the type of activity are defined in paragraph 4.2 of the Standard Instructions for Office Work.

The instruction for the type of activity is signed by the head of the relevant structural unit responsible for the development of the document, and approved by the head of the enterprise. Approval of the document must be made in the form of a stamp of approval or by issuing an administrative document on their approval.

Instructions for the type of activity should be drawn up on the general letterhead of the enterprise. The text of the document should be stated in accordance with the requirements of the VNIIDAD FAS RF Guidelines (1998) and taking into account the specifics of the type of activity of the enterprise (structural unit), regulated by the relevant instruction.

The main text of the activity instruction is usually divided into chapters, paragraphs and subparagraphs. The chapters of the document should have titles and be numbered with Roman numerals.

2.5. Instructions for organizing workplaces for personnel of the preschool educational institution

Instructions for organizing jobs - a regulatory document that sets out the procedure for organizing jobs for personnel of a structural unit of an enterprise (personnel of a certain qualification or professional position category). When preparing such instructions, one should be guided by the above requirements governing the procedure for preparing instructions, as well as the provisions of documents that establish specific requirements for the organization of jobs in a particular area of activity.

The instruction is signed by the head of the relevant structural unit responsible for the development of the document and approved by the head of the enterprise.

Approval of the document must be made in the form of a stamp of approval or by issuing an administrative document on its approval.

The instruction must be drawn up on the general letterhead of the enterprise. The text of the document should be stated in accordance with the requirements of the VNIIDAD FAS RF Guidelines (1998) and taking into account the specifics of the type of activity of the enterprise (structural unit), regulated by the relevant instruction.

The numbering of paragraphs and subparagraphs of the document should be made in Arabic numerals.

2.6. Norms of time for the performance of work on the preschool educational institution

The rationing of time for the performance of work on the preschool educational institution, as a rule, is carried out on the basis of relevant documents - time standards and time standards developed by bodies for the rationing of time spent on the performance of certain types of work. So, in order to properly standardize the time for the performance of work on the DOW at enterprises (in organizations, institutions), the Intersectoral aggregated time standards for work on the DOW, approved by the Decree of the Ministry of Labor of the Russian Federation of November 25, 1994 No. 72, are applied, and in management structures federal executive bodies - the norms of time for work on documentation support, approved by the Decree of the Ministry of Labor and Social Development of March 26, 2002 No. 23. Based on the norms (norms) of time:

The number of employees of preschool services is determined and justified;

Installed official duties workers;

Works are distributed among employees (category "technical performer").

In necessary cases, on the basis of these documents, enterprises (organizations, institutions) develop revised time standards. These rules usually include:

Execution time certain types works not provided for by the consolidated standards (norms);

Time costs for the performance of certain types of work - if, due to the specifics of the preschool educational institution in the conditions of a particular enterprise (organization, institution), the actual time costs for their implementation differ significantly from those established by the consolidated standards (norms).

“The calculation of the revised norms, as a rule, is carried out by the method of technical rationing based on fixing (chronometry with subsequent recording) the costs of working time for the performance of the relevant types of work. At the same time, in addition, the time spent on organizational and technical maintenance of workplaces, rest and personal needs of employees should be taken into account.

The values of time standards are set in hours (fractions of an hour) per unit of measurement for each specific type of work - for example, a sheet, a box, a folder, a case.

The time limits for performing the most common operations for preschool educational institutions are presented in Appendix 5 to this manual.

2.7. Planning and reporting documents of the preschool educational institution

“Ensuring planning and reporting, as well as the timely and correct preparation of relevant documents - plans, reports - is one of the main responsibilities of the head of the enterprise's preschool educational institution. In the general case, a work plan is a document that defines the composition and content of the main activities (tasks), the implementation of which is entrusted to the employee (the structural unit, enterprise led by him), the timing, places and those responsible for their implementation within a certain period of time (during the day , week, month, quarter, etc.)”.

The initial data for planning the activities of the DOW service for the coming calendar year are:

Financial and economic development enterprises for the planned period;

The main results of the activities of the PEI service for the past period;

The goals and objectives of the DOW service, arising from the content of the relevant sections of long-term and medium-term planning documents (including business plans, enterprise organizational development programs, etc.).

Based on the indicators of the work plan of the preschool educational institution, the work plans of the structural divisions of the preschool service are specified and approved in the final form.

Individual work planning by the employees of the PEI service is carried out on the basis of the plans of the relevant structural units and taking into account the instructions of their direct superiors. The main planning document individual work employee is personal plan work.

A report is a document in an expanded form reflecting the final results of processing (systematization, calculation and reconciliation) and analysis of statistical data characterizing the performance of any type of work (any activity) for a long period of time (month, quarter or more). Reporting on the activities of the PEI service is carried out in the manner prescribed by the provisions of the relevant regulatory, methodological and organizational and administrative documents, as well as the instructions of the head of the enterprise.

The forms of planning and reporting documents on the activities of the PEI service are approved by the head of the enterprise on the basis of a corresponding submission from the head of the PEI service. An example of a work plan for the head of the preschool educational institution service is presented on a CD, and an example of a report on working with written requests from citizens is in Appendix 6 to this manual.

2.8. Documents to improve the activities of the preschool educational institution

A special group in the organizational and administrative documentation of the DOE service is formed by documents on improving its activities. Improving the activities of the PEI service involves the systematic implementation of a set of measures aimed at achieving higher performance indicators for all structural units (work areas) as part of the PEI service and the service as a whole. The content of the activities is determined depending on the direction in which the management efforts of the management of the PEI service are concentrated. However, in practice, the holding of such events is most often associated with the introduction into the daily activities of the service of new regulatory and methodological (organizational and administrative) documents on certain issues of documentary support for management.

As noted, the implementation of a set of measures to improve the activities of the PEI service should be systematic. To this end, the management of the service develops a draft plan (if necessary, in cooperation with other officials (structural divisions) of the enterprise). Such a plan may include activities related to:

Development of new (clarifications of existing) regulatory and methodological (organizational and administrative) documents of the enterprise on issues of preschool education;

Changes in the existing workflow of the enterprise, taking into account new requirements for its organization;

Training of personnel of the preschool educational institution service and, if required, other officials of the enterprise admitted to work with management documentation;

Providing relevant documentation for the structural divisions of the enterprise.

The implementation of the measures provided for by the plan is reflected in the act. Templates for an action plan to improve the activities of the preschool educational institution of the enterprise and the corresponding act are presented on the CD attached to the book.

2.9. Job descriptions of the personnel of the preschool educational institution

“Job instruction is a regulatory document that regulates the activities of a particular official (categories of employees - management, specialists, performers, etc.) of an enterprise (organization, institution) and establishes the procedure for the application by these persons of the provisions of other regulatory legal acts. The general procedure and rules for issuing a job description are regulated by paragraph 4.2 of the Standard Instructions for Office Work.

The job description must be signed by the person responsible for its development and approved by the head of the enterprise - in the form of an approval stamp or by issuing an administrative approval document. The heading to the text of the job description is formulated in the dative case, for example: "Instruction to the chief metrologist".

The text of the instruction is printed on the general letterhead of the enterprise and is stated in the third person singular or plural. The text of the instruction can be divided into chapters, paragraphs and subparagraphs. Chapters should have titles and be numbered with Roman numerals. The paragraphs and subparagraphs are numbered in Arabic numerals.

Requirements for job descriptions of certain categories of employees are regulated by relevant departmental legal acts and organizational and administrative documents. So, in accordance with Appendix 2 to Appendix 12 of the GSDOU, in the “General Provisions” section of the job description, the following are established:

Tasks of the employee (for example, for a clerk - receiving, registering incoming and sending outgoing documents);

The procedure for filling a position, that is, who is appointed and dismissed from office this worker;

Professional requirements and the employee (level of education, work experience, etc.);

The main documents and materials that the employee must be guided by in his activities.

In the section of the job description "Employee functions" are defined:

Subject of reference or area of work assigned to the employee;

A list of types of work that make up the performance of the assigned functions (for example, registration of documents may include filling out cards, maintaining a file cabinet, issuing certificates, etc.).

In the section of the job description "Duties of the employee" the features of the activity are indicated:

Related to the preparation of documents, the receipt, processing and issuance of information;

Assuming the mandatory use of certain forms and methods of work (for example, periodic control over the formation of cases in structural divisions, briefings, etc.);

Requiring compliance with the deadlines for the implementation of specific actions;

Concerning the procedure for the execution of instructions;

Affecting the ethical standards that must be observed in the team.

In the section of the job description “Employee Rights”, the rights of the employee are determined for the implementation of the functions assigned to him and the performance of duties. The “Relationships” section of the job description indicates the departments and employees from which the contractor receives and to whom he transfers information, its structure and terms of transmission, who is involved in the execution of certain documents, with whom they are agreed, etc.

The section of the job description "Evaluation of the work" lists the criteria that allow you to assess the degree to which the employee fulfills his functions and obligations, the use of rights, etc.

Conclusion

Examining the scientific and practical material on this topic, we can draw the following conclusions:

In accordance with the requirements of the State System of Management Documentation Support (hereinafter - DOW), document management support at modern enterprises should be carried out by a special service - the management documentation support service (hereinafter - the DOW service). Such a service functions at the enterprise as an independent structural unit, headed by the head of the service and subordinate directly to the head of the enterprise.

The main tasks of the DOE service are:

Implementation at the enterprise of a unified procedure for working with documents in accordance with the GSDOU and other regulatory, methodological and organizational and administrative documents;

Implementation of methodological management of the organization of work with documents in the structural divisions of the enterprise;

Ensuring effective control over compliance with the established procedure for working with documents;

Improving the forms and methods of work of officials of the enterprise with documents.

Documentation support of management - an activity covering the organization of documentation and documentation management in the process of implementing the functions of an institution, organization and enterprise.

Documentation support of management in organizations, institutions and enterprises is carried out by a special service, acting as an independent structural unit, directly subordinate to the head of the organization.

List of used literature:

Regulations

1. Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1 “On approval unified forms primary accounting documentation for the accounting of labor and its payment.

2. GOST R6.30-2003. Unified documentation systems. Unified system of organizational and administrative documentation. Documentation requirements. - M.: Publishing house of standards, 2003.

3. GOST R 51141-98 Office work and archiving: Terms and definitions. - M: Publishing house of standards, 1998.

4. DR-191-98. Unification of texts of administrative documents. Guidelines for VNIIDAD FAS RF. - M.: VNIKDAD, 1998.

5. On the approval of unified forms of primary accounting documentation for the accounting of labor and its payment. Decree of the State Statistics Committee of Russia dated 05.01.2004 No. No. 1.

6. Typical instructions for office work in the federal executive authorities (approved by order of the Federal Archival Service of Russia dated November 27, 2000 No. 68). - M., 2001.

7. Federal Law "On Information, Informatization and Information Protection" dated February 20, 1995 No. 24-FZ.

Educational literature

8. Andreeva V.I. Office work. - M.: Intel-Sintez, 2002

9. Belov A.N. Paperwork and document flow: Proc. Allowance. - M .: Eksmo, 2007

10. Basakov M.I. Office work and correspondence in questions and answers: Textbook. - Rostov n / D .: Phoenix, 2004

11. Basakov M.I., Zamytskova O.I. Office work. - Rostov-on-Don: Phoenix, 2004

12. Vasil'eva L.M., Skvortsova R.E., Shkatova L.A. Document management. - Chelyabinsk: Book. Publishing house, 2000

13. Galakhov V.V. Office work: Samples, documents, organization and technology of work. - M.: TK Velby LLC, 2005

14. Demin Yu.M. Office work: Preparation of office documents. - St. Petersburg: Peter, 2004

15. Zinovieva N.B. Documentation: Educational and methodical manual. - M.: PROFIZDAT, 2003

16. Kolesnik E.N. Introduction to management documentation. Tutorial. - M.: INFRA-M, 2003

17. Kraiskaya Z.V., Cellini E.V. Archiving: A Textbook for Secondary Specialized Educational Institutions. - M.: Publishing house NORMA, 1996

18. Krylova I.Yu. Documentation of management activities: Proc. allowance. - St. Petersburg: Business press, 2004

19. Kuznetsova T.V. Office work: Organization and technologies of documentary management support. - M.: Unity-Dana, 2003

20. Kushnarenko N.N. Document management. Textbook. - Kiev: Knowledge, 2000

21. Lysenko N.A., Serbinovsky B.Yu. Documentation of management activities at the enterprise: office work and correspondence. - Rostov-on-Don: March ITs, 2002

22. Okhotnikov A.V., Bulavina E.A. Record keeping and office work: Fundamentals of document management; Types, functions of documents; Office Technology: A textbook for universities.- M: ICC March, 2004

23. Rogozhin M.Yu. Handbook of office work. - St. Petersburg: Pmter, 2006

24. Spivak V.A. Office work. - St. Petersburg, 2003

25. Spivak V.A. Documentation of management activities: Office work - St. Petersburg: Peter, 2005

26. Stenyukov M.V. Office work: Lecture notes. - M.: Prior, 2005

Appendix

Table 1

Calculation example for determining the total time spent (TCO)

by type of work on preschool education

	Name of the type of work	Volume per year	Norm value, h	Costs, man-hour
	Processing of incoming documents
	Processing of outgoing documents
	Document execution control
	Development of norms.-met. benefits
	Thematic execution. requests
	Checking the organization of work in departments
TOTAL man-hours:

Notes.

SZV, taking into account the time spent on organizational and technical maintenance of workplaces and personnel rest, are: SZVp = 12,651 x Ku = 13,916 man-hours, where Ku is an accounting coefficient with a value of 1.1.

Approximate number of specialists (taking into account qualification requirements presented by the content of work), based on the value of the indicator of the useful working time fund of one employee (Fpv) will be: SZVp: Fpv \u003d 13916: 2006 \u003d 7 units.

Table 2.

Approximate qualification and number of employees of the preschool educational institution of an enterprise with up to 1000 employees

			Number of staff units	Note
	Administrative group - management of the preschool educational institution
	Head of Service	Supervisor
	Deputy Head of Service	Supervisor		May not be entered
	Order Execution Inspector	Specialist
	document manager	Specialist
	secretary typist	Tech. performer		May not be entered
	Name of profession (specialty)		Number of staff units	Note
	Group technical training and duplication of documents
	Team leader	Supervisor		May not be entered
	Senior typist - PC operator	Tech. performer
	Typist - PC operator	Tech. performer	2-5 or more	Depends on the amount of work
	office work group
	Team leader	Supervisor		May not be entered
	Art. clerk	Tech. performer
	clerk	Tech. performer	2-5 or more	Depends on the amount of work
	Document storage group
	Team leader	Supervisor		May not be entered
	Senior Archivist	Tech. performer
	Archivist	Tech. performer	2-5 or more	Depends on the amount of work
	Support group
	Team leader	Supervisor		May not be entered
	Stenographer	Tech. performer
	Forwarding courier	Tech. performer
	In general, for the service of the DOW
Supervisor	Specialist	Tech. performer
			12-20 and more

Maintenance………………………………………………………………………………

1.1. The service of documentary support of management (DOE) of a modern enterprise, its purpose, tasks ……………………………

1.2. An approximate list of regulatory documents regulating the organization of documentary support for enterprise management ......

1.3. The daily activities of the DOW service are regulated by……………

1.4. Organizational structure and strength of the service………………..

1.5. Qualification composition………………………………………………..

CHAPTER II. Organizational and administrative documentation of the DOE service…………………………………………………………………………………

2.1. Staffing of the enterprise…………………………………………

2.2. Regulations on the service of the DOW. Regulations on the structural division of the enterprise (organization, institution)……………………………………...

2.3. Instructions for documentation support of management…………

2.4. Instructions for the types (areas) of activities of the DOW service .......

2.5. Instructions for organizing jobs for personnel of the preschool educational institution ......

2.6. Norms of time for the performance of work on the DOW……………………………...

2.7. Planning and reporting documents of the DOW service…………………..

2.8. Documents to improve the activities of the DOW service……….

2.9. Job descriptions of the personnel of the preschool educational institution……………………..

Conclusion ……………………………………………………………………...

List of used literature…………………………………………...

Appendix………………………………………………………………………

INTRODUCTION

The information recorded in the documents is a reflection of the organization's activities and forms the basis of any business.

The theme of my course work: the organization of the service of preschool educational institutions in the conditions of the functioning of a modern enterprise.

The goal is to consider all aspects in the organization of the preschool educational institution service.

CHAPTER. Service of documentary support of management (DOE) of a modern enterprise, its purpose, tasks, structure and composition

1.1. Service of documentation support of management (DOE) of a modern enterprise, its purpose, tasks

“In accordance with the requirements of the State System of Management Documentation Support (hereinafter - DOW), document management support at modern enterprises should be carried out by a special service - the management documentation support service (hereinafter - the DOW service). Such a service functions at the enterprise as an independent structural unit, headed by the head of the service and reporting directly to the head of the enterprise. At enterprises with a staff of up to 100 employees and a relatively small amount of workflow, it is allowed to assign duties for the DOW to one of the full-time employees.

1.2 . An indicative list of regulatory documents regulating the organization of documentary support for enterprise management

* Constitution of the Russian Federation.

* Civil Code of the Russian Federation (parts I and II).

* Federal Law of August 28, 1995 No. 154-FZ “On the General Principles of Local Self-Government in Russian Federation” (with subsequent amendments).

* Federal Law of the Russian Federation of 01/25/1995 G."On Information, Informatization and Information Protection".

* Federal Constitutional Law of the Russian Federation of December 25, 2000 No. 2-FKZ “On the State Emblem of the Russian Federation”.

* Federal Law of the Russian Federation of January 10, 2002 "On Electronic Digital Signature".

* Federal Law of the Russian Federation of December 27, 2002 No. 184-FZ “On Technical Regulation”.

* Law of the Russian Federation of October 25, 1991 No. 1807-1 “On the Languages of the Peoples of the Russian Federation” (as amended by the Federal Law of July 24, 1998 No. 126-FZ).

* Basic requirements for the concept and development of draft federal laws (approved by Decree of the Government of the Russian Federation of August 2, 2001 No. 576).

* Decree of the President of the Russian Federation of 02.05.1996 No. 638 "On the procedure for preparing draft decrees, orders of the President of the Russian Federation, providing for the adoption of decisions, orders of the Government of the Russian Federation."

* Rules for the preparation of regulatory legal acts of federal executive bodies and their state registration (approved by Decree of the Government of the Russian Federation of August 13, 1997 No. 1009 (with subsequent amendments)).

* Decree of the Government of the Russian Federation of October 31, 2000 No. 1547-r “On improving office work in federal executive bodies and strengthening executive discipline.”

* GOSG R51141-98 “Office work and archiving. Terms and definitions” (approved by the Decree of the State Standard of the Russian Federation dated February 27, 1998 No. 28).

* GOST R6.30-2003 “Unified Documentation Systems. Unified system of organizational and administrative documentation. Documentation requirements” (approved by the Decree of the State Standard of the Russian Federation dated 03.03.2003 No. 65-st).

* State system of documentary support of management. Basic provisions (approved by the Board of the Main Archive of the USSR on April 27, 1988. Enacted by Order of the Main Archive of the USSR of May 25, 1988 No. 33).

* Standard instruction on office work in federal executive bodies (approved by the Order of the Federal Archives of November 27, 2000 No. 68).

* Qualification directory of positions of managers, specialists of employees (approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37).

* All-Russian classifier of management documentation OK 011-93 (approved by the Decree of the State Standard of the Russian Federation of December 30, 1993 No. 299).

* A list of standard management documents generated in the activities of organizations, indicating the periods of storage (approved by the Federal Archives on 06.10.2000).

* Basic rules for the work of the archives of organizations (approved by the decision of the board of the Federal Archives of February 6, 2002).

* Norms of time for work on documentary support of administrative structures of federal executive bodies (approved by the Decree of the Ministry of Labor and Social Development of the Russian Federation of March 26, 2002 No. 23).

1.3 . The daily activities of the DOW service are regulated by:

* Regulations on the service of the preschool educational institution;

* regulations on structural divisions (if the latter are included in the service of the preschool educational institution);

* instructions for preschool educational institutions;

* instructions for certain types (areas) of the service's activities;

* instructions for organizing jobs for service personnel;

* norms of time for the performance of work on the preschool educational institution;

* planning and reporting documents;

* job descriptions of service personnel.

If necessary, the DOW service develops other documents -

in particular, documents on improving the activities of the preschool educational institution.

1.4. Organizational structure and strength of the service

The organizational structure and strength of the preschool educational institution service is determined in accordance with the staffing table.

To determine the optimal organizational structure of the DOE service, which best meets the needs of a particular enterprise for documented information, it seems appropriate to refer to the relevant provisions of the GSDOU. This document provides for the following typical options for the organizational structure of the PEI service:

“At state enterprises (associations) - the department of documentation support for management or the office. They usually include:

a) divisions for accounting and registration, control, improvement of work with documents and the introduction of technical means;

b) consideration of letters (complaints);

c) secretariat;

d) expedition;

e) typing bureau;

f) copying and reproduction office;

In associations and concerns, the composition and structure of the PEI service is determined by the leadership of the organization. In joint ventures (organizations) - board. In joint-stock companies - the founding conference. In cooperatives, the composition and structure of the service of the preschool educational institution is determined by the general meeting of the members of the cooperative. In local governments and in the apparatus, departments of public organizations - a general department. The general department includes:

a) secretariat;

b) office;

c) control group;

d) protocol group;

e) a group for improving work with documents;

f) a group of letters (complaints);

g) typing bureau;

h) copying and reproduction office;

In organizations that do not have a document management service, in structural divisions, the work with documents is performed by the secretary of the head (inspector) or another specially appointed person.

* secretariat, including reception, secretariat of the minister (head of department, organization, institution), secretariats of deputy ministers (head), secretariat of the board, protocol bureau;

* inspection under the minister (head of department, organization, institution), including the office (bureau of correspondence), bureau of accounting and registration of documents, expedition, typing bureau, copying and duplicating bureau, teletype;

* department of letters (complaints), that is, a department for working with appeals received by the ministry (department, organization, institution);

* department for improving the work with documents and the introduction of technical means (TS) (means of automation and mechanization) of office processes;

* central archive (archive).

Fig.1. exemplary affairs

Option 2. Ensuring the needs for documented information of state enterprises, research, design, design organizations and computer centers, higher educational institutions and other similar organizations is prescribed to be assigned to departments (services) of documentation support of management (office)(Fig. 2), which include:

* group (department) of accounting and registration;

* group (department) of control;

* group (department) to improve the work with documents and the introduction of technical means (means of automation and mechanization);

* group (department) for consideration of appeals received by the enterprise (organization);

* secretariat; expedition; typewriting bureau; copying and reproduction office; archive.

Option 3. Ensuring the needs for documented information of non-state enterprises (organizations), including associations, concerns, joint-stock companies (including joint ones), cooperatives, etc., is prescribed to be assigned to the services of the preschool educational institution, the structure of which (another similar unit) is determined management bodies of the enterprise (organization) (Fig. 3).

Fig. 2 Approximate organizational structure of the department (service) of the preschool educational institution (office) of a non-state enterprise

Fig. 3 Approximate organizational structure of the PEI service of a non-state enterprise (organization)

Option 4. Ensuring the needs for documented information of local governments (authorities) and apparatuses (boards) of public organizations is prescribed to be assigned to an abundance of departments (Fig. 4), which include:

* secretariat;

* office (office management group);

* control group;

* protocol group;

* group of improvement of work with documents (implementation of technical means);

* group of consideration of letters (complaints);

* typing bureau;

* copying and duplicating bureau;

Rice. 4. Approximate organizational structure of the general department

Determining the strength of the PEI service - by structural divisions and in general - is recommended to be carried out on the basis of appropriate calculations. Such calculations should be made on the basis of data on the standard time spent on the performance of certain types of work (actions), as well as on the basis of the real needs of the enterprise in documented information, taking into account:

* volume of document flow;

* main types of management documents;

* the frequency of their application in order to ensure the daily activities of the enterprise, etc.).

An example of calculation is presented in Table. 1. (See Appendix)

1.5. Qualifyingcompound

The final results of the calculations, after a thorough check for reliability, are taken as the basis for the preparation of draft documents that determine the qualifications and strength of the PEI service (the most important of them is the staffing table, see below). The approximate qualification and numerical composition of the service of the preschool educational institution of an enterprise with up to 1000 employees is presented in Table. 2.(See Appendix)

CHAPTER II. Organizational and administrative documentation of the DOW service

2.1. Staffing of the enterprise

The specified form - form No. T-3 "Staffing" (see the form template on the CD attached to the book) - is intended for documenting the structure, staffing and staffing and is annually approved as of January 1 by order head of the enterprise. Changes in the staffing table, including those due to the formation of new structural divisions at the enterprise (for example, preschool educational institutions), are made in accordance with the order (instruction) of the head of the enterprise or a person authorized by him. A sample of such an order is presented on the CD.

* Business name;

* its code according to OKPO;

* date of entry into force of the staffing table;

* date and document number;

* date and number of the order, in accordance with which the staffing table was approved;

* number of staff in units;

* size of the wage fund (in rubles);

* name of the structural unit;

* the name of the profession (position) of the employee;

* the number of staff units;

* the size of the monthly payroll fund for each position (profession)”.

2.2. Regulations on the service of the preschool educational institution.

Regulations on the structural division of the enterprise (organization, institution)

When preparing the text of the provision on the structural unit as part of the PEI service, it seems appropriate to use the corresponding exemplary provisions as a basis. In particular, an approximate provision on the archive department, functioning as a structural unit as part of the DOE service, is located in Appendix 4 to this manual. (The approximate regulation on the archive of an enterprise (organization, institution) functioning as an independent structural unit (outside the service of the preschool educational institution) was approved by the Decree of the Federal Archive of August 18, 1992 No. 176.)

2.3 . Instructions for documentation support of management

(Approved by the Order of the Federal Archive of November 27, 2000 No. 68.)

At the same time, the relevant provisions of other documents regulating certain areas of the DOE should be taken into account to the extent necessary. In addition to GSDOU, these are, in particular, GOST R6.30-2003. On their basis, the text of the instruction on documentary support for the management of an enterprise (organization, institution) is compiled.

2.4 . Instructions for the types (areas) of activities of the DOW service

Instruction for the type of activity - a regulatory document that sets out the procedure for carrying out any activity (the procedure for applying the provisions of other regulatory legal acts for the implementation of such activities) by officials (structural divisions) of enterprises (organizations, institutions). The general procedure and rules for issuing instructions for the type of activity are defined in paragraph 4.2 of the Standard Instructions for Paperwork.

Instructions for the type of activity should be drawn up on the general letterhead of the enterprise. The text of the document should be stated in accordance with the requirements of the Methodological recommendations of VNIIDAD FAS RF (1998) and taking into account the specifics of the type of activity of the enterprise (structural unit), regulated by the relevant instruction.

The main text of the activity instruction is usually divided into chapters, paragraphs and subparagraphs. The chapters of the document should have titles and be numbered with Roman numerals.

2.5 . Instructions for organizing workplaces for personnel of the preschool educational institution

Instructions for organizing jobs - a regulatory document that sets out the procedure for organizing jobs for personnel of a structural subdivision of an enterprise (personnel of a certain qualification or professional position category). When preparing such instructions, one should be guided by the above requirements governing the procedure for preparing instructions, as well as the provisions of documents that establish specific requirements for the organization of jobs in a particular area of activity.

The instruction is signed by the head of the relevant structural subdivision responsible for the development of the document, and approved by the head of the enterprise.

Approval of the document must be made in the form of a stamp of approval or by issuing an administrative document on its approval.

The instruction must be drawn up on the general letterhead of the enterprise. The text of the document should be presented in accordance with the requirements of the Methodological Recommendations of VNIIDAD FAS RF (1998) and taking into account the specifics of the type of activity of the enterprise (structural unit), regulated by the corresponding instruction.

The numbering of paragraphs and subparagraphs of the document should be made in Arabic numerals.

2.6 . Norms of time for the performance of work on the preschool educational institution

The rationing of time for the performance of work on the preschool educational institution, as a rule, is carried out on the basis of the relevant documents - the time standards and time standards developed by the authorities for the rationing of time spent on the performance of certain types of work. So, in order to properly standardize the time for performing work on the DOW at enterprises (in organizations, institutions), the Intersectoral enlarged standards for the time for work on the DOW, approved by the Decree of the Ministry of Labor of the Russian Federation of November 25, 1994 No. 72, are applied, and in the management structures of the federal executive bodies authorities - the norms of time for work on documentary support, approved by the Decree of the Ministry of Labor and Social Development of March 26, 2002 No. 23. Based on the standards (norms) of time:

* the number of employees of preschool services is determined and justified;

* job responsibilities of employees are established;

* work is distributed among employees (category "technical performer").

In necessary cases, on the basis of these documents, enterprises (organizations, institutions) develop revised time standards. In such norms, as a rule, are fixed:

* time costs for the performance of certain types of work not provided for by the enlarged standards (norms);

* time costs for the performance of certain types of work - if, due to the specifics of the preschool educational institution in the conditions of a particular enterprise (organization, institution), the actual time costs for their implementation differ significantly from those established by the consolidated standards (norms).

The values of time norms are set in hours (fractions of an hour) per unit of measurement for each specific type of work - for example, a sheet, a box, a folder, a case.

The time limits for the most common operations for preschool educational institutions are presented in Appendix 5 to this manual.

2.7 . Planning and reporting documents of the preschool educational institution

“Ensuring planning and reporting, as well as the timely and correct preparation of relevant documents - plans, reports - is one of the main responsibilities of the head of the enterprise's preschool educational institution. In the general case, a work plan is a document that defines the composition and content of the main activities (tasks), the implementation of which is entrusted to the employee (the structural unit, enterprise that he manages), the terms, places and those responsible for their implementation within a certain period time (during the day, week, month, quarter, etc.)”.

The initial data for planning the activities of the DOW service for the upcoming calendar year are:

* indicators of financial and economic development of the enterprise for the planned period;

* the main results of the activities of the preschool educational institution for the past period;

* goals and objectives of the PEI service, arising from the content of the relevant sections of long-term and medium-term planning documents (including business plans, enterprise organizational development programs, etc.).

Based on the indicators of the work plan of the preschool educational institution, the work plans of the structural divisions of the preschool service are specified and approved in the final form.

Individual work planning by the employees of the preschool educational institution service is carried out on the basis of the plans of the relevant structural units and taking into account the instructions of their immediate superiors. The main document for planning the individual work of an employee is a personal work plan.

A report is a document in an expanded form reflecting the final results of processing (systematization, calculation and reconciliation) and analysis of statistical data characterizing the performance of any type of work (any activity) for a long period of time (month, quarter and more). Reporting on the activities of the PEI service is carried out in the manner prescribed by the provisions of the relevant regulatory, methodological and organizational and administrative documents, as well as the instructions of the head of the enterprise.

The forms of planning and reporting documents on the activities of the PEI service are approved by the head of the enterprise on the basis of an appropriate presentation by the head of the PEI service. An example of a work plan for the head of the preschool educational institution service is presented on a CD, and an example of a report on working with written requests from citizens is in Appendix 6 to this manual.

2.8 . Documents to improve the activities of the preschool educational institution

A special group in the organizational and administrative documentation of the service of the preschool educational institution is formed by documents on improving its activities. Improving the activities of the PEI service involves the systematic implementation of a set of measures aimed at achieving higher performance indicators for all structural units (work areas) as part of the PEI service and the service as a whole. The content of the activities is determined depending on the direction in which the management efforts of the management of the preschool educational institution are concentrated. At the same time, in practice, the holding of such events is most often associated with the introduction into the daily activities of the service of new regulatory and methodological (organizational and administrative) documents on certain issues of documentation support for management.

* development of new (clarification of existing) regulatory and methodological (organizational and administrative) documents of the enterprise on issues of preschool education;

* changes in the existing workflow of the enterprise, taking into account new requirements for its organization;

* training of personnel of the preschool educational institution service and, if required, other officials of the enterprise admitted to work with management documentation;

* providing the relevant documentation of the structural divisions of the enterprise.

2.9 . Job descriptions of the personnel of the preschool educational institution

“Job instruction is a regulatory document that regulates the activities of a particular official (categories of employees - managers, specialists, performers, etc.) of an enterprise (organization, institution) and establishes the procedure for the application by these persons of the provisions of other regulatory legal acts . The general procedure and rules for issuing a job description are regulated by paragraph 4.2 of the Standard Instructions for Office Work.

The job description must be signed by the person responsible for its development and approved by the head of the enterprise - in the form of an approval stamp or by issuing an administrative document on approval. The title to the text of the job description is formulated in the dative case, for example: "Instruction to the chief metrologist."

The text of the instruction is printed on the general letterhead of the enterprise and is stated in the third person singular or plural. The text of the instruction can be divided into chapters, paragraphs and subparagraphs. Chapters should have titles and be numbered with Roman numerals. The numbering of paragraphs and subparagraphs is made in Arabic numerals.

* the tasks of an employee (for example, for a clerk - receiving, registering incoming and sending outgoing documents);

* the procedure for filling a position, that is, who appoints and dismisses this employee;

* professional requirements and the employee (level of education, work experience, etc.);

* the main documents and materials that an employee must be guided by in his activities.

In the section of the job description "Employee functions" are defined:

* subject of reference or area of work assigned to the employee;

* a list of types of work that make up the performance of assigned functions (for example, registration of documents may include filling out cards, maintaining a file cabinet, issuing certificates, etc.).

In the section of the job description "Duties of the employee" the features of the activity are indicated:

* associated with the preparation of documents, receiving, processing and issuing information;

* involving the mandatory use of certain forms and methods of work (for example, periodic control over the formation of cases in structural divisions, briefings, etc.);

* requiring compliance with the deadlines for the implementation of specific actions;

* concerning the order of execution of instructions;

* affecting the ethical standards that must be observed in the team.

In the section of the job description “Employee Rights”, the rights of the employee are determined for the implementation of the functions assigned to him and the performance of duties. The “Relationships” section of the job description indicates the subdivisions and employees from which the contractor receives and to whom it transfers information, its structure and terms of transmission, who is involved in the execution of certain documents, with whom they are agreed, etc.

In the section of the job description “Evaluation of work”, criteria are listed that allow assessing the degree to which an employee fulfills his functions and duties, uses rights, etc.

Conclusion

Examining the scientific and practical material on this topic, we can draw the following conclusions:

In accordance with the requirements of the State System of Documentation Support for Management (hereinafter referred to as DOW), documentary support for management at modern enterprises should be carried out by a special service - the Documentation Support Service for Management (hereinafter referred to as the DOW service). Such a service functions at the enterprise as an independent structural unit, headed by the head of the service and reporting directly to the head of the enterprise.

The main tasks of the preschool educational institution service are:

* introduction at the enterprise of a single procedure for working with documents in accordance with the GSDOU and other regulatory, methodological and organizational and administrative documents;

* implementation of methodical management of the organization of work with documents in the structural divisions of the enterprise;

* Ensuring effective control over compliance with the established procedure for working with documents;

* improvement of forms and methods of work of officials of the enterprise with documents.

Documentation support of management is an activity covering the organization of documentation and documentation management in the process of implementing the functions of an institution, organization and enterprise.

Documentation support of management in organizations, institutions and enterprises is carried out by a special service, acting as an independent structural unit, subordinated directly to the head of the organization.

List of used literature:

Regulations

1. Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1 “On approval of unified forms of primary accounting documentation for accounting for labor and its payment”.

2. GOST R6.30-2003. Unified documentation systems. Unified system of organizational and administrative documentation. Documentation requirements. - M.: Publishing house of standards, 2003.

3. GOST R 51141-98 Office work and archiving: Terms and definitions. - M: Publishing house of standards, 1998.

4. DR-191-98. Unification of texts of administrative documents. Methodological recommendations VNIIDAD FAS RF. - M.: VNIKDAD, 1998.

5. On the approval of unified forms of primary accounting documentation for the accounting of labor and its payment. Decree of the State Statistics Committee of Russia dated 05.01.2004 No. No. 1.

6. Typical instructions for office work in the federal executive authorities (approved by order of the Federal Archival Service of Russia dated November 27, 2000 No. 68). - M., 2001.

7. Federal Law "On Information, Informatization and Information Protection" dated February 20, 1995 No. 24-FZ.

Educational literature

8. Andreeva V.I. Office work. - M.: Intel-Sintez, 2002

9. Belov A.N. Paperwork and document flow: Proc. Allowance. - M .: Eksmo, 2007

10. Basakov M.I. Office work and correspondence in questions and answers: Textbook. - Rostov n / D .: Phoenix, 2004

11. Basakov M.I., Zamytskova O.I. Office work. - Rostov-on-Do-nu: Phoenix, 2004

12. Vasil'eva L.M., Skvortsova R.E., Shkatova L.A. Document management. - Chelyabinsk: Book. Publishing house, 2000

13. Galakhov V.V. Office work: Samples, documents, organization and technology of work. - M.: TK Velby LLC, 2005

14. Demin Yu.M. Office work: Preparation of service documents. - St. Petersburg: Peter, 2004

15. Zinovieva N.B. Documentation: Educational and methodical manual. - M.: PROFIZDAT, 2003

16. Kolesnik E.N. INTRODUCTION to management documentation. Tutorial. - M.: INFRA-M, 2003

17. Kraiskaya Z.V., Cellini E.V. Archiving: A Textbook for Secondary Specialized Educational Institutions. - M.: Publishing house NORMA, 1996

18. Krylova I.Yu. Documentation of management activities: Proc. allowance. - St. Petersburg: Business press, 2004

19. Kuznetsova T.V. Office work: Organization and technologies of documentary management support. - M.: Unity-Dana, 2003

20. Kushnarenko N.N. Document management. Textbook. - Kiev: Knowledge, 2000

21. Lysenko N.A., Serbinovsky B.Yu. Documentation of managerial activity at the enterprise: office work and correspondence. - Rostov-on-Don: March ITs, 2002

23. Rogozhin M.Yu. Handbook of office work. - St. Petersburg: Pmter, 2006

24. Spivak V.A. Office work. - St. Petersburg, 2003

25. Spivak V.A. Documentation of management activities: Office work - St. Petersburg: Peter, 2005

26. Stenyukov M.V. Office work: Lecture notes. - M.: Prior, 2005

Appendix

Table 1

Calculation example for determining the total time spent (TCO)

by type of work on preschool education

Name of the type of work	Volume per year	Norm value, h	Costs, man-hour
Processing of incoming documents
Processing of outgoing documents
Document execution control
Development of norms.-met. benefits
Thematic execution. requests
Checking the organization of work in departments
TOTAL man-hours:

Notes.

SZV, taking into account the time spent on organizational and technical maintenance of workplaces and personnel rest, are: SZVp \u003d 12,651 x Ku \u003d 13,916 man-hours, where Ku is an accounting coefficient with a value of 1.1.

The approximate number of specialists (taking into account the qualification requirements imposed by the content of the work), based on the value of the indicator of the useful working time fund of one employee (Fpv) will be: SZVp: Fpv \u003d 13916: 2006 \u003d 7 units.

Table 2.

Approximate qualification and number of employees of the preschool educational institution of an enterprise with up to 1000 employees

		Number of staff units	Note
Administrative group - management of the preschool educational institution
Head of Service	Supervisor
Deputy Head of Service	Supervisor		May not be entered
Order Execution Inspector	Specialist
document manager	Specialist
secretary typist	Tech. performer		May not be entered
Name of profession (specialty)		Number of staff units	Note
Group of technical preparation and duplication of documents
Team leader	Supervisor		May not be entered
Senior typist - PC operator	Tech. performer
Typist - PC operator	Tech. performer	2-5 or more	Depends on the amount of work
office work group
Team leader	Supervisor		May not be entered
Art. clerk	Tech. performer
clerk	Tech. performer	2-5 or more	Depends on the amount of work
Document storage group
Team leader	Supervisor		May not be entered
Senior Archivist	Tech. performer
Archivist	Tech. performer	2-5 or more	Depends on the amount of work
Support group
Team leader	Supervisor		May not be entered
Stenographer	Tech. performer
Forwarding courier	Tech. performer
In general, for the service of the DOW
	Supervisor	Specialist	Tech. performer
			12-20 and more

MINISTRY OF EDUCATION AND SCIENCE OF THE RUSSIAN FEDERATION

federal state budgetary educational institution higher professional education

RUSSIAN STATE UNIVERSITY FOR THE HUMANITIES (RSUH)

HISTORICAL AND ARCHIVAL INSTITUTE

Faculty of Records Science and Technotronic Archives

Department of Documentation

Organization of documentation support for the activities of the personnel service and directions for its improvement on the example of the Joint Stock Company "Information Satellite Systems"

Specialty "Document science and documentation management"

Thesis

student of the 5th year of correspondence education

Maksimov Alexey Alexandrovich

Moscow 2015

INTRODUCTION

CHAPTER 1 RESHETNEVA

1.2 Organizational structure and management legal documents JSC "ISS" them. M.F. Reshetnev

1.3 HR department of ISS JSC

CHAPTER 2. ANALYSIS OF THE FEATURES OF THE ORGANIZATION OF THE DOE OF THE HR SERVICE OF JSC "ISS"

2.1 Basic regulations for the workflow of JSC "ISS"

2.2 Documentation of labor relations in JSC "ISS"

2.3 Ways to improve the DOE of the personnel service of JSC "ISS"

CONCLUSION

List of used sources and literature

ANNEX 1

APPENDIX 2

APPENDIX 3

INTRODUCTION

documentary personnel administrative regulations

Increasing the role of personnel and changing attitudes towards them is associated, first of all, with profound transformations in production. The stabilization of production processes made it possible to widely use low-skilled labor, which made it possible to save on the costs associated with hiring, training and paying labor. Scientific concepts of labor organization and management proceeded from these requirements.

The scientific and technological process in recent decades has caused major changes in labor activity. Modern production increasingly requires working qualities that not only were not formed in the conditions of mass production, but were also deliberately minimized, which made it possible to simplify labor and reduce the cost of labor. One of the distinguishing features of modern production is its strong dependence on the quality of the labor force, the forms of its use, and the degree of involvement in the affairs of the organization. Personnel management is becoming increasingly important as a factor in increasing competitiveness and long-term development. A characteristic feature in the organization of work with personnel in the current conditions is the desire of personnel services to integrate all aspects of working with human resources, all stages of their life cycle from the time of hiring to the payment of retirement benefits.

Until recently, the very concept of "personnel management" was absent in our management practice. True, the management system of each organization had a functional subsystem for managing personnel and social development of the team, but most of the work on personnel management was carried out by line managers of departments.

The main structural unit for personnel management in the organization is the personnel service, which is entrusted with the functions of hiring and dismissing employees, as well as organizing their training, advanced training and retraining. To carry out the latter functions, training departments or technical training departments are often created.

Personnel services are neither a methodological, nor an information, nor a coordinating center personnel work. They are structurally separated from labor and payroll departments, occupational health and safety departments, legal departments and other departments that perform personnel management functions.

Personnel services in carrying out activities in organizations have to deal with such issues as the organization of labor, the management of labor relations between the employee and the employer and the regulation of these issues. An example of regulation is a set of documents - personnel documentation.

At present, the solution of the problem of preschool education is of great importance, with the help of which the processes of organizing documents, workflow at the enterprise acquire a normative and orderly character. Organizing documents allows you to create information resource on business activities and provide accountability to organizations and society.

The relevance of this topic lies in the fact that the importance of personnel services in the structure of enterprise management has increased, the proper organization of its activities leads to an improvement in the selection of personnel and, as a result, an increase in the overall potential of the enterprise.

The object of the study is the personnel department of the Joint Stock Company "Information Satellite Systems" (JSC "ISS").

The subject of the study is a set of documents and the process of organizing a preschool educational institution of the personnel department of JSC "ISS".

The purpose of the thesis: to conduct a comprehensive analysis of the organization of documentary support for the activities of the personnel service of JSC "ISS" and develop proposals for its improvement.

Thesis tasks:

1. To study the legislative, regulatory acts, organizational and administrative documents regulating the organization of the personnel service, scientific, methodological and special literature;

Consider the organizational structure of JSC "ISS" and the personnel department as a component of this structure;

Analyze the organization of documentation support and the activities of the personnel department of JSC "ISS";

Develop proposals on areas for improving the activities of the organization of the preschool educational institution of the personnel service of JSC "ISS".

Like any other activity, the work of the personnel service must be documented. The preparation, execution of documents, work with them and storage are regulated by legislative and regulatory legal acts, the implementation of which is mandatory for any personnel service, regardless of its size. In addition, each enterprise develops local regulations governing the work of the personnel service of this organization. Every year, the personnel service prepares a nomenclature of cases, the formation of which is also recognized as mandatory for personnel officers.

The significance of personnel documents is determined by the fact that they contain the information necessary for citizens to exercise their right to work, education, pensions, etc. Therefore, the personnel service of the enterprise should be guided by laws, regulations, instructions and other documents containing labor law norms. For violation of the norms contained in these legal acts, the parties to labor relations may be held liable for various types of legal liability.

Implementation Issues personnel policy and the implementation of personnel work in organizations of various organizational and legal forms of ownership are discussed in the book “Personnel Service and Organizational Personnel Management” by V.M. Anisimov. The publication contains a set of specific documents, instructions, recommendations, forms, certificates, samples of orders (instructions) on personnel and other information related to personnel records management and work with personnel.

In the publication of G.Yu. Kasyanova "Handbook of the personnel officer" provides practical recommendations on the organization of the work of the personnel service and personnel records management. The book contains a large number of specific examples and sample documents.

The issues of the regulatory framework for documentary support of personnel management, the processes of documenting the labor activity of employees and the classification of documents by personnel are described in detail in the book by A.S. Krasavina “Documentary support of personnel management. Practical guide".

To analyze the work of the personnel service of JSC "ISS", internal documents of the enterprise were studied: the charter, regulations, orders on personnel and other documents, on the basis of which the relevant conclusions were drawn.

The practical significance of the thesis lies in the fact that proposals for improving the activities of the personnel service can be offered to the management of the organization to improve the quality and efficiency of the work of this unit.

The structure of the work: introduction, 2 main chapters, conclusion, list of references, applications.

In the introduction, the relevance of the topic is determined, a number of main sources of literature are presented, the purpose and objectives of the work are indicated.

In the first chapter of this work, the concept and functions of the personnel service, the theoretical foundations of activity, and regulatory support are considered.

The second chapter outlines the basic concepts, types of documents of the personnel service (documents when hiring, dismissing, encouraging an employee, etc.) of the enterprise JSC "ISS".

In conclusion, the main results of the thesis work are summed up.

The annexes present the structures of the enterprise and the HR department of ISS JSC, as well as the draft Instructions for HR records management, which is proposed to be introduced to the enterprise.

When writing the thesis, we used the following methods: the method of studying documents of the organization, the method of observation, the method of survey results; comparison method; statistical methods.

The practical significance lies in the fact that proposals for improving the activities of the personnel service can be offered to the management of the organization to improve the quality and efficiency of the work of this unit.

CHAPTER 1 RESHETNEVA

JSC "Information Satellite Systems" named after Academician M.F. Reshetnev is one of the leading enterprises in the Russian space industry. In its activities, the Company is guided by the legislation of the Russian Federation, as well as the Charter of the Company. In the future, JSC "ISS" is a legal entity.

The management of the current activities of the Company is carried out by the General Director of the Company (sole executive body), who is accountable to the Board of Directors and the General Meeting of Shareholders of the Company.

The company employs more than 8,000 people. The structure of JSC "ISS" is presented in Appendix 1.

JSC "ISS" has its own personnel policy, the purpose of which is: the formation of a highly qualified and motivated team capable of increasing competitiveness and strengthening the company's leading position in the space technology market.

The main tasks of the personnel policy of the enterprise:

Definition of strategy, goals personnel management, the formation of the ideology of personnel work;

Planning the needs of the organization in personnel;

Search and attraction of personnel, selection and training, team management;

Assessment of the potential of employees of the enterprise;

Retraining and advanced training of personnel;

Determination of jobs, working conditions, construction of the work process as a whole.

Principles of personnel policy:

attraction the best specialists with the help of targeted recruitment to the country's universities from among the most gifted graduates of the city's schools in the specialties demanded by the enterprise with the provision of the opportunity to undergo all types of internships and certify directly at the enterprise;

Encouragement of high results, improvement of the personnel motivation system;

Development of skills and training of employees through an established and well-established system of training, retraining and advanced training of personnel;

Objective assessment of the work of all personnel of the enterprise;

Career planning for employees through the formation of a personnel reserve for senior positions;

Caring for the health and well-being of staff by adhering to the principle of socially responsible business.

All these issues are handled by the Human Resources Department, which currently has 56 people. The block diagram of the management for work with the personnel of JSC "ISS" is presented in Appendix 2.

Documentary support of management is carried out by the personnel department, namely, the organizational design bureau, which is part of it. Consider the main functions of the HR department and its organizational design bureau.

According to the regulation "On the Human Resources Department of ISS JSC", the main task of the department is: the formation of a highly qualified and motivated team that can increase competitiveness and strengthen the leading position of ISS JSC in the satellite services market.

The Human Resources Department performs the following functions (activities):

Implementation of the personnel policy of the Company and the formation of the ideology of personnel work;

Formation of plans for personnel needs for short, medium and long term together with the structural divisions of the Company;

Search, attraction and selection of personnel;

Formation and work with the personnel reserve for managerial positions;

Assessment of the potential of the Company's employees;

Improvement of programs and methods of moral and material incentives for personnel and policies in the field of social development;

Together with the primary trade union organization of the Company and the council of young specialists of JSC "ISS": organizing and holding corporate events, supporting the activities of amateur groups of the Company, interaction with cultural institutions of the city and the region;

Execution of documents for employees of the Company for travel abroad and execution of documents for foreign citizens visiting ISS JSC;

Participation in the Company's quality policy.

Structural subdivision of the HR department - organizational design bureau:

Implementation of activities for organizational design in order to improve the efficiency of activities in the field of personnel management;

Monitoring the effectiveness of existing organizational structures and staffing. Development of proposals for their improvement;

Development and improvement of the motivation system in the Company;

Reception, transfers and dismissal of managers, specialists, workers and employees, maintenance of personnel records of managers;

Registration of questionnaires for persons hired;

Reception, filling, storage and issuance of work books;

Registration of acceptance, transfer and bypass sheets, issuance of certificates;

Posting information in personal files, registration of additions to questionnaires;

Registration of holidays and accounting for their use;

Registration of one-time one-time benefits at the birth of a child;

Maintaining T-2 form cards;

Registration of submissions for awards, honorary titles in accordance with the Labor Code of the Russian Federation;

Arming and disarming military registration employees of the Company, booking, interaction with the city military registration and enlistment office;

Registration and maintenance of records of scientific personnel;

Organization of certification of specialists and managers in the structural divisions of the Company;

Formation of plans for personnel needs;

Maintenance of an electronic database of human resources;

Accounting and control of the availability of regulations on structural divisions, official and production instructions employees of the Company;

Update block diagram management of the Company.

In its activities, the organizational design bureau is guided by Labor Code of the Russian Federation, legislative acts and resolutions, regulatory legal acts, regulatory and methodological materials related to the economic activities of the institution, local regulations governing the activities of ISS JSC.

1.1 Regulatory framework for the activities of the personnel service in the Russian Federation

The personnel service of an enterprise is a set of specialized structural units in the field of enterprise management, together with the officials (managers, specialists, performers) employed in them, who are called upon to manage personnel within the framework of the chosen personnel policy.

The main purpose of the personnel service is not only to be guided in the implementation of personnel policy by the interests of the enterprise, but also to act in accordance with labor legislation, the implementation of social programs adopted both at the federal and at the territorial level.

The functions, structure and tasks of the personnel service are closely related to the nature of the development of the economy, the understanding by the management of the enterprise (organization) of the role of personnel in fulfilling the goals and objectives of production (organization).

In the context of the economy's orientation towards the use of extensive methods, the personnel service was most often represented by a small personnel department, the personnel training department (technical training), and the welfare service.

The functions of the personnel department at domestic enterprises were reduced mainly to the hiring and dismissal of the workforce, and record keeping. This reduced the personnel department to a secondary structural unit, in fact, fulfilling only the instructions of the enterprise management and the orders of the heads of structural divisions regarding the recruitment of labor from outside.

In the same time various types other divisions of the plant management were engaged in personnel work: the department of labor and wages (calculation of the headcount, organization, rationing and wages), the planning department (headcount planning, planning labor costs), the party committee (reserve for promotion, selection of leadership personnel, educational work in a team), a trade union organization (organization of everyday life, recreation, cultural pastime), a safety department, a chief technologist service (formation of an operational division of labor that determines the training of workers and their placement, the content of labor), a department of technical training (training), etc.

For the correct functioning of the organization, documentation control is necessary, regardless of the legal form and form of ownership.

HR specialists maintain personnel documentation directly related to the activities of the institution and are personally responsible for the maintenance, preservation and initial processing of documents.

Documents are drawn up in accordance with a procedure that provides for the correct compilation, bringing them to the performers and execution, as well as the organization of office work regulated by a number of legislative and by-laws in force throughout the Russian Federation

The fundamental ones are:

The Constitution of the Russian Federation, Article 37 proclaims the right to free labor, choice of activity; the right to working conditions that meet sanitary and hygienic requirements; right to decide labor disputes legal means, including the right to strike;

The Labor Code of the Russian Federation, which regulates the regulation of labor relations between an institution and an employee. A single procedure for documenting labor relations in an institution is established on the basis of the articles of the Labor Code, which lists legislative and other regulatory and legal acts, which govern labor Relations(Article 5).

They include:

Labor legislation (including legislation on labor protection), the Labor Code, other federal laws and laws of the constituent entities of the Russian Federation containing labor law norms;

Other regulatory legal acts containing labor law norms;

Decrees of the President of the Russian Federation;

Decrees of the Government of the Russian Federation and regulatory legal acts of federal executive bodies;

Regulatory legal acts of the executive authorities of the constituent entities of the Russian Federation;

Normative legal acts of local self-government bodies and the regulated internal Charter of the organization.

A separate section of the Labor Code (10) is devoted to the basics of labor protection in the Russian Federation in organizations.

The Federal Law of July 27, 2006 N 152-FZ "On Personal Data" is fully devoted to personal data and their protection. The purpose of the Law is "to ensure the protection of the rights and freedoms of a person and a citizen in the processing of his personal data, including the protection of the rights to privacy, personal and family secrets." An HR officer should be guided by the provision of Article 1 of the Law, which regulates relations related to the processing of personal data, with the use of automation tools and without the use of such tools - that is, the provisions of the Law also apply to traditional technologies for working with documents containing personal data.

Article 7 of the Law emphasizes the confidentiality of personal data, on the basis of which the personnel service of the organization develops its regulation on working with personal data.

Federal Law No. 149-FZ of July 27, 2006 “On Information, Information Technologies and Information Protection” regulates relations arising in the exercise of the right to search, receive, transmit, produce and disseminate information, i.e. information (messages, data) regardless of the form of their presentation, the use of information technologies, ensuring the protection of information.

According to the stated principles legal regulation relations in the field of information, information technology and information protection: freedom to search, receive, transfer, produce, disseminate information in a legal way; reliability, timeliness, openness; equality of languages in the creation of information; ensuring security and privacy, inadmissibility of collection, storage, use and dissemination of information about the private life of a person without his consent.

The legislative acts regulating the process of documentation include the Federal Law of June 1, 2005 N 53-FZ "On the State Language of the Russian Federation". It determines the use of the state language in the preparation and execution of official documents. According to Article 68 of the Constitution of the Russian Federation: "the state language of the Russian Federation throughout its territory is the Russian language."

Storage and use of documents in the current activities of the institution, examination of the value and delivery of documents for archival storage is also included in the concept personnel office work.

Federal Law No. 125-FZ of October 22, 2004 “On Archiving in the Russian Federation” regulates relations arising from the organization of storage, acquisition, accounting and use of documents of the Archival Fund of the Russian Federation and other archival documents, regardless of their form of ownership, as well as relations in the field of archival management in the Russian Federation in the interests of citizens, society and the state.

For personnel services commercial organizations who do not transfer documents for state storage, but store them at home, the Rules govern the organization of the rules for maintaining their archive.

It is important to highlight the importance of the following laws for the activities of commercial organizations:

The Federal Law "On Joint Stock Companies" determines the procedure for the creation and legal status of joint stock companies, the rights and obligations of their shareholders, and also ensures the protection of the rights and interests of shareholders.

The Federal Law "On Commercial Secrets" governs relations related to the classification of information as a commercial secret, the transfer of such information, the protection of its confidentiality and the prevention of unfair competition. The Law applies to information constituting a commercial secret, regardless of the type of medium on which it is recorded.

Registration and registration of personnel is carried out in accordance with the Unified forms of primary accounting documentation, approved by the Decree of January 5, 2004 N 1 "On approval of unified forms of primary accounting documentation for accounting for labor and its payment." The forms of primary accounting documentation presented in it should be used by all legal entities operating in the territory of the Russian Federation. The document also provides guidance on how to complete the proposed forms.

Federal Law No. 402-FZ of December 6, 2011 “On Accounting” establishes that a company has the right to develop any document independently, regardless of whether its form is in the albums of unified forms or not. The main thing is that the form contains mandatory details, including: the name of the document and the date of its compilation; Name of the organization; type of document; a description of the personnel action and the value of its measurement in physical and (or) monetary terms, the names of the positions of responsible persons and their signatures with the decoding of the last name and initials (clause 2 of article 9 of Law No. 402-FZ).

The new law does not prohibit the use of unified forms "T" - they can continue to be used.

Only two forms on accounting of working hours and settlements with personnel on remuneration remain mandatory in 2013: payroll (form No. T-49) and payroll (form No. T-53). These forms are mentioned in the current Regulation No. 373-P, therefore, you cannot use your own document instead.

Decree of the Government of the Russian Federation of April 16, 2003 No. 225 “On work books” and Decree of the Ministry of Labor of the Russian Federation of October 10, 2003 No. 69 “On approval of instructions for filling out work books” fix the basic rules for working with work books of personnel services employees.

Requirements for the execution of documents of organizational and administrative documentation are enshrined in GOST R 6.30-2003. The scope of this standard includes organizational and administrative documents such as: resolutions, orders, decisions, protocols, acts, letters and other documents included in OKUD (class 020000). All these documents are handled by the personnel department.

In the activities of the personnel service are also used: All-Russian classifier of professions of workers, positions of employees and tariff categories(OKPDTR), the Unified Tariff-Qualified Directory of Works and Professions of Workers (ETKS) and the Qualification Directory for the Positions of Managers, Specialists and Other Employees (KSD). Classifiers are designed to solve problems related to the assessment of the number of workers and employees, accounting for the composition and distribution of personnel by categories of personnel, skill level, and also serve as the basis for the development of job descriptions.

Legislative and legal normative documents describe various aspects of documentation, regulate the types of documents and requirements for their execution, provide definitions of concepts, terms and procedures for their storage, processing and destruction.

Paperwork is strictly in accordance with a set of legislative acts, especially the management of labor relations in the organization.

1.2 Organizational structure and regulatory legal documents of JSC "ISS" them. M.F. Reshetnev

Documents related to personnel records management and drawn up by the personnel service of an enterprise (organization) are divided into:

Organizational documents on personnel (personnel);

Administrative documents on personnel (for personnel or for personnel);

Accounting documents for personnel (personnel);

Information and reference documents on personnel (personnel).

For the proper organization of work with personnel in any enterprise or organization, initially, they must be drawn up and approved in the prescribed manner. organizational documents by staff.

The main organizational documents of JSC "ISS" include:

staffing;

Regulations on wages and bonuses for employees;

Regulations on the personal data of employees;

Job descriptions of employees;

Labor protection instructions.

Charter- one of the main founding documents legal entity(organization) that determines the legal status of the company, its name, location, the procedure for managing the company's activities, the subject and goals of its activities, as well as other essential information provided by law for legal entities of the corresponding type.

The Charter of ISS JSC contains the following sections:

General provisions;

Name and location of the Company;

Legal status of the Company. Rights and obligations of the Company;

Purposes and object of the Company's activity;

Responsibility of the Company;

Branches and representative offices of the Company. Subsidiaries and dependent companies;

Authorized capital;

Shares of the Company. Shareholders' rights;

Bonds and other equity securities of the Company;

Alienation of shares to shareholders;

Dividends of the Company. Foundations and net assets Society;

Management and control bodies of the Company. Scientific and Technical Council;

General Meeting of Shareholders;

Board of Directors of the Company; executive agency Society;

Responsibility of members of the Board of Directors and the General Director of the Company;

Accounting and reporting of the Company. Documents of the Society;

Control over the financial and economic activities of the Company;

Reorganization and liquidation of the Company.

Charter in new edition was approved by the order of the Federal Agency for State Property Management on April 18, 2013.

Internal labor regulations- a local normative act developed and operating in accordance with the Labor Code of the Russian Federation, other federal laws and regulatory legal acts of the Russian Federation, regulating the procedure for hiring and dismissing employees, the basic rights, obligations and responsibilities of the parties to the employment contract, working hours, rest time, incentives and disciplinary sanctions applied to employees for violation labor discipline, as well as other issues of regulation of labor relations.

The internal labor regulations of ISS JSC contain the following sections:

General provisions;

The procedure for hiring and dismissing employees;

Basic rights and obligations of employees and the employer;

Working hours and rest time;

labor discipline;

Encouragement of employees for success in work;

Suspension from work.

Each worker is obliged to perform the work assigned to him in compliance with the internal labor regulations.

staffing- a document approved by the head of the organization and containing information on the number of employees of the relevant categories (staff units) for each position, job titles, official salaries and bonuses to them.

The staff list of JSC "ISS" contains a list of structural units, job titles and qualifications, the number of staff units, the amount of salary and allowances.

In accordance with the Charter of the Company, the General Director determines the organizational structure of JSC "ISS" and approves the staffing table.

Regulation "On remuneration and bonuses for employees of JSC" ISS " includes the following sections:

General provisions;

Certification of employees;

Official salaries of employees;

Additional types of wages;

compensation payments;

incentive payments. Rewards;

Employer's responsibility.

In addition to the main Regulation “On remuneration and bonuses for employees of JSC “ISS”, other provisions on bonuses are in force in the organization:

Regulations on bonuses for the main results of economic activity;

Regulations on bonuses for the main results of financial and economic activities;

Regulations on incentives for the search for additional (initiative) work;

Regulations on bonuses for the performance of particularly important work;

Regulations on the payment of remuneration for promoting the creation and use of inventions and rationalization proposals.

Regulation "On personal data of employees of JSC" ISS " is an internal local regulatory act of the Company, mandatory for the employer and all employees of the Company.

The Regulation determines the procedure for obtaining, processing, storing, using and protecting personal data of the Company's employees in accordance with the current legislation of the Russian Federation.

The regulation was developed in accordance with the Constitution of the Russian Federation, the Labor Code of the Russian Federation, the Federal Law "On Personal Data" No. 152-FZ dated July 27, 2006, the order of the Federal Space Agency No. VD-19 dated February 13, 2007, and other current regulatory legal acts of the Russian Federation.

The Regulation “On Personal Data of Employees of ISS JSC” includes the following sections:

General provisions;

Terms, definitions used in the regulation;

The concept and composition of personal data;

Collection, processing and storage of personal data of the employee;

Access to the employee's personal data;

Protection of the employee's personal data;

The rights and obligations of an employee in the field of personal data protection;

Consent of the employee to the processing of personal data;

Responsibility for violation of the rules governing the processing and protection of personal data of an employee.

The Regulation is brought to the attention of all employees of the Company against signature. In case of refusal or evasion of the employee from familiarization with the Regulations against signature, an appropriate act is drawn up.

Job description- a local normative act regulating the activities of a particular official (categories of officials (employees) - management, specialists, technical performers, etc.) of the company and establishing the procedure for the application by these persons (employees) in the course of their activities of the provisions of the relevant legislative and regulatory legal acts, as well as local regulations of the company.

The job description contains:

General provisions;

Job responsibilities;

A responsibility.

When applying for a job, each employee is introduced to the job description against signature by the head of the unit.

Labor protection instruction establishes safety requirements for workers.

In accordance with Article 212 of the Labor Code of the Russian Federation, the responsibility for ensuring safe conditions and labor protection in JSC "ISS" is assigned to the employer - the General Director.

JSC "ISS" has general instruction on labor protection, as well as separate instructions for professions and types of work.

The main sections that include the general instruction on labor protection:

General rules for labor protection when traveling to and from work;

General rules for labor protection when moving on the territory of the Company;

General rules for labor protection when moving inside industrial and administrative buildings;

Labor protection requirements at the end of work;

Investigation of accidents at work;

Investigation occupational diseases(poisoning);

Compensation for harm caused to the life and health of an employee;

Investigation of other accidents;

Conclusion.

Labor protection instructions for professions and types of work include only some sections intended only for specific categories of workers:

General requirements for labor protection;

Labor protection requirements before starting work;

Occupational safety requirements when performing work;

Labor protection requirements in emergency situations;

Requirements for labor protection at the end of work.

For violation of the requirements of legislative and other regulations on labor protection, employees of the Company may be subject to disciplinary, and, in appropriate cases, to material, civil, administrative and criminal liability in the manner established by the Legislation RF.

TO administrative documents for personnel (personnel) include orders (instructions) of the head of the enterprise on:

Hiring, transferring to another job and dismissal of employees;

Granting leave to the employee (employees);

Incentives and penalties;

Making changes to the work book (change of surname, change of position, etc.).

Order- this is a documented managerial decision of a regulatory nature, issued by the director of the company in order to regulate the actions of his subordinates, as a rule, on two or more issues of the main (everyday) activity.

The Human Resources Department of ISS JSC uses the following forms of orders:

1) about hiring:

- No. T-1 "Order (instruction) on hiring an employee";

- No. T-1a "Order (instruction) on the hiring of workers."

2) transfer orders:

- No. T-5 "Order (instruction) on the transfer of an employee to another job";

- No. T-5a "Order (instruction) on the transfer of an employee to another job."

) dismissal orders:

- No. T-8 "Order (instruction) on the termination (termination) of an employment contract with an employee (dismissal)";

- No. T-8a "Order (instruction) on the termination (termination) employment contract with an employee (dismissal).

) award orders:

- No. T-11 "Order (instruction) on the promotion of an employee";

- No. T-11a "Order (instruction) on the promotion of an employee."

) leave orders:

- No. T-6 "Order (instruction) on granting leave to an employee";

- No. T-6a "Order (instruction) on granting leave to an employee."

Draft orders on personnel issues of ISS JSC are prepared by the HR Department on the basis of relevant submissions, endorsed by the head of the HR department (head of the HR department).

The General Director of ISS JSC signs the orders:

On the recruitment of all categories of managers;

On transfer to another job and relocation (from the deputy head of an independent structural unit and above);

On the termination of employment contracts on the grounds provided for in Article 77 of the Labor Code (LC) of the Russian Federation, with managers (from the deputy head of an independent structural unit and above);

On granting (revoking, extending, postponing) annual paid leave, leave without pay to heads of direct subordination to the State Duma, etc.

Deputy General Director for Human Resources of JSC "ISS" signs orders:

On the employment of workers and specialists, as well as students and pupils for the period of passing all types of practice and certification;

On the transfer (relocation) to another job, including the temporary transfer (relocation) of managers, specialists and workers, as well as students and students during the period of all types of practice and certification;

On transfer to another job in accordance with a medical report;

On the termination of employment contracts on the grounds provided for in Article 77 of the Labor Code of the Russian Federation with workers, specialists and managers, as well as with students and pupils at the end of the period of passing all types of practices and certification, etc.

Prior to the start of approval, draft orders must be submitted to the Company's office for verification of compliance with the requirements of the office work instructions. After carrying out the above verification, specialists of the Society's office make a mark or stamp on the draft order.

1.3 HR department of ISS JSC

Office work is a branch of activity that provides documentation and organization of work with official documents.

Office work covers the whole range of works on the creation and execution of documents, their execution and control of deadlines, on the accounting of documents, the formation of cases from executed documents, the storage and use of current cases, and their preparation for archiving.

Currently, the term "paperwork" more often sounds like "documentary support for management" (DOE), is performed by a special service, acting as an independent structural unit. It can be: the administration of affairs, the general department, the office or the secretariat.

Documentation support for the management activities of the organization is the most important service management function, on the rational organization of which the speed and quality of managerial decision-making, the efficiency of the organization as a whole, and depends on the decision of the management and the PEI service itself. The regulation of the chosen form of work with documents is fixed in the instructions for office work.

The work of the personnel service must be documented. The preparation, execution of documents, work with them and storage are regulated by legislative and regulatory legal acts, the implementation of which is mandatory for any personnel service, regardless of its size. In addition, each enterprise develops local regulations governing the work of the personnel service of this organization. Every year, the personnel service prepares a nomenclature of cases, the formation of which is also recognized as mandatory for personnel officers.

The regulatory and methodological framework is a set of laws, regulatory legal acts and methodological documents that regulate the technology for creating documents, processing them, storing and using them in the current activities of the organization, as well as the activities of the records management service: its structure, functions, staffing, technical support and some others aspects of.

The normative and methodological basis of office work is:

) legislative acts of the Russian Federation in the field of information and documentation;

) decrees and orders of the President of the Russian Federation, resolutions of the Government of the Russian Federation;

) normative legal acts of federal executive bodies regulating the legal issues of documentation support for management activities;

) state standards for documents;

) all-Russian classifiers of technical, economic and social information;

a) unified documentation systems;

) regulatory legal acts, as well as methodological documents on office work, published by the management of organizations and enterprises.

The regulatory and methodological framework for office work also includes legislative acts of the constituent entities of the Russian Federation and legal acts adopted by the executive authorities of the constituent entities of the Russian Federation. These acts should be taken into account when organizing office work, primarily by representative and executive authorities of the constituent entities of the Russian Federation, as well as organizations and enterprises operating on their territory.

First of all, employees responsible for office work on personnel should know the Labor Code of the Russian Federation (hereinafter - the Labor Code of the Russian Federation). Based on the articles of the Labor Code of the Russian Federation, the enterprise establishes a unified procedure for processing documents of the personnel service.

The Labor Code of the Russian Federation of December 30, 2001 No. 197-FZ is the main legislative act based on the generally recognized principles and norms of international law and the Constitution of the Russian Federation, it regulates relations in the labor sphere.

Doing personnel office work allows you to effectively solve several problems at once:

Document labor relations, formalize personnel procedures for a particular employer;

Build a coherent personnel management system that meets strategic objectives guides;

Regulate the relationship between the employee and the employer. Maintaining personnel records allows you to achieve a certain “balance” in the relationship between the employer and employees by clearly regulating their rights and obligations (for example, job descriptions regulate what exactly each employee should do, his range of rights, duties, scope of responsibility);

Create an organizational and legal basis for labor activity, both for employees and for the employer. On the one hand, personnel documents support the interests of the employer, and on the other hand, they direct him to prevent ignoring the requirements of labor legislation. The presence of well-written personnel documents is mutually beneficial for both parties to the employment contract;

Resolve labor disputes. The success of the employer's position in the event of conflict situations depends on the quality of the execution of personnel documents, especially when personnel documentation acts as one of the written evidence in litigation in labor disputes.

In the process of emergence and establishment of labor relations in the personnel department, a lot of documents are formed under the general name "personnel documentation". The whole complex of these documents can be systematized according to various criteria.

For example, two large groups of personnel documents are distinguished by target affiliation:

Documents on the accounting of personnel of employees, which include orders for hiring, transferring to another job, granting leave, dismissal, employee's personal card and others. The main part of the documents on personnel was included in the unified forms of primary accounting documentation for accounting for labor and its payment, approved by the Decree of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1 "On approval of unified forms of primary accounting documentation for accounting for labor and its payment."

The second group consists of documents related to the implementation of functions for personnel management and labor organization (rules of internal labor regulations, regulations on the structural unit, job descriptions, structure and headcount, staffing). In the "All-Russian classifier of management documentation" OK 011-93, approved by the Decree of the State Standard of the Russian Federation of December 30, 1993 No. 299 (hereinafter OKUD), these documents are called "documentation on the organizational and regulatory regulation of the activities of an organization, enterprise."

In addition, the developers of the above classifier apply another principle for systematizing personnel documentation, namely, according to the main personnel procedures, the following types of personnel documents are distinguished:

. Recruitment Documentation: application for a job; appointment contract; The order of acceptance to work; minutes of the general meeting of the labor collective on hiring.

. Job transfer documentation: application for transfer to another job; representation of the transfer to another job; order to transfer to another job.

. Retirement documentation: letter of resignation; dismissal order; protocol general meeting of the labor collective about dismissal.

. Leave documentation: vacation schedule; leave application; vacation order.

. Incentive documentation: representation of the promotion; incentive order; minutes of the general meeting of the labor collective on encouragement.

. Documentation on registration of disciplinary sanctions: memorandum on violation of labor discipline; explanatory note on violation of labor discipline; order to impose a disciplinary sanction; minutes of the general meeting of the labor collective on the imposition of a disciplinary sanction.

Based on the main managerial tasks, a complex of personnel documents can also be represented as a system that includes the following groups (subsystems) of documents related by the unity of origin and differing in their functional purpose:

Organizational and legal documentation:

Internal labor regulations;

staffing;

Regulations on the structural unit;

Vacation schedule;

Job instructions.

Personal documentation:

Employment history;

Private bussiness;

Employee's personal card.

Contractual documentation:

Collective agreement (agreement);

Labor contract.

Administrative documentation (orders on personnel).

Accounting forms (books, magazines, etc.) of personnel documentation;

Documentation on accounting of working hours and settlements with personnel.

Information and reference documentation.

The composition of the documents of the personnel service in reality is much wider, it includes correspondence with other third-party organizations, regulatory organizations, reporting, planning documentation, as well as a significant amount of regulatory and reference documentation.

Regulatory and reference documentation regulates the uniform practice of applying the rules of law and is the legal basis for the activities of the personnel service.

In the personnel management subsystem, as well as in the management system, the entire organization has implemented and maintains the following unified documentation systems:

Planned (planned targets for personnel issues, applications for young professionals, orders, planned calculations for the number, wages, etc.);

Primary accounting (accounting for labor and wages);

Reporting and statistical (by number, balance of working hours, etc.);

Social security (pensions, allowances, benefits, etc.);

Organizational and administrative (acts, letters, memorandums, etc.).

Each division of the personnel management service develops, draws up, executes the documentation that corresponds to its functional purpose. So, the personnel department without fail maintains the following personnel documents:

Personal files of employees of the organization, including a personal sheet, questionnaire, autobiography, copies of documents on education, recommendations, etc.;

personal cards;

Employment books, pension cases, employment contracts, etc.

The procedure for working with these documents is regulated, as a rule, by industry and departmental regulatory and methodological materials.

HR departments draw up a number of documents in accordance with the above classification: draft orders on personnel matters (on hiring and dismissal, transfer, relocation, awards, etc.), a plan (report) for the training and advanced training of personnel, certificates on the state of labor discipline, data on staff turnover, vacation schedule, proposals for the formation of a reserve of personnel for promotion, a plan for the number of employees with distribution by divisions and categories, staffing, time sheets of employees, applications for the required number of specialists and workers, employment contracts, schedules for certification of employees, referrals for employment of specialists and workers, etc.

Much of the documentation is internal to the organization. The procedure for working with it is governed by internal rules and regulations. Particular attention is paid to the control over the execution of personnel documents, which is carried out either by the head of the personnel management system, his secretary, or by the heads of personnel departments.

TO accounting documents for personnel (personnel) relate:

Personal card;

Income and expense book for accounting forms of the work book and an insert in it;

Book of accounting for the movement of work books and inserts in them;

Vacation schedule;

Other Documents.

Employee's personal card- the main document of the personnel accounting system, is issued for all employees of the enterprise hired on the terms of an employment contract, regardless of whether this place of work is the main one or the employee is employed part-time, he is hired for permanent, temporary or seasonal work. It is conducted at all enterprises, regardless of the form of ownership, throughout the entire period of the employee's labor activity in this organization and is closed only upon dismissal.

In OA "ISS" an employee of the HR department fills out a personal card of the T-2 form. Form T-2 cards are kept in a separate locked room in the Human Resources department.

Personal cards of the T-2 form are filled out for employees hired on the basis of an admission order. For this, information is used from the documents presented by the employee (in accordance with Article 65 of the Labor Code of the Russian Federation): passport, work book, insurance certificate of state pension insurance, military registration documents (for those liable for military service), a document on education, as well as additional information that reports an employee about himself.

In addition, information is required that cannot be gleaned from documents. Contact phone number, family composition, dates of birth of relatives, level of proficiency foreign languages This information must be provided by the employee himself. Therefore, it is necessary that the employee be present when issuing a personal card (and not fill it out himself). Personal card form T-2 is a document strict accountability, and the responsibility for its correct execution lies with the employee of the personnel service.

The personal card of the T-2 form of an employee is made in the amount of 1 copy. This document is stored for 75 years, separately from personal files.

Income and expense book for accounting forms of the work book and an insert in it JSC "ISS" is responsible for accounting. It registers all operations for receiving and spending forms of the work book and an insert in it.

Book of accounting for the movement of work books and inserts in them in JSC "ISS" is conducted by an employee of the HR department. In this book, all work books of employees who work in the Company are registered. The cost of the form of the work book and the insert to it is paid by the employee.

Forms of work books are issued to persons responsible for maintaining work books only upon request. Responsibility for the maintenance, storage, accounting and issuance of work books and inserts to them lies with a specially authorized person appointed by order of the employer. At the end of each month, the person responsible for maintaining work books (human resources officer) is obliged to submit to the accounting department a report on the availability of forms and on the amounts received for work books. In this case, the accountable person must attach the receipt order of the cash desk of the organization.

The forms of the income and expense book for accounting for the forms of the work book and the insert in it, as well as the book for accounting for the movement of work books and inserts, are given, respectively, in Appendix No. 2 and Appendix No. 3 to the Decree of the Ministry of Labor of Russia dated October 10, 2003 No. 69.

All pages of the book are divided into the necessary columns, numbered, the registration form is stapled (laced), certified by the signature (of the head of the personnel department, deputy head of the enterprise for personnel, head of the enterprise) and sealed. The book of accounting for the movement of work books is certified only by the signature of the head of the enterprise.

Vacation schedule- a document that determines the order in which vacations are granted to employees.

In ISS JSC, vacations are provided in accordance with vacation schedules of independent structural divisions of the Company. The vacation schedule is approved annually by the employer, taking into account the opinion of the elected trade union body of the Company no later than two weeks before the start of the calendar year. It reflects information about the time of distribution of paid vacations for employees for the calendar year.

The vacation schedule is mandatory for both the employer and the employee (part 2 of article 123 of the Labor Code of the Russian Federation).

To reflect information on the distribution of annual paid holidays for employees of all structural divisions, a unified form No. T-7 is used (approved by Resolution of the State Statistics Committee of the Russian Federation of 01/05/2004 N 1).

The vacation schedule in independent structural subdivisions of the Company is compiled using the ACS FEP program.

According to the regulation “On vacations for employees of ISS JSC”, by November 15 of each year, ready-made vacation schedules are transferred by independent structural units to the HR department in the amount of two copies. The vacation schedule is agreed by the head of the HR department no later than December 14 of each year, and the first copy of the document is kept in the HR department. The second copy of the agreed vacation schedule is returned to an independent structural unit.

If a specific calendar date of vacation is planned in the vacation schedule, then no later than two weeks before the start of the vacation, the employer is obliged to notify the employee about this against signature (part 3 of article 123 of the Labor Code of the Russian Federation). If the vacation schedule does not indicate a specific start date for the vacation, then no later than fifteen days before it starts, the employee has the right to write an application for granting him a vacation in the month established by the vacation schedule addressed to the immediate head of an independent structural unit, indicating the specific start date of the vacation.

In the event of a change (postponement) of the period of annual paid leave (its separate parts) at the initiative of the employee or in connection with production needs, as well as in the event of recall of the employee from annual paid leave, these changes are subject to introduction into the approved vacation schedule.

The head of an independent structural unit bears disciplinary responsibility for the timeliness and correctness of the vacation schedule, its observance, as well as for making appropriate changes to it in cases.

TO information and reference documents in personnel work relate:

Help;

Reporting, memos;

Explanatory notes, etc.

These documents are intended either to transfer information from one addressee to another, or to record any information. Based on the resolution of the head, such documents can serve as the basis for making individual decisions or preparing administrative documents.

Information and reference documents in JSC "ISS" are issued on issues provided for by the Charter of the enterprise and the regulations on its structural divisions.

Act - a document drawn up by several persons and confirming the facts or events established by them.

Acts are diverse in their purpose and content:

Acceptance (works, material assets, documents);

Surveys (state of safety, fire safety, working conditions, performance results);

Allocations for destruction (material assets, documents);

Transfers (documents);

Violations of established rules;

Investigation of accidents, accidents, etc.

Acts are drawn up collectively (at least two drafters). Often, acts are drawn up by specially created commissions, the composition of which is approved by the administrative document of the head of the organization. The act is considered adopted and enters into force after it is signed by all members of the commission or all persons who participated in its preparation.

A person who disagrees with the content of the act is obliged to sign it with a reservation about his disagreement. A dissenting opinion of a member of the commission should be drawn up on a separate sheet and attached to the act.

The Human Resources Department of ISS JSC draws up acts on the letterhead of the Company with the company logo, which contain the required details:

The workshop (department) that makes up the act;

Place of compilation;

Title (content);

Signatures.

Usually, the HR department with JSC "ISS" leaves acts on issues related to discipline, such as:

Act of refusal to familiarize with the order;

The act of refusal to familiarize with the order and receive a copy of the act;

An act of refusal to provide a written explanation on the fact of absence from the workplace;

The act of conducting an internal investigation regarding the loss of a security document - an official pass (plastic card) for access to the territory of the Company.

V references various facts and events are described or confirmed. References are usually of two types:

confirming one or the other legal facts and issued to interested parties.

References can be internal or external. The internal certificate is signed by the performer, and certificates drawn up at the request of external organizations are signed by the head of the enterprise.

According to Art. 62 of the Labor Code of the Russian Federation, the administration is obliged to issue to the employee, at his request, a certificate of work in this organization indicating the specialty, qualifications, position, working hours and wages.

The Human Resources Department of ISS JSC most often issues these certificates. A certificate is issued on an A4 sheet.

Mandatory reference details:

Name of the organization (for internal - the name of the structural unit);

Name of the document type;

Date and registration number;

Place of compilation (for external reference);

Destination;

Title (content);

Signature;

memorandum- a document addressed to the head of a higher organization, head of a department or organization and setting out any issue with the conclusions and proposals of the compiler.

memo- a note on the performance of any work sent by an official to another official.

A memo is a type of memorandum.

Reports and memos of JSC "ISS" are printed on the established forms of forms with the logo of the enterprise and details of the enterprise.

When making a note on two or more pages, the second and subsequent pages are numbered in the middle of the top margin of the sheet.

The text of a report or memo, as a rule, should relate to one issue or several issues if they are interrelated and will be considered in one structural unit of the addressee organization.

Explanatory letter - a document drawn up to explain certain provisions of the work performed (project, development, report).

Explanatory notes are of two types:

In notes of the first type, they explain the content of individual provisions of the main document;

In notes of the second type, employees of the enterprise write about the reasons for their actions or comment on any events.

Explanatory notes are drawn up similarly to memorandums (only they do not contain conclusions and proposals) and are signed by the compiler indicating the position and decoding of the signature.

Since JSC "ISS" is a sensitive enterprise where an automated time tracking system is used, the most common reason why the personnel department of JSC "ISS" writes a memorandum is the commission of a disciplinary offense.

There are no specific rules for writing an explanatory note; an employee can write it by hand or type it on a computer in any form. He must indicate the fact that served as the reason for writing the memorandum and the reasons that could explain this situation.

The Human Resources Department of JSC "ISS" plays an important role in the enterprise, because he has to create great amount various documents that are necessary for organizing the work of the Society.

Thus, we can conclude that all the documentation that the personnel department develops and uses should be called the normative and methodological support of the personnel management system.

Regulatory and methodological support creates the conditions for an effective process of preparing, making and implementing decisions on personnel management issues. It consists in organizing the development and application of methodological documents, as well as maintaining a regulatory economy in the personnel management system.

Responsibility for providing the personnel management system with regulatory and methodological documents is borne by the relevant divisions of the organization's management apparatus (standardization department, management organization department, legal department).

Based standard documents taking into account the characteristics of the organization, employees of the personnel management service develop documents for internal use. So, an important organizational and administrative document is the internal labor regulations that regulate the labor schedule in the organization. In accordance with the Labor Code of the Russian Federation, a worker is obliged to perform the work assigned to him in compliance with the internal labor regulations.

The most important organizational document is collective agreement, developed with the direct participation of departments of the personnel management service (HR department, department of labor organization and wages, legal department).

Collective agreement- this is an agreement concluded by the labor collective with the administration to regulate their relationship in the process of production and economic activities for a period of one to three years.

The procedure and conditions for concluding a collective agreement are determined by the Law of the Russian Federation "On Collective Agreements and Agreements" dated March 11, 1992 No. 2490-1 as amended by Federal Law No. 176-FZ dated December 24, 1995. Part II Edition Moscow Laws and Codes of the Russian Federation 2011-2014, Labor Code of the Russian Federation, Chapter 7 Art. 49, Art. 50, Art. 51.

Documents of an organizational, methodological and methodological nature include those regulating the performance of personnel management functions. This includes: provision for the formation personnel reserve In the organisation; position on the organization of adaptation of workers; recommendations on the organization of recruitment and selection of personnel; position on the settlement of relationships in the team; salary position; instruction on compliance with safety regulations, etc. The development of these documents is carried out by employees of the relevant parts of the personnel management system.

To develop these and other documents, as well as to perform a number of personnel management functions, such a regulatory document as the Qualification Directory for the positions of managers, specialists and other employees, approved by the Ministry of Labor of the Russian Federation in 1998 (as amended in 2007), is used. Designed to regulate the organization of labor of these categories of workers, to ensure the rational selection, placement and use of personnel, to establish wages for workers depending on their level of qualification. Directory includes qualification characteristics positions, each of which has the following sections:

Job responsibilities;

Must know;

Qualification requirements.

To characterize work positions, rate work, assign qualification categories to workers, draw up training and advanced training programs for workers, such a regulatory document as the Unified Tariff and Qualification Reference Book of Works and Occupations of Workers (ETKS) is used. The tariff and qualification characteristics of the professions of workers are given by category and consist of sections:

- "Characteristics of work" - a list of labor skills that a worker must possess in order to obtain a category corresponding to the work performed;

- "Must be able" - a minimum of special knowledge and skills required to work in this category;

- "Examples of work" - a list of the most typical jobs for a given profession and a given tariff category.

Conclusion: thus, the preschool educational institution is under the regulation of legislative regulations that establish General requirements to documenting the activities of the organization, as well as working with these documents, the correctness of their maintenance and filling. Taking into account the maintenance of the personal file of each employee with making notes in the personal file and work book.

Drawing up Orders and administrative documents strictly in accordance with standardized forms (for example, T forms, etc.) and the provisions of office work and personnel management specified in the legislation and taking into account the internal administrative documentation of the enterprise.

JSC "ISS" is a sensitive enterprise, where the system of automated accounting of working hours is used, taking into account the principles of systematization of personnel documentation on the main personnel procedures.

CHAPTER 2. ANALYSIS OF THE FEATURES OF THE ORGANIZATION OF THE DOE OF THE HR SERVICE OF JSC "ISS"

The company has provisions and clauses in accordance with the Law of the Russian Federation "On State Secrets" of July 21, 1993 (as amended on December 21, 2013) and the Federal Law "On Commercial Secrets" of July 29, 2004 No. 98-FZ, (as amended on March 12, 2004) .2014).

The issues of using information classified as state secrets and other confidential information are determined by the Law of the Russian Federation of July 21, 1993 N 5485-I "On State Secrets" (08.11.2011).

The law determines the list of information constituting a state secret and establishes the powers of state bodies and officials called upon to ensure the preservation and protection of state secrets. The legislation of the Russian Federation also regulates other areas of activity closely related to documentation support.

Legal acts adopted by the President of the Russian Federation and the Government of the Russian Federation develop the provisions fixed in legislative acts on information and documentation.

A number of decrees of the President of the Russian Federation are aimed at ensuring the protection of information:

Decree of the President of the Russian Federation of January 24, 1998 No. 61 "On the list of information classified as state secrets",

Decree of the President of the Russian Federation of March 6, 1997 No. 188 "On approval of the list of confidential information" (as amended and supplemented on September 23, 2005),

Decree of the Government of the Russian Federation of September 4, 1995 No. 870 "On approval of the Rules for classifying information constituting a state secret as various information of secrecy."

Decree of the Government of the Russian Federation of October 17, 2009 No. No. 822 Part III "Features of the standardization of defense products (works, services) used to protect information constituting a state secret ...", including the decree in paragraph 27 of the State Corporation on nuclear power Rosatom.

Decrees of the President of the Russian Federation and resolutions of the Government of the Russian Federation regulate the issues of preparation, publication, state registration and implementation of regulatory legal acts issued by government bodies. The rules for the preparation of regulatory legal acts of federal executive bodies and their state registration were approved by Decree of the Government of the Russian Federation of August 13, 1997 N 1009 (as amended on December 11, 2014)

Regulations "On the approval of the Administrative Regulations for the Execution Federal Service under the defense order (Rosoboronzakaz) of the state function for considering complaints against actions (inaction) of state customers, authorized bodies, specialized organizations, operators of electronic platforms, tender, auction or quotation commissions when placing orders for the supply of goods, performance of work, provision of services for federal state needs that are not related to the state defense order and information about which constitutes a state secret "order dated 03.12.2013 No. 27

The Federal Law "On Trade Secrets" dated July 29, 2004 No. 98-FZ, (as amended on March 12, 2014) regulates relations related to the establishment, change and termination of the trade secret regime in relation to information that has actual or potential commercial value by virtue of its obscurity to third parties, part 1, as amended. federal law<#"876221.files/image001.gif">

APPENDIX 2

Structural diagram of HR management of JSC "ISS"

APPENDIX 3

INSTRUCTIONS (PROJECT)

for HR in

JSC "ISS" named after Academician M.F. Reshetnev

GENERAL PROVISIONS

1 This Instruction on HR records management (hereinafter referred to as the Instruction) establishes uniform rules for HR records management in the Joint Stock Company "Information Satellite Systems" named after academician M.F. Reshetnev (hereinafter - the Company) and is aimed at improving personnel work in the Company.

2 The instruction has been developed in accordance with the current legislation of the Russian Federation.

3 Responsibility for the organization of personnel records management, compliance with established rules and procedures for working with personnel documents in the Company is assigned to the Human Resources Department. The Human Resources Department is an independent structural subdivision and reports to the Deputy General Director for Human Resources.

4 Responsible for the conduct of personnel records management are the heads of structural divisions of the department for work with personnel.

5 Responsible for the conduct of personnel records management are personally responsible for the implementation of the requirements of the Instruction, the safety of their official documents. Their loss is immediately reported to the head of the structural unit and reported to the Deputy General Director for Human Resources.

6 The rights and obligations of the person responsible for conducting personnel records management in the Company are determined by job descriptions.

COMPOSITION OF PERSONNEL DOCUMENTATION

1 The activity of the enterprise is provided by a system of interrelated management documents that make up its documentation base.

In accordance with the current legislation, the following personnel documents are created in the Company:

Instructions;

employment contracts;

job descriptions;

Personnel documents;

Other.

2.2 Personnel documents should be extremely concise and clear in content, comprehensively justified, not allowing for various interpretations.

3 Responsibility for the quality of preparation of documents and the reliability of the information contained in them rests with the persons who prepared, endorsed and signed such documents.

4 Forms of organizational and administrative personnel documents.

The company has the following forms:

Order of the general designer and general director;

General form;

Order.

The composition of the types of forms used at the enterprise is approved by the general designer and general director.

PREPARATION OF DOCUMENTS

1 When preparing personnel documents, those responsible for maintaining personnel records management are required to comply with the rules for issuing details set out below.

2 Heading to the text of the document.

The title to the text of the document should be concise and accurately convey the meaning of the text. The heading is compiled by the person preparing the draft document.

3 Document date.

Date of signing or event recorded in the document (administrative documents, letters, act),

Approval date (for the approved document: instruction, regulation).

All marks on the document related to its origin and execution must be dated and signed.

4 Approval of the document.

Approval of the document is drawn up with a visa on the document or with the stamp of approval.

Approval of a draft document is carried out, if necessary, to assess the validity of the document, its compliance with current legislation and legal acts.

The personnel document must be coordinated with the chief accountant, the head of the economic department and the head of the legal department.

Visas include the personal signature and position of the approver of the document, the transcript of the signature (initials, surname) and the date.

5 Document signature.

Personnel documents are signed by the general designer and the general director, or by his written order, his deputies.

The composition of the signature includes: the name of the position of the person who signed the document (when using the official letterhead, the name of the position is not indicated), personal signature and its transcript (initials, surname).

6 Approval of the document.

On documents subject to approval, the stamp of approval is affixed in the upper right corner of the first sheet of the document.

If additional instructions and clarifications are necessary, the document can be approved by order of the general designer and general director.

7 Use of seals and stamps

To certify the authenticity of personnel documents or the conformity of copies of personnel documents, the Company's company seals are used at the enterprise.

FEATURES OF REGISTRATION OF DOCUMENTS FOR INDIVIDUAL HR PROCEDURES

1 Orders on personnel

1.2 Orders on personnel are primary accounting documents that record the fact of admission, transfer or dismissal of an employee, and the basis for calculating his wages and other payments.

1.3 Registration of orders for personnel (on changing the name, on replacement, etc.) is carried out by the personnel department.

1.4 Orders for personnel are issued in one copy. The issuance of original orders for personnel is prohibited. At the request of an employee or structural unit, in order to fulfill his tasks, the personnel department issues duly certified copies or extracts from orders.

Copies or extracts from orders for personnel, in established cases, are transferred by the personnel service to the accounting department.

1.5 The Order is executed on a unified form or on the Company's letterhead.

1.6 The order is signed by the General Director and the General Designer of the Company or a person acting as such.

2.1 Act - a document drawn up by several officials and confirming the facts, events (act of acceptance - transfer of the work book) occurring in the Company.

2.2 The act is drawn up on the general letterhead of the Company.

2.3 The act is signed by the members of the commission for activation.

3 Business correspondence

3.1 Business correspondence is an essential means of communication with external organizations.

4 Job description

4.1 Job description - a regulatory document that defines the functions, rights and obligations of an employee of the Company.

4.2 On the basis of the job description, an employment contract is developed with the employee.

o 4.4.3 The job description should contain the following sections:

General provisions;

Qualification requirements;

Job responsibilities;

A responsibility.

5 Documents on the establishment of labor relations

5.1 Employment in the Company is carried out on the basis of an employment contract concluded between the employee and the Company. The employment contract is drawn up in two copies, each of which is signed by the parties. One copy of the employment contract is kept in the HR department of the Company, the other is handed over to the employee.

An employment contract can be concluded:

For undefined period;

For a specified period of at least one year.

Amendments and additions to the employment contract, including when transferring to another job, are carried out by the parties to the employment contract by concluding additional agreement to an employment contract.

An additional agreement to the employment contract is drawn up between its parties in writing at least two copies.

5.2 The grounds for employment in the Company (conclusion of an employment contract) are the candidate's application for employment.

The application for employment is written by the candidate himself, in accordance with the form of the Society

5.3 A personal sheet for personnel records is a document containing information of a personal and biographical nature about an employee.

The personal sheet for personnel records is filled in by the employee himself without blots and corrections in one copy. Answers to questions are given in accordance with the data contained in the personal documents of the applicant for work.

5.4 Not later than one working day after the conclusion of the employment contract, the employer is obliged, on the basis of the employment contract, to issue an order to hire an employee, which is brought to the attention of the employee against signature within no more than 3 calendar days.

The order for employment is drawn up in accordance with the unified form No. T-1.

The original order for employment remains in the custody of the personnel management department, a copy is transferred to the accounting department for registration of a personal account and payroll.

The unified form of order No. T-1 is the basis for filling out the registration form “Personal card T-2”, entering a mark on employment in the work book or issuing it (for first-time employees).

5.5 Personal card T-2 is the main accounting document, compiled for each employee hired, and serves as the basis for accounting for the composition and analysis of the movement of personnel.

The T-2 personal card is filled out on the basis of a survey of a newly hired employee and personal documents provided by the employee.

All subsequent changes in data about the employee (about education, about changing the place of residence, etc.) by the responsible employee of the personnel management service are reflected in the personal card T-2.

After filling out the T-2 personal card, the newly hired employee signs the T-2 personal card and puts down the date of filling.

5.6 On the basis of the completed personal card T-2, the responsible employee of the personnel service makes an entry in the work book of the employee (if any) in accordance with the requirements established by the act of the authorized state body for labor.

5.7 An order for movement, transfer is issued in a unified form No. T-5.

Form T-5 is designed to document the transfer to another job.

The basis for issuing an order is an application for transfer to another job, which contains the following details: addressee (head of the organization indicating his position, initials and surname), author (position, structural unit, initials and surname), name of the type of document (application), text, signature and date. The text contains the request of the employee to transfer him to another position, and (or) to another structural unit. The visas of the heads of structural subdivisions of the Company are affixed on the application - for the former and new place of work and the resolution of the head of the Company.

The transfer order is announced to the employee of the Company against receipt. The original order remains in the custody of the personnel department of the Company, a copy is transferred to the accounting department.

5.8 Dismissal of an employee of the Company, i.e. termination of the employment contract, document the form No. T-8 "Order (instruction) on the termination of the employment contract with the employee."

5.9 The letter of resignation is a written form of warning the employer about the termination of the employment contract at the initiative of the employee. The application is written by hand, addressed to the manager, the text contains the employee's request for dismissal, the reason and date of dismissal. The document must contain the date of submission of the application. The application is placed in a personal file along with a copy of the dismissal order.

The date of dismissal is a necessary requisite of the order, since in accordance with the Labor Code of the Russian Federation, the day the employee is dismissed in all cases is the last day of his work (Article 77 of the Labor Code of the Russian Federation).

The draft dismissal order is endorsed by the head of the HR department of the Company, the head of the structural unit from which the employee is dismissed, a lawyer, if the dismissal is initiated by the employer, the order is signed by the General Director and General Designer of the Company or a person authorized by him. The first copy of the order (instruction) remains in the Office, the second is transferred to the accounting department for settlement with the employee.

5.10 An order (instruction) on granting leave to an employee is issued in a unified form No. T-6.

The basis for issuing an order to grant leave is the application of the employee and the vacation schedule.

5.11 The sequence of granting paid vacations is determined annually in accordance with the vacation schedule approved by the General Director and General Designer of the Company or a person authorized by him, no later than 2 weeks before the start of the calendar year.

The vacation schedule is drawn up by employees of the Company's HR department, endorsed by the heads of structural divisions and approved by the General Director and General Designer of the Company or a person authorized by him.

When the vacation period is postponed to another time, with the consent of the employee and the head of the structural unit, appropriate changes are made to the vacation schedule.

The employee must be notified about the start time of the vacation no later than 2 weeks before it starts.

5.12 An order (instruction) to encourage an employee of the Company is issued in a unified form T-11.

The original order remains for storage in the Company's HR department, on its basis, information about the incentive is entered in the work book, Personal card form No. T-2 of the Company's employee.

5.13 An order to impose a disciplinary sanction is drawn up in text form on the order form based on the resolution of the General Director and General Designer of the Company or a person authorized by him, explanatory and memorandum

The order to impose a disciplinary sanction, indicating the motives for its issuance, is announced (reported) to the employee subjected to the disciplinary sanction against receipt within three working days from the date of its issuance. If the employee refuses to sign the order, an appropriate act is drawn up.

The first copy of the order remains for storage in the personnel department in the order file.

5.14 Before applying a penalty, an explanation in writing must be requested from an employee of the Company. In cases where the employee refuses to give such an explanation, an appropriate act is drawn up. The explanatory note explains the reasons for what happened - violation of labor discipline, failure to complete any task, etc. The explanatory note is written in one's own hand, in one copy.

5.15 A memorandum on violation of labor discipline is drawn up by the head of the Company's structural subdivision on the basis of an explanatory note from an employee of the Company. The resolution is written on a memorandum and must contain a decision on the type of disciplinary sanction.

6 Personnel records

6.1 The employee's work book is the main document on the work activity and work experience of the employee. Employment books are maintained in the manner prescribed by the "Rules for maintaining and storing work books, making forms of a work book and providing employers with them", approved by Decree of the Government of the Russian Federation of April 16, 2003 N 225 (as amended on February 6, 2004)

6.2 Personal file - a set of documents containing complete information about the employee and his work activity. Personal files are kept with the aim of concentrating all information about one employee in a separate complex (dossier).

Personal files are kept for executives, specialists, financially responsible persons.

A personal file is drawn up after the issuance of an employment order, formed during the entire period of work of the employee and supplemented by documents characterizing labor activity.

Documents in the employee's personal file are arranged in chronological order (by the date of their publication or compilation).

The personal files of employees are kept for 75 years, the heads of the organization - permanently.

Personal files are kept in the Human Resources Department. as strict reporting documents. Responsibility for the storage of personal files lies with the employee of the HR department responsible for maintaining personnel records management.

6.3 Upon termination of the employment contract, the employer is obliged to issue to the employee on the day of dismissal (the last day of work) a work book and, upon a written application from the employee, copies of documents related to work (Article 62 of the Labor Code of the Russian Federation). The application is drawn up by the employee in a written arbitrary form, with the exact designation of specific types of documents, copies of which the employee wishes to receive, and the justification of the corresponding requirement with reference to Article 62 of the Labor Code of the Russian Federation, and is submitted no later than three days before the date of dismissal.

6.4 The Labor Code of the Russian Federation additionally provides for the obligation of the employer to issue to the employee: a properly certified copy of the order (instruction) on employment (part 2 of article 68 of the Labor Code of the Russian Federation); work book and other documents related to work, upon termination of the employment contract at the initiative of the employee (part 5 of article 80 of the Labor Code of the Russian Federation); copies of any records containing the employee's personal data, except as provided by federal laws (Article 89 of the Labor Code of the Russian Federation).

The employer is obliged to issue to the employee, at his request, copies of documents related to work within three days from the date of submission of the relevant application without requiring payment from the employee.

6.5 Certification of copies related to the work may be carried out, depending on the type of a particular document, by the personnel service or the accounting department of the Company.

ORGANIZATION OF DOCUMENT FLOW

1 All correspondence received by the Company's Department is registered in the register of incoming documents.

2 Documents signed by the head of the Company for personnel matters and intended for sending to third parties are transferred to the General Department of the Company, where they are registered in the journal of outgoing documents, prepared for sending and sent.

Copies of sent personnel correspondence with visas are filed in the files of the Company's HR Department.

REGISTRATION OF DOCUMENTS

1 The basis for the construction of search engines is the registration of documents - a record of credentials about a document in the prescribed form, fixing the fact of its creation, sending or receiving.

2 All personnel documents requiring registration, execution and use for reference purposes are subject to registration.

3 Personnel documents are registered once: incoming - on the day of receipt, created - on the day of signing or approval.

4 Registration of personnel documents is carried out centrally. At the same time, all operations for the registration of personnel documents are carried out by the personnel department.

Registration of personnel documents is carried out within groups, depending on the type of document.

5 Personnel documents are registered in the traditional way - a card, a magazine; as well as in electronic form.

6 The registration number of the document consists of a serial number, which can be supplemented by an index of the case according to the nomenclature of cases. The components of the registration number are separated from each other by a dash or a slash.

CONTROL OF THE EXECUTION OF DOCUMENTS

1 Execution of documents is carried out in accordance with the terms established by the legislation of the Russian Federation. Deadlines for the execution of documents not provided for by the legislation of the Russian Federation are executed in accordance with the deadlines established by the internal documents of the Company.

Terms of execution are calculated in calendar days from the date of signing or approval of the document. The deadline for the execution of the document can be changed only by the person who established it.

2 The execution of the document is carried out in the following order:

Collection and processing of the necessary information;

Preparation of the project and execution of the document;

Approval and submission of the document for signature by the General Director and General Designer of the Company;

Acquaintance with the document of the employees of the Company.

ORGANIZATION OF DOCUMENT FLOW IN OFFICE WORK

1 The organization of documents in personnel records management is a set of types of work that ensures the safety, systematization of documents, the formation and execution of files in personnel records management and their transfer to the Company's archive in accordance with the requirements established by state standards for documents, as well as methodological documents for archiving.

The main types of work providing proper organization documents in personnel records management are the compilation of a nomenclature of cases and the formation of cases.

2 Nomenclature of cases - a systematized list of names of cases opened in the Company, indicating the terms of their storage, drawn up in the prescribed manner.

The nomenclature of cases is intended to organize the grouping of executed documents into cases, systematize and record cases, determine the periods of their storage and is the basis for compiling inventories of cases of permanent and temporary (over 10 years) storage, as well as for recording cases of temporary (up to 10 years inclusive) storage .

3 The grouping of executed documents into cases is carried out in accordance with the nomenclature of cases.

When creating cases, the following rules must be observed:

Place in the case only executed, correctly executed documents in accordance with the headings of cases according to the nomenclature;

Put together all documents related to the resolution of one issue;

Group documents of one calendar year into a file, with the exception of transfer cases;

Separately group documents of permanent storage and temporary storage periods into files. Documents to be returned, extra copies, drafts should not be placed in the file.

4 From the moment of establishment and until transfer to the archive of the Society, the files are stored at the place of their formation.

Issuance of cases to other departments or third-party organizations is carried out with the permission of the management. A card is issued for the issued case - a substitute for the case. Cases are issued to third-party organizations according to acts.

Withdrawal of documents from files of permanent storage is allowed in exceptional cases and is carried out with the permission of the head of the company with the obligatory leaving in the file of a certified copy of the document and an act on the reasons for issuing the original.

TRANSFER OF CASES FOR ARCHIVE STORAGE

1 To determine the value of personnel documents in order to select them for storage in the archive of the Company and to determine the storage periods, an examination of the value of documents is carried out.

The selection of personnel documents for permanent storage is carried out on the basis of lists of documents indicating the terms of their storage and the nomenclature of the Company's files by looking through the files one by one.

Based on the results of the examination of the value of documents, inventories of cases for permanent, temporary storage and personnel, as well as acts on the allocation of cases for destruction, are drawn up.

2 For completed cases of permanent, temporary storage and for the personnel of the Company, which have passed the examination of value, drawn up in accordance with these requirements, inventories are compiled annually.

When compiling the inventory of cases, the following requirements are observed:

Headings of cases are entered into the inventory in accordance with the accepted systematization scheme based on the nomenclature of cases;

The columns of the inventory are filled in in strict accordance with the information that is placed on the cover of the case.

Inventories of cases are compiled according to the established form in triplicate.

3 Documents generated in the course of the activities of the Company's personnel service, having historical, social, economic importance, regardless of the time of origin, place of storage, technique and method of securing information, are subject to transfer for storage to the State Archives.

The transfer of cases is carried out according to the descriptions.

To date, the main problem in the documentation support for the activities of personnel services is to ensure that all issued personnel documents comply with the requirements of labor legislation, current GOSTs, various instructions, and bring all enterprises into compliance with the standard established by the management company in documentary support for personnel work.

Normative and methodological support of the PM system is a certain set of documents of an organizational, organizational-methodical, organizational-administrative, technical and normative-technical nature.

One of the important documents of the UE are

internal labor regulations

duties of the employee and administration

Personnel and management records management primarily includes the development of a staffing table, job descriptions, orders for personnel and the conduct of personal files. Most often, this may also include information on the calculation of wages of employees of the organization.

Basic approaches to assessing the activities of personnel management services.

Evaluation of the activities of personnel management units is a systematic, well-organized process aimed at comparing the costs and results associated with the activities of personnel services, as well as correlating these results with the results of the organization's activities in the past, with the results of the activities of other organizations. The evaluation results serve as indicators that focus attention on the main problems of working with personnel, such as the quality of work performed, employee satisfaction, performance discipline, and staff turnover.

Quantifying the effectiveness of the activities of personnel management services involves the mandatory determination of the costs that accompany the implementation of the organization's personnel policy. At the same time, it is necessary to take into account the costs of both the maintenance of personnel and the replenishment of its number and training. Another indicator that characterizes the activities of personnel management services is the cost of personnel activities per employee. When evaluating the effectiveness of individual personnel programs, the impact of each of them on the performance of employees and the organization as a whole is determined.

The second group of indicators for assessing the activities of personnel management services is the staffing level. It is quantified - by comparing the actual number of employees with the required (calculated) value for the complexity of operations or with the planned number provided for by the staffing table; as well as qualitatively - in accordance with the professional qualification level, education profile, practical experience of employees with the requirements of the jobs (positions) they occupy.

The degree of satisfaction of employees is assessed on the basis of an analysis of their opinions on the personnel policy of the organization and its individual areas. Such opinions are identified through questionnaires or interviews.

The effectiveness of the work of personnel management units can be assessed by employees on the basis of the following objective criteria:

the degree of cooperation of various departments and services with the personnel management service;

the opinion of line managers on the effectiveness of the personnel management service;

the readiness of the personnel management service to cooperate with all employees in solving personnel problems;

trust in relationships with employees;

the speed, quality and efficiency of fulfilling requests addressed to the personnel management service, and the services provided by this service to other departments;

assessment of the quality of information and advice given by the service to senior management.

The data obtained from the survey of employees' opinions is analyzed, the results are compared with the results of past surveys to find out if there are positive or negative changes.

The main indirect criteria for the effectiveness of the activities of personnel management services are indicators of staff turnover and absenteeism. Fluidity and absenteeism are closely related to such indirect forms of evaluation as complaints and dissatisfaction expressed in any way.

Dissatisfaction is an expression in any form of dissatisfaction or criticism from the employee to the manager.

A complaint is a grievance presented to management either verbally or in writing.

Of course, complaints and dissatisfaction are not always related to personnel management. They may relate to various areas of the organization. But in any case, the growth in the number and objectivity of complaints indicate dissatisfaction with the work, which, in turn, leads to an increase in absenteeism and turnover. These factors are indicators of how effective the activities of the personnel management service are in creating conditions for increasing employee satisfaction with work in the organization.

The assessment of the activity of the organization's personnel will be incomplete without assessing the quality of work of personnel employees according to the following indicators:

fulfillment of obligations for the selection of the number of employees provided for by the organization's staffing table;

fulfillment of obligations to provide the organization with managers, specialists and workers of the required professions, specialties and qualifications;

the number of cases of violation of the established procedure for processing personnel documentation (contracts, pension files, work books, certificates, reports, etc.);

the degree of security of a full-fledged reserve for the promotion of managers and specialists;

timeliness and quality of registration of the established reporting;

the number of cases of violation of labor discipline by personnel officers;

the number of cases of violation of the schedule for checking and analyzing compliance with labor discipline by employees;

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Ministry of Culture of the Russian Federation

Kazan State University of Culture and Arts

Faculty of Information and Document Communications

Department of Documentation

Course work

DOCUMENTATION SUPPORT OF ACTIVITIES

HR SERVICES

Work executor:

student of 0-103-s group E. Stankevich

Scientific adviser: Ph.D., Assoc. Matveeva G.V.

Kazan, 2012

- Introduction

Introduction

documentation HR department

The relevance of the topic of the work is due to the fact that the documentation support for the activities of the personnel service is an important part of the management activities of an institution of any organizational and legal form of ownership, since personnel documentation is the basis for calculating pensions, accounting for seniority and wages, and other personal issues. The complexity of the documentary support of the organization's personnel activities is explained by the fact that a comprehensive unified regulatory or regulatory and methodological document of general action has never been developed, which would establish requirements for the complex and execution of documentation on personnel. The personnel documentation system has evolved over the years and is a “product” of the work of a number of departments. In this state of affairs, contradictory requirements inevitably appear, both for the types of documents and for their design. It should be added that in the last decade there have been difficulties with the dissemination of regulations governing the activities of personnel services, and the automation of their activities. All of the above determined the relevance of studying the documentation support for the activities of the personnel service.

Object of study

Thingresearch

Purpose of the study- to study the documentation support of the personnel department of the MUK "CBS of Kazan" and the possibility of its improvement.

Research objectives:

To study the theoretical foundations of personnel records management;

Analyze the activities of the personnel department of the MUK "CBS of Kazan";

To characterize the regulatory and methodological framework governing the documentation support of the personnel department of the MUK "CBS of Kazan";

To analyze the features of documentation and organization of work with documents in the personnel department of the MUK "CBS of Kazan";

The tasks were solved in stages using the following methods: analytical-synthetic, comparative-descriptive and systemic methods.

The choice of these methods is due to the need to consider the documentation support for the activities of the personnel service as a system within which subsystems and individual elements operate. The study of these subsystems and elements (methods, methods and means of documenting, document arrays and flows, etc.) will reveal the state of documentary support for the institution's personnel activities and outline ways to improve it. Thus, the systematic method underlies this study.

The methods of analysis and synthesis were used in the study of a) literature on the topic of the study, b) documents regulating the activities of the institution and the personnel service as part of this institution, c) documents as a product of documentation, as well as setting office work in the personnel service of the institution.

The comparative descriptive method was involved in the presentation of the material of publications and the results of the study.

As for the literature on the topic, its circle is quite diverse. These are textbooks, educational, reference and practical and methodological aids. Among them are publications recent years: T.V. Kuznetsova, L.M. Vyalova, L.V. Sankina, A.V. Pshenko, etc.

Books by L.M. Vyalova "Documentary support for the activities of the personnel service", V.A. Kudryaeva “Office work: Samples, documents. Organization and technology of work. More than 120 documents”, T.V. Kuznetsova "Personnel office work", L.V. Sankina "Handbook of personnel records management: Taking into account the new labor code of the Russian Federation" - most fully disclose the issues of conducting personnel records management.

Job responsibilities of HR specialists;

Regulations on wages;

Regulation on labor protection;

Internal labor regulations; etc.

Based on the tasks set, this course work consists of an introduction, three chapters, a conclusion and a list of references.

1. Documentation support for personnel activities: general characteristics

1.1 Personnel activity and its documentation support in modern conditions

Any employer, regardless of whether it is a legal entity or an individual, in the process of carrying out economic activities, always faces issues of labor organization, labor relations management and regulation of these processes. A clear result of the regulation of internal labor and other related relations by a particular employer is a set of documents called personnel documentation.

According to V.I. Andreeva, personnel activity is the activity of state bodies, management bodies of individual organizations, personnel services and officials, aimed at the implementation of personnel policy.

The areas of personnel activity are:

Formation of a personnel management system and its strategy;

HR planning, recruitment, selection and recruitment;

Business assessment, career guidance and adaptation of personnel;

Training, career and promotion management;

Motivation, organization of work and ensuring the safety of personnel;

Creating a normal psychological environment in the team.

According to the publications of Sh.A. Yankovich, personnel activities are designed to contribute to the implementation of the goals of a particular organization, for which it must solve a number of important tasks, including:

Providing the organization with experienced, qualified personnel;

Effective use of the potential of each employee;

Creation of comfortable working conditions and a system of material interest, ensuring a high degree of staff satisfaction with their work;

Stimulating the aspirations of employees to maintain a decent moral and psychological climate in the organization;

Arouse the interest of employees to innovate and get the most benefit from the activities of their organization.

As you can see, the definition of personnel activity indicates that its key area is personnel policy, determined by a set of important, fundamental provisions expressed in management decisions for a long term or in a separate period.

An important activity of the personnel service is personnel records management, that is, documenting all areas of personnel activity and organizing work with these documents.

Documentation support for the activities of the personnel service is an integral part of the life of each organization. In any organization, employees are hired and fired, they are sent on vacation, business trips, and they are awarded bonuses. The solution of these current issues must be accompanied by relevant documents, orders must be issued, entries made in work books, and it is also necessary to monitor changes in legislation. The daily routine requires attention, time and makes it extremely difficult to focus on solving the strategic tasks that the management and the HR department face.

According to existing definitions, personnel records management (DOE) is:

This is a set of methods and processes for working with personnel documents carried out by the enterprise in the performance of its functions;

This is a narrower concept, implying the organization of work with documents that relate to personnel issues;

Documentary support of the Company's personnel management in accordance with the Labor legislation of the Russian Federation and the requirements for personnel records management.

HR management allows you to effectively solve several problems at once:

Document labor relations, formalize personnel procedures for a particular employer;

Build a coherent personnel management system that meets the strategic objectives of management, this is a convenient tool with which you can build and document the unified principles of corporate relations;

Regulate the relationship between the employee and the employer. The introduction of personnel documents makes it possible to achieve a “balance of interests” of the employer and employees through clear regulation: what exactly each employee should do (for example, in job descriptions) and what are the functions of the employer;

Create organizational and legal framework for labor relations for employees and the employer. On the one hand, personnel documents support the interests of the employer, on the other hand, they direct him to prevent ignoring the requirements of labor legislation. The presence of well-written personnel documents is mutually beneficial for both parties to the employment contract;

Resolve labor disputes. Often, the success of the employer's position in the event of conflict situations depends on the quality of the execution of personnel documents, especially when personnel documentation acts as one of the written evidence in litigation in labor disputes.

Personnel records management includes the development of a staffing table, job descriptions, orders for personnel and the conduct of a personal file. This also includes information about the payroll of employees of the organization.

Documentation of personnel procedures is an inalienable duty of any employer, regardless of the scale of its activities and organizational and legal form. Unfortunately, today not all managers pay due attention and importance to "paper management". Often, managers recall personnel records and personnel documentation when employees of regulatory bodies come with an audit or former employee files a lawsuit in court. In such extreme cases, correcting the current situation requires significant financial and time costs, which are far from always the key to success in court and are unlikely to help avoid holding the employer, relevant officials or organization liable. That is why it is important to establish the correct maintenance of personnel records, including the documentation of labor relations in accordance with the current labor legislation.

The main task of the personnel department (service) is the organization and implementation of an effective personnel policy adopted by the leaders of this institution and staffing the workforce with highly qualified specialists and high moral qualities, creating conditions for increasing their efficiency, responsibility for the assigned work.

1.2. Legislative and regulatory framework governing the organization of personnel records management

Employees of personnel services, as well as other persons management systems, by the nature of their activities, they have to compile a lot of documents every day. For the correct maintenance of personnel documentation, it is necessary to know and be guided by the regulatory, methodological and legislative documentation.

Legislative and regulatory and methodological documentation on the issues of maintaining personnel records regulates the uniform practice of conducting personnel records management. Competent setting and maintenance of personnel records management is not conceivable without knowledge and study of regulatory documents in this area.

So, V.V. Fedin believes that knowledge of legislative and regulatory and methodological documentation on the conduct of personnel records management allows us to solve the following tasks:

Correctly prepare documents in accordance with the requirements current legislation giving them legal force;

Ensure the storage and operational use of documents in current activities;

To prevent negative consequences for their employees, which are possible in case of violation of the rules for maintaining personnel documents, and for the employer in this case - to avoid liability established by applicable law;

Prevent the possibility of unauthorized use of information.

In general, the legislative and regulatory framework governing the documentation of the labor activity of employees can be conditionally divided into several groups.

The first group includes federal regulations relating to issues of labor law for employees. One of the important documents included in this group is the Constitution, which is the main document of the state and "has the highest legal force."

Then follows the Labor Code of the Russian Federation (Labor Code of the Russian Federation). The Labor Code made some additions and changes to the system of personnel documents, but fundamentally and essentially did not change it. It remained stable, reflecting the labor relations between the employee and the employer.

Art. 5 of the Labor Code still defines the system of normative legal acts containing labor law norms.

Code of the Russian Federation on administrative offenses(Code of Administrative Offenses of the Russian Federation) in a number of articles refers to violations in the field of personnel documentation, personal data, etc.

For example, Art. 13.11 of the Code of Administrative Offenses of the Russian Federation says that the violation statutory the procedure for collecting, storing, using or disseminating information about citizens (personal data) - entails a warning or the imposition of an administrative fine on citizens in the amount of three hundred to five hundred roubles; on officials - from five hundred to one thousand roubles; for legal entities - from five thousand to ten thousand rubles.

The Civil Code of the Russian Federation (Civil Code of the Russian Federation) also pays attention to the issues of preschool educational institutions: founding documents legal entity (art. 52), establishment of a limited liability company and its founding document (art. 89), founding documents of associations and unions (art. 122), paperless securities (art. 149), consequences of failure to fulfill the obligation to transfer belongings and documents related to the goods (Art. 464), technical documentation and estimates (Art. 743), amendments to technical documentation(Art. 744), documents and other information provided to the forwarder (Art. 804), refusal to accept documents (Art. 871), drafts of official documents, symbols and signs (Art. 1264), amendments to the documents of the application for an invention, utility model or industrial design (Article 1378), the right to examine the documents of a trademark application (Article 1493), examination of a trademark application and amendments to the application documents (Article 1497), examination of an application for an appellation of origin and making changes to the application documents (Article 1523).

Legislative acts have a significant impact on the documentation of personnel activities and documentation of personnel management.

The federal law of the Russian Federation “On Trade Secrets” discloses the issue of confidentiality of information within the framework of labor relations (Article 11), the provisions of which must be taken into account when applying for positions involving work with confidential information, including personal data.

The federal law “On Information, Information Technologies and Information Protection” sets out the principles of legal regulation of relations in the field of information, information technologies and information protection: freedom to search, receive, transfer, produce, disseminate information in a legal way; reliability, timeliness, openness; equality of languages in the creation of information; ensuring security and privacy, inadmissibility of collecting, storing, using and disseminating information about the private life of a person without his consent.

The federal law “On Personal Data” is fully devoted to personal data and their protection. The purpose of the Law is "to ensure the protection of the rights and freedoms of a person and a citizen in the processing of his personal data, including the protection of the rights to privacy, personal and family secrets." For any employee of the personnel service, the provision of Art. 1 of the law, which states that the law regulates relations related to the processing of personal data, with the use of automation tools and without the use of such tools, that is, the provisions of the law also apply to traditional technologies for working with documents containing personal data.

The most important legislative acts affecting the documentation process include the laws of the Russian Federation “On the languages of the peoples of the Russian Federation” and the federal law “On the state language of the Russian Federation”. They regulate the use of the state language in the preparation and execution of official documents. First of all, we recall that Art. 68 of the Constitution of the Russian Federation establishes: "the state language of the Russian Federation throughout its territory is the Russian language."

Art. 16-19 of the Law "On the languages of the peoples of the Russian Federation" are devoted to the use of the language in official office work, including the preparation of personnel documentation, and art. 3 of the federal law "On the state language of the Russian Federation" establishes the requirement for the identity of the content and technical design of texts made in several languages.

Given that the personnel service has to deal with citizens' appeals, it is necessary to know and be guided by the federal law "On the Procedure for Considering Appeals from Citizens of the Russian Federation", which defines what is meant by an appeal, proposal, statement, complaint. It sets out the requirements for the composition of the content of a written appeal: the name of the addressee (name of the state body or local self-government body) or position or position, last name, first name, patronymic of the official, postal address at which a response can be given, the essence of the appeal (statement), personal signature and date.

Based on the requirements of the law for the structure of the text of the appeal, the requirements of the personnel service for applications submitted by employees when applying for a job, dismissal, promotion, vacation, etc. are actually built.

The law spells out the technology for working with appeals: registration (according to Article 8 “within three days from the date of receipt in government agency, local self-government body or official"), mandatory consideration (up to 30 days from the date of registration and can be extended by up to 30 days in case of verification), control over execution.

The federal law "On Archiving in the Russian Federation" determines the accounting and storage periods for archival documents, the acquisition of archives with archival documents, access to archival documents and their use.

The federal law "On labor pensions in the Russian Federation" establishes a list of persons entitled to a labor pension; types of labor pensions and their sizes; conditions for assigning labor pensions; insurance experience; appointment, recalculation of sizes, payment and delivery of labor pensions.

For personnel services serving civil servants, the composition of the necessary legislative acts has been significantly expanded, since the legal status of state civil servants is determined by the federal law "On the system of public service of the Russian Federation" and the federal law "On the state civil service Russian Federation”, as well as decrees of the President of the Russian Federation.

The Decree of the President of the Russian Federation "On Approval of the List of Confidential Information" contains personnel information about the facts, events and circumstances of the private life of a citizen, allowing to identify his personality (personal data), with the exception of information to be disseminated in the media mass media in cases established by federal laws.

Decree “On the procedure for approving the Unified Tariff qualification handbook jobs and professions of workers, a unified qualification directory of positions of managers, specialists and employees ”contains the tariff and qualification characteristics of the main types of work by profession, as well as the requirements for professional knowledge and skills of workers.

The Decree "On work books" determines the procedure for introducing new work books.

The Decree “On approval of the Instructions for filling out work books” approves the Instructions for filling out work books, the form of the income and expense book for accounting for the forms of the work book and the insert in it, the form of the book for accounting for the movement of books and inserts in them.

Therefore, in order to correctly draw up personnel documents, it is necessary to have a complete package of legislative acts, especially affecting labor relations in an organization, and be guided by them when registering labor relations.

The second group includes regulatory and methodological documents on labor, accounting, office work on personnel, classification and standardization of personnel documentation and archiving:

Qualification directory of positions of managers, specialists and employees;

Model internal labor regulations for workers and employees of enterprises, institutions and organizations;

Intersectoral enlarged standards of time for work on recruitment and accounting of personnel;

Instructions for filling out work books at enterprises, institutions, organizations;

All-Russian classifiers: occupations of workers, positions of employees and wage categories (OKPDTR); population information (OKIN); specialties in education (OKSO); management documentation (OKUD); enterprises and organizations (OKPO); information on social protection population (OKISZN); bodies state power and management (OKOGU); objects of administrative-territorial division (OKATO); specialties of the highest scientific qualification (OKSVNK);

State standards (GOST R 51142-98 "Office work and archiving. Terms and definitions"; GOST R 6.30-2003 "Unified documentation systems. Unified system of organizational and administrative documentation. Requirements for paperwork"; etc.);

List of standard management documents generated in the activities of organizations, indicating the periods of storage.

The third group includes local regulations of the employer.

In relation to personnel records management, the most important are the requirements of Art. 8 of the Labor Code of the Russian Federation on local regulations.

Employers other than employers individuals, which are not individual entrepreneurs, adopt local regulations containing labor law norms, within their competence in accordance with labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements.

In cases provided for by the Code, other federal laws and other regulatory legal acts of the Russian Federation, a collective agreement, agreements, the employer, when adopting local regulations, takes into account the opinion of the representative body of employees (if such a representative body exists).

The collective agreement, agreements may provide for the adoption of local regulations in agreement with the representative body of employees.

Local regulations that worsen the situation of employees in comparison with the established labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, as well as local regulations adopted without complying with the established Art. 372 of the Code of Accounting Procedure in the opinion of the representative body of employees are not subject to application. In such cases, labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements are applied:

Staffing (Article 57 of the Labor Code of the Russian Federation);

Internal labor regulations (Article 190 of the Labor Code of the Russian Federation);

Regulations on the personal data of an employee (clause 8, article 86 of the Labor Code of the Russian Federation);

Shift schedule (Article 103 of the Labor Code of the Russian Federation);

Vacation schedule (Article 123 of the Labor Code of the Russian Federation);

Regulations on the system of wages and bonuses (Article 135 of the Labor Code of the Russian Federation);

Regulations on labor standards (Article 162 of the Labor Code of the Russian Federation).

The main local regulatory act in the field of working with documents is the Instruction on HR records management. The instruction on personnel records management solves many practical problems. The instruction approves the templates for all documents on personnel, the sequence of their execution and the order of passage within the organization, and takes into account the specifics of the organization. And most importantly, the list of documents required to perform a particular personnel action is approved. All this reduces the time spent on processing personnel documents and helps to avoid many complaints from labor inspectorate.

The instruction consists of several parts: general provisions, thematic sections and applications.

Along with the local regulations provided for by the Labor Code of the Russian Federation, the employer may also accept other documents containing labor law norms necessary to resolve emerging problems in relations with employees: staff regulations, regulations on the labor dispute commission, regulations on structural divisions, job descriptions employees of the organization.

The development of local regulations should be carried out taking into account the following requirements:

1) local regulations governing the regime and working conditions are adopted by the employer, taking into account the opinion of the representative body of employees (Articles 103, 123, 135, 144, 162, 190 of the Labor Code of the Russian Federation);

2) the staff list, regulations on structural divisions, job descriptions are approved individually;

3) other local regulations can be adopted taking into account the opinion of the representative body of employees, which is preferable to their sole adoption, as it indicates the participation of employees and their representatives in the management of the organization, that is, the development of forms of social partnership (Article 27 of the Labor Code of the Russian Federation).

The fourth group includes the literature on labor law, office work on personnel, documenting the labor activity of employees, etc.

Specialized literature includes general issues of the organization and functioning of personnel services, work with personnel documentation, and certain areas of personnel activity (personnel records, personal files and work books, etc.).

The fifth group includes regulatory documents on the personnel of the organizations themselves, which include general regulations extracted from federal and departmental regulatory and methodological documents, and specific provisions adopted in organizations (regulations on the personnel service and job descriptions of service employees).

In the normative and methodological documents on labor and in the literature on personnel activities, the issues of developing a regulation on the personnel service and job descriptions of its employees, the composition of these documents are detailed, lists of sections of the regulation and job descriptions are given, the content of the sections is disclosed.

A significant drawback of some provisions and job descriptions is the minimum information about the rights of the service and its employees, but the functions of the service and the duties of employees are described in detail.

Therefore, it is recommended to develop regulatory or methodological documents (instructions, recommendations, etc.) that would reflect the technology of the personnel activity process, including issues of working with personnel documents.

1.3 Technology of documentary support of personnel activities

Documentation support for personnel activities can be conditionally divided into two interrelated parts: documentation of personnel activities and organization of work with personnel documents.

Documentation of personnel activities is the creation of personnel documents that ensure the solution of personnel tasks. The documentation process is carried out using traditional methods processing of personnel documents and in an automated way.

The organization of documentation of the personnel management process includes:

The composition of documents on personnel;

Requirements for the design of details and the preparation of texts of documents on personnel;

Documenting the activities of the personnel service covers the following personnel management tasks:

Organization of work of employees;

Conclusion of an employment contract (contract) and employment;

Transfer to another job;

Granting vacations to employees;

Encouragement of employees;

Imposition of disciplinary sanctions on employees;

Certification of employees;

Accounting for the use of working time;

Engaging employees to work on weekends;

Registration of business trips;

Termination of the employment contract and dismissal from work.

For each personnel task, a maximum set is created unified documents, which reflect the specifics of each specific task and are included in the personnel documents.

The organization of work with documents is the organization of workflow, storage and use of documents in the current activities of the institution.

Document flow involves the movement of documents from the moment they are received or created until the completion of execution, sending or delivery to the case.

All documentation drawn up in the personnel department of the organization is subject to accounting. The accounting documentation group performs the function of personnel accounting and is a store of personal data obtained during initial registration and subsequent processing of the necessary information on the composition and movement of personnel.

From the point of view of the sequence of registration and accumulation of credentials about employees in the accounting documentation, two subgroups can be distinguished:

1) primary accounting documents;

2) secondary accounting documents.

Primary accounting documents contain initial information and are filled out on the basis of personal documents provided by employees when applying for a job.

They include: a personal file, a personal personnel record sheet, an addition to a personal personnel record sheet.

Initially, documents that draw up the procedure for hiring are grouped into a personal file, and subsequently - all the main documents that arise during the period of the employee's employment with this employer.

In personal files, in accordance with the rules of the archival service, documents are grouped in the following sequence (if any):

Internal inventory of documents available in the personal file;

Job application, referral or representation;

Questionnaire (personal sheet for personnel records);

Supplement to the questionnaire (personal sheet for personnel records);

Resume (autobiography);

Copies of education documents;

Extracts from orders on appointment, placement, dismissals;

Certificates and other documents related to this person;

Case verification sheet.

All documents related to the personal file, as they are received, are filed into a folder. Sheets of the case are numbered in the process of forming the case. When a new document is placed in a personal file, data about it is initially entered into the inventory of the case, then the sheets of the document are numbered, and only after that the document is filed.

The cover of a personal file, as well as the covers of cases of permanent storage, is drawn up and executed in the form established by GOST 17914-72 “Covers of cases of long-term storage. Types, varieties, technical requirements"(Introduced by the Resolution of the State Committee of Standards of the USSR dated July 17, 1972 No. 1411).

On the cover of the personal file are indicated in full: the name of the organization, the title of the case, full name. employee in the nominative case, the index of the case, the serial number of the case is affixed. Under this number, a personal file is registered in the “Book (Journal) of Accounting for Personal Affairs”, which provides for the following columns: serial number, full name. employee, the date of registration of the case and the date of deregistration.

Personal files are stored in a safe, metal cabinets or special rooms that allow them to be kept as documents of strict accountability, separately from work books. Responsibility for their storage rests with the persons maintaining personnel documentation.

When working with documents that are part of personal files, it must be borne in mind that they relate to the personal data of an employee protected in accordance with applicable law.

After the dismissal of the employee, his personal file is removed from the folder and processed for transfer to archival storage. Personal files of laid-off workers in accordance with the "List of standard management documents generated in the activities of organizations, indicating the periods of storage", approved by the Federal Archive on October 6, 2000, are stored for 75 years. The personal files of managers are kept permanently.

Secondary accounting documents are derivative, based on the initial information of primary accounting documents. The main objectives of creating this subgroup of documents are:

Ensuring the completeness, reliability and dynamism of information in the work with personnel;

Ensuring the operational storage of personnel documents;

Ensuring effective search of personnel documents.

Secondary accounting documents include: an employee's personal card (unified forms No. T-2, No. T-2GS (MS), No. T-4), documentation on recording working hours and settlements with personnel, and various registration forms of accounting information.

Registration forms are maintained to record personnel records.

There are the following types of registration forms:

Registration and control cards (RKK);

Registration journals (books);

Screen forms (when using computer technology).

The forms of some magazines and books are approved by official bodies. For example, the form of the book of accounting for the movement of work books and inserts to them was approved by the Decree of the Ministry of Labor of the Russian Federation dated October 10, 2003 No. 69 “On approval of instructions for filling out work books”. But most forms are designed at the discretion of the employer.

Taking into account the specifics of the organization of labor at the local level, the following can also be created:

Journal of rewards and penalties;

Journal of registration of orders about study holidays, leave without pay, etc.;

All documents created in the personnel department are formed into cases.

Formation of a case - grouping of executed documents into a case, in accordance with the nomenclature of cases and systematization of documents within the case. When creating cases, you should:

Separately group documents of permanent and temporary storage into files;

To place in the file only executed, correctly executed documents in accordance with the cases according to the nomenclature;

Place all documents related to the resolution of one issue;

Applications with a volume of more than 100 sheets should be grouped into separate cases, as noted in the document;

Documents in the file should be arranged in chronological order by the date of registration of the document, by numbering;

Comply with the norms of the volume of documents that must be placed in this case, no more than 250 sheets can be filed, then new folder with the same index;

Include only one copy of each document in files.

The sheets of the file are numbered, at the beginning an internal inventory of documents is filed, at the end of the file - a certification inscription, which indicates in numbers and in words the number of numbered sheets, the sheets of the internal inventory are numbered separately, their number is indicated in the certification inscription after total sheets of the case through the + (plus) sign.

Then follows the compilation of the nomenclature of cases. The nomenclature of cases is a systematized list of the names of cases filed in the organization, indicating the terms of their storage, drawn up in the prescribed manner. The nomenclature of the affairs of the personnel department is compiled by its head, agreed with the archive, approved by the head of the enterprise. You should be guided by standard and exemplary file nomenclatures, standard departmental lists of documents with retention periods, and the basic rules for the work of departmental archives.

The nomenclature of cases includes the headings of the cases, reflecting all documented areas of the work of the personnel department, the heading should clearly and in a generalized form reflect the main content and composition of the case documents.

Employees of the personnel department in the nomenclature of cases should provide for the following sections:

Reception, relocation (transfer), dismissal of employees;

Establishing the qualifications of employees;

Professional training and advanced training of employees;

Rewarding.

The affairs of the personnel department are subject to registration at their institution, if there is no need for them and at the end of the calendar year. Registration of cases is a complex of works on their technical processing and is carried out by employees of the personnel department.

Registration of cases provides for: systematization of documents in the case, filing or binding of the case, numbering the sheets of the case, drawing up a sheet of evidence of the case, compiling (if necessary) an internal inventory of documents.

From the moment of establishment and until transfer to the archive, the files are stored at the place of their formation. The files of permanent, temporary storage and personnel are transferred to the central archive, their transfer is carried out only according to inventories.

1.4 Automation of HR activities

The history of automation of personnel services in Russia began almost simultaneously with the introduction of information technology in management. However, the growth in demand for specialized programs for personnel officers was incomparable with the pace of distribution of software products designed to organize the work of accounting or production management. This is partly due to the fact that for a long time, managers did not consider the automation of personnel services a paramount task.

Currently, most of the Russian enterprises have already completed the automation of the main departments and now come close to the need to introduce new technologies in personnel services. This is not dictated by fashion, but by growing competition, the need for quick decision-making, the need to optimize staff, etc.

HR automation systems have the following capabilities:

Entering, preparing and editing documents;

Drawing up documents based on standard templates - unified forms stored in the PC memory;

Entering and processing information about documents (their registration);

Implementation of control over the execution of documents;

Systematization of documents, formation of file folders;

Storage and retrieval required documents or information from them;

Exchange of documents with the manager and employees in the mode of simultaneous access;

Sending documents to the addressee;

Differentiation of access to information;

Examination of the value of documents and their archiving;

Compilation of reporting, analytical and other data;

Creation of a single archive electronic documents.

Personnel Information Technology(HR technologies) - a set of methods and organizational procedures aimed at optimizing the personnel decisions made.

The leading positions in terms of the number of implementations of information systems in personnel management are occupied by systems based on the financial component and integrated with the overall financial and accounting system of the company. Among these systems, we can distinguish such as: "Boss-HR", "1C: Salary and Personnel", Platinum, Ultima-S, Scala, "Galaktika", "Sail", "BEST", "Infosoft". Dealing well with challenges financial service companies, such programs, unfortunately, do not take into account the needs in the field of personnel management itself.

When choosing a system for implementation, a consumer company needs to ask the question for what purposes it needs a system, what tasks it will solve, and will it be just automation of personnel records management and workflow, or does the company want to take the entire personnel management process to a new level?

According to D.V. Silantiev, it is possible to classify programs intended for personnel services according to several criteria: cost, functionality, sales volume of the product. However, it is more correct to use a certain generalized, comparative-typological criterion, according to which programs are divided into three groups:

HR modules in integrated enterprise management systems (ERP systems);

Universal software products released by Russian developers;

Small programs that do not claim to be full-fledged automation of personnel records management.

Today the automation software market personnel records is just starting to develop. Developers feel strong interest from enterprises of all sizes and activities. This stimulates additional investment in the development and promotion of new products. There is no doubt that in the future there will be more and more offers on the market - automation of personnel records is becoming an urgent need.

But practice shows that the introduction of information systems, automation of documenting the personnel activities of enterprises does not bring results due to problems associated with the human factor. Any enterprise that has already gone through the stages of implementation or a company providing such services will agree that the main difficulty that awaits the company lies in the obvious or hidden resistance of the staff to the upcoming changes, in the unwillingness of the company's employees to take responsibility and standardize (typify) their daily routine. work.

The way to deal with this attitude of employees is to conduct orientation sessions, in which they will be shown positive changes in their work. Each person involved in the implementation must be sure of the necessity (benefit) of this process for him, and then the company's management and implementation specialists will not have to puzzle over how to "overcome the inert masses."

As you can see, personnel documentation plays a big role directly in the life of a particular person. Therefore, increased requirements are imposed on the preparation and execution of personnel documentation, the organization of work with it.

2. Methodology and research methodology

A research program is a statement of theoretical and methodological prerequisites in accordance with the main objectives of the work and research hypotheses, indicating the rules of procedure, as well as a logical sequence of operations for testing hypotheses. The research program is a conceptual research scheme that contains a general logical plan, on the basis of which the transition from theoretical provisions to the use of research methods, data registration and analysis is carried out.

2.1 Methodological block of the study

The starting point of any type of research is a problem situation. Its most important aspects are epistemological and subject.

The epistemological side characterizes the existing amount of knowledge that a researcher has to solve a specific problem of librarianship, contains an assessment of the correspondence of this knowledge to the practical actions necessary for the effective operation of the library to meet reader needs. In other words, the epistemological side fixes and describes the lack of sociological information concerning any content of library and information services: resources, information needs and forms of providing resources to users. This is "knowledge about ignorance".

The other side of the problematic situation is called the objective one and is connected with real relations that develop in the process of organizing librarianship or the activities of a particular library: relations between different groups of library staff, relationships between library staff and readers regarding the quality of service, relationships with specific library and information services in the market, relationships with library partners and sponsors. These relationships may relate to the interests of various reader groups regarding acquisition, priority service, if any, provision of services for free or commercial basis etc.

The formal requirements for defining the research problem are as follows:

It is necessary to separate as strictly as possible the unknown, incomprehensible, "problematic" from the already described, explained and understandable;

Separate the essential for studying the problem from the insignificant, accompanying, secondary;

It is necessary to divide the general problem into its constituent elements and arrange them according to the level of generality and priority.

The problematic situation of our study is as follows.

Created in modern Russia the personnel records management system was a solid basis for the development of personnel documentation. Today, document specialists are actively working to improve the methodology for documenting and organizing work with personnel documents on the basis of legislative and regulatory and methodological regulation.

HR records play an important role in the life of any organization. The importance of proper execution and storage of personnel documents, protection of personal data in them, development normative document, which would define a unified approach to the composition and rules for the preparation and execution of personnel documentation and other topical issues is increasing.

Today, personnel documentation is maintained in institutions, organizations, enterprises, regardless of their organizational and legal form and type of activity in accordance with the Labor Code, Instructions for maintaining work books, and other regulations.

The head of the organization is personally responsible for the correct maintenance of documentation, and in case of violation of the rules for maintaining, storing and using personnel documentation, the head may be fined. Depending on the type of organization, the number of its employees, personnel issues are dealt with by a structural unit (HR department) or a separate executive. In small organizations (with a small staff), the function of a personnel worker is usually combined by a secretary or an accountant.

The relevance of the topic of the work is due to the fact that documentary support for the personnel activities of an organization of any organizational and legal form of ownership is an important part of the management activities of an organization, since personnel documentation is the basis for calculating a pension, since it records the length of service and wages. All of the above determined the relevance of the topic of our study.

Among the factors affecting the quality of documentation on personnel, one should also name the objective specificity of documenting the personnel activities of an organization, which follows from its departmental affiliation or special conditions work. The execution of specific documents is regulated by departmental by-laws, which are often the only documents regulating a particular area in personnel work.

The formulation of the problematic situation of the study allows you to proceed to the next stage of the program - the definition of the object and subject of research.

The object of study is that to which knowledge is directed. Consequently, any element, fragment, process, any relationship that develops in librarianship or in a particular library that generates a problem situation can be studied.

In other words, the object can be everything that explicitly or implicitly contains a social contradiction and generates a problem situation.

Object of study- activities of the personnel department of the MUK "CBS of Kazan".

In addition to the object, the subject of study is also singled out, or those most significant from a practical or theoretical point of view, properties, aspects, features of the object that are subject to direct study. Other sides or features of the object that contains social problem, since the object is those of its properties and sides that most convexly express the dissimilarity of the interests of social subjects, individuals and organizations, form, as it were, the poles of social contradiction or conflict.

The subject of research is the result of preliminary analytical activities aimed at identifying the necessary and sufficient properties, features, factors, aspects that should be studied to solve a theoretical or practical problem. The relationship between the object and the subject is not the relationship of the whole and parts, since the definition of the subject, ultimately, is aimed at explaining and understanding those phenomena that have different sides of the object on the problem situation.

Usually the subject of research contains the central question of the problem, associated with the assumption of the possibility of discovering a regularity or a central trend in it.

Thingresearch- documentation and organization of work with personnel documents in the personnel department of the MUK "CBS of Kazan".

...

Management Documentation Support Service (DOE) in the organization. Documentation support for the work of the personnel service Organization of documentation support for the activities of the personnel service plan

1.1 Regulatory framework for the activities of the personnel service in the Russian Federation

Basic approaches to assessing the activities of personnel management services.

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Course work

Kazan, 2012

Introduction

1.1 Personnel activity and its documentation support in modern conditions

1.2. Legislative and regulatory framework governing the organization of personnel records management

1.3 Technology of documentary support of personnel activities

1.4 Automation of HR activities

2. Methodology and research methodology

2.1 Methodological block of the study

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