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Organization of the work of the personnel department at the enterprise. HR department at the enterprise

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

Ch. 1. Entry and development personnel work.

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

2. Introduction to the work of the personnel officer

First steps

From the very beginning, normal business relationship with department heads. Make it a rule to visit them at a location. Don't wait for someone to come to you. At the same time, have some questions for them, and they always are. It is useful to consult on some things, as well as tactfully raise questions about the unit. Then they will perceive you as a normal personnel officer, and not office worker, and you will gradually move on to friendly relations. Knowing people and units is no less important than competently performing technical work. Competent work this is the result of not only professionalism, but also effective interaction with managers at all levels. Often, difficult relationships develop with the accounting department, which has “pulled the blanket” over itself.

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

To get started, you need the following:

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

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

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

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

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

Suspension from work is regulated by Art. 76 TK.

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

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

Expediency of the conclusion civil law contracts(GPA) instead of labor can be found in the "Package of Personnel Officer". A common form of cooperation based on the GPA in the form of an Agreement on paid services (on the performance of work).

When making additional work(combination, performance of the duties of a temporarily absent employee without exemption from work specified in the employment contract, expansion of service areas, increase in the volume of work) must be documented for combination or part-time work, see "Package of Personnel Officer".

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

If the company has organized shift work, then shift schedules are required, approved by the heads of departments and with the signatures of employees.

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

3. Mastering the duties of a personnel officer

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

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

You'll have to:

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

Staffing needs planning should provide both current production tasks, and promising. When providing promising tasks it is useful to create a quality reserve. In order for it to be real and already focused on the upcoming work, it is necessary that these persons already work at the enterprise in close positions.

4. Content work

This work is primarily related to local regulations.

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

Ch. 2. Professionalization of the personnel officer

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

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

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

Get yourself a flash drive, select folders in it for topics that interest you and fill them out, studying each article. Initially, the following folders are required: Legal. consultations, KDP, Human Resource Management (HRM), Corporate Governance, The work of the CS, The work of managers, Local regulations, Description of professional competencies, Personality psychology, Socio-psychological practice, Corporate changes, Personnel selection, Personnel assessment, Stimulation of employees and teams, My developments, etc. Other rubrics will appear as materials accumulate.

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

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

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

Applications

STATE COMMITTEE OF THE RUSSIAN FEDERATION ON STATISTICS

RESOLUTION

ON THE APPROVAL OF UNIFIED FORMS OF PRIMARY ACCOUNTING DOCUMENTATION ON RECORDING OF LABOR AND ITS PAYMENT

In order to implement the requirements of the Labor Code Russian Federation dated December 30, 2001 N 197-FZ The State Committee of the Russian Federation on Statistics decides:

1. Approve the agreements agreed with the Ministry of Finance of the Russian Federation, the Ministry economic development and Trade of the Russian Federation, the Ministry of Labor and social development Russian Federation unified forms of primary accounting documentation accounting for labor and its payment:

1.1. For personnel records:

N T-1 "Order (instruction) on hiring an employee", N T-1a "Order (instruction) on hiring employees", N T-2 "Employee's personal card", N T-2GS (MS) " Personal card of a state (municipal) employee", N T-3 "Staffing", N T-4 "Record card of a scientific, scientific and pedagogical worker", N T-5 "Order (instruction) on the transfer of an employee to another job", N T-5a "Order (instruction) on the transfer of employees to another job", N T-6 "Order (instruction) on the provision of leave to the employee", N T-6a "Order (instruction) on the provision of leave to employees", N T- 7 “Vacation schedule”, N T-8 “Order (order) on termination (termination) of an employment contract with an employee (dismissal)”, N T-8a “Order (order) on termination (termination) of an employment contract with employees (dismissal) ”, N T-9 “Order (instruction) on sending an employee on a business trip”, N T-9a “Order (instruction) on sending employees on a business trip”, N T-10 “Business trip certificate”, N T-10a “Service assignment for sending on a business trip and a report on its implementation”, N T-11 “Order (order) on the promotion of the employee”, N T-11a “Order (order) on the promotion of employees”.

1.2. For accounting of working hours and settlements with personnel for remuneration:

N T-12 "Time sheet and payroll", N T-13 "Time sheet", N T-49 "Payroll", N T-51 "Payroll", N T-53 "Payroll", N T-53a "Journal of registration of payrolls", N T-54 "Personal account", N T-54a "Personal account (svt)", N T-60 "Note-calculation on granting leave to the employee" , N T-61 “Note-calculation upon termination (termination) of an employment contract with an employee (dismissal)”, N T-73 “Act on the acceptance of work performed under a fixed-term employment contract concluded for the duration of a certain work”.

2. Extend the unified forms of primary accounting documentation specified in clause 1.1 of this Decree to organizations, regardless of the form of ownership, operating on the territory of the Russian Federation, in clause 1.2 - to organizations, regardless of the form of ownership, operating on the territory of the Russian Federation, apart from public institutions.

3. With the introduction of the unified forms of primary accounting documentation specified in clause 1 of this Decree, the unified forms of primary accounting documentation, approved by Decree of the State Statistics Committee of Russia dated 04/06/2001 N 26, shall be recognized as invalid.

Chairman of the State Statistics Committee of Russia

V.L. SOKOLIN

By the letter of the Ministry of Justice of the Russian Federation dated March 15, 2004 N 07/2732-YUD, it was recognized as not requiring state registration.

Nomenclature of cases OK.

"I approve"

Director of the enterprise / Deputy. personnel

"" _________ 201_

Folder of corporate orders.
Staff orders. If the "turnover" is large, then separate folders are created for admission, dismissal, transfers. The grounds are attached to the orders, it's more convenient.
Folder of orders for holidays, business trips with reasons.
Orders for incentives, sanctions, etc.
Journal of accounting tr. books, as well as about the Primary briefing, TB, Pozh. security, etc.
A folder with normative personnel and corporate documents (staffing, PVTR, various Regulations, etc.).
Employee folders (l / cases): copies of documents, various materials, attestations, liability agreements, additions to tr. contracts, etc.
Folder of contracts: civil law, on work with third-party organizations, etc.
Folder with materials on personnel management and various methodological materials.
Folder with corporate and personnel work plans.

Notes

All folders are numbered in accordance with the Nomenclature of Cases OK.
All orders (receipt, dismissal, transfers) and available non-received tr. Books are kept for 50 years. In cases of corporate changes, these documents are kept by the assignee.
Other personnel materials are stored, as a rule, for 3 years. The materials in the above folders are kept in accordance with corporate guidelines for 5-15 years.
OK materials in accordance with the Nomenclature of Cases are transferred under the Transfer-Acceptance Act.

Fedotov Alexander Vasilievich

Independent HR Expert

Corporate culture

Keywords:

1 -1

From this article you will learn:

What is the function of the HR department?

What documents are required for the activities of the personnel department

What are the features of planning as a type of activity of the personnel department

Human resources departments in organizations are usually included in the personnel management services and perform their functions. But their duties are not limited solely to the design work relating to the relationship between the employer and the staff: record keeping, office work, etc. Perhaps, in Soviet times this was the case, but now the activity of the personnel department is a diverse and multifaceted work. Let's consider it in more detail.

Functions and activities of the personnel department

The human resources department plays a significant role in the company and its position in organizational structure enterprise reflects the importance of its activities. Some even believe that HR is - business card organization, its face, since it is with this unit that everyone faces the new employee being hired.
The main function of personnel departments is the search, hiring of personnel and ongoing interaction with the workforce. Limiting the activities of the personnel department only to the selection of new employees and their registration for work is an unfortunate decision for business. Without close interaction with the existing team and knowledge of the specifics of the functioning of the company, it is impossible to correctly recruit a new staff.

In our time, work with personnel is a set of organizational and other measures and actions that are necessary for the fullest use of business abilities, skills and abilities of staff. Competent, motivated and interested in fruitful work staff is the goal of any human resources department. It is difficult to imagine the functioning of a successful modern organization without this unit that selects, records and accompanies employees.

The activities of the personnel department at the enterprise are aimed at performing the following functions:

identify the need for new employees, search and hire employees together with the heads of departments;
analyze employee turnover and look for ways to reduce it;
draw up staffing schedules for specialists;
draw up the personal files of employees, at their request, issue the necessary certificates, photocopies of documents;
carry out all operations with work books: accept, store and issue them, fill them out in accordance with current standards and registration norms according to the Labor Code of the Russian Federation;
create a vacation schedule, deal with their accounting (also in accordance with labor legislation);
organize appraisals for staff, prepare career development plans;
create plans for staff development.

Necessary documentation for the activities of the personnel department

Staffing (Article 57 of the Labor Code of the Russian Federation).

Before starting to recruit staff, the personnel department is obliged to form and approve the staffing table with the company's management. Based on it, the number of current vacancies is already determined. You can rely on this document when arguing in court the legality of dismissing an employee to reduce personnel. Staffing will be required by the court in any case relating to employment relations, and if this request is ignored or an incorrectly drawn up schedule is submitted, then the employer loses the chance to win the dispute.

Labor contract.

Package preparation personnel documents begins with an employment contract concluded with an employee in writing, signed by both parties. It should reflect the conditions labor activity and remuneration consistent with labor law and satisfying both employer and employee. Registration of these papers is one of the most important tasks that the personnel department solves in its current activities.

Labor regulations.

This internal regulation is mandatory for any company. It establishes the procedure for hiring and firing personnel, lists of rights and obligations, the responsibility of the employer and employee, the mode of work and rest, ways to motivate employees, types disciplinary actions and many other aspects of labor relations.

Order (instruction) on employment.

Based on this document, a new employee is allocated workplace, assign to him the necessary property. The personnel department prepares it together with an employment contract in the name of the employee. HR and the immediate supervisor of the new employee introduce him to business correspondence, necessary acts, etc.

Labor books.

This main document, reflecting the labor activity and experience of a citizen. When applying for a job in a company, a person is obliged to present it (except when he is first hired or his labor contract does not involve full-time employment). The employer, represented by employees of the personnel department, must keep work books for each employee who has worked at the enterprise for five days or more. The storage of work books also has its own requirements: it is allowed only in metal safes or cabinets, to which only a responsible specialist (appointed by special order) has access.

Book of accounting of work books and inserts in them.

In this book, the worker signs upon dismissal and receipt of labor. It must be laced and numbered, contain seals and a signature. This is overseen by the Human Resources Department.

full agreement liability.

The activities of the personnel department include the signing of contracts with employees on full liability. This is done in cases where the employee receives any material values for storage, processing, sale (vacation), transportation, use in the course of production. Only an adult citizen can be financially responsible.

Vacation schedule.

Employers are required to maintain a vacation schedule for employees in accordance with the form No. T-7 (approved by the Resolution of the State Statistics Committee No. 1 of 01/05/2004). In addition to formal requirements, legislative norms apply to this document. This is the observance of the right of certain categories of workers to leave at a certain or chosen time; granting leave to persons working part-time, simultaneously with their leave at the main place of work, etc. Documenting rest time is part of the activities of the personnel department, as well as accounting for hours worked.

Regulation on wages.

One of the objectives of the Human Resources Department is rational use available human resources, taking into account the specifics of the company's activities and the current market situation. For this, systems of rationing and remuneration are usually used. The accepted procedure for remuneration is fixed in the internal regulatory act of the enterprise - the Regulation on remuneration.

Award Regulations.

This is another internal document of the company regulating the issues of remuneration. It is prepared by the personnel department, and approved by the head of the organization by special order. Bonuses - additional, above the standard salary, cash payments to employees - are necessary in order to encourage them for high-quality productive work and motivate them for further professional development.
They are awarded to those employees who meet pre-approved bonus conditions. This circle of persons, as well as the conditions for issuing bonuses and their amount, respectively, for each position or specialty (or the limit value), are described by the Regulations on Bonuses.

Timesheets.

They are actively used in the activities of the personnel department regarding employees with flexible schedules, for whom it is necessary to constantly calculate the total work time. Documents of this type take into account the time actually worked per month for each such employee (for each day of the month), indicate his full name and personnel number.
These timesheets are maintained by a timekeeper or other employee who is obliged to engage in this activity by order of the company's management. Accounting for hours worked is necessary for the full-fledged activity of the accounting department that calculates salaries and the personnel department that controls the work of personnel.

Regulations on the protection of personal data of employees.

This document contains information about the goals and objectives of the company in the field of personal data protection, in which departments and on what media this information is stored, in what ways it is collected and processed, which employees have access to it, what activities are carried out to protect data from unauthorized access by company personnel and third parties. The Regulation on the protection of personal data of employees prepared by the personnel department must be signed by the head of the company.

Planning as an activity of the personnel department

Planning has two aspects. In a general sense, this is the name of the activity aimed at developing the strategy and policy of the company, as well as the selection of methods for their implementation. In fact, this work comes down to writing plans - official documents of a certain type.
An important component of this activity of the company is personnel planning. Its tasks are to provide the company with human resources in the right quantity and quality, to make optimal use of the available labor force, improve social relations at the enterprise.

There are two approaches to HR planning:

Independent (at companies that cook, they select staff).

Subordinate to the main plans - financial, commercial, production (for all other organizations).

Therefore, personnel planning, as a rule, is secondary and is determined by the general system for drawing up a corporate plan, and the implementation of measures related to personnel are included in other programs, being their addition and concretization.

Activities such as personnel planning make it possible to determine:

the company's need for staff replenishment: how many employees will be needed, where and when, what training they should have;
professional qualification schemes for any position in each department (requirements for different categories employees);
ways to reduce unnecessary workers and attract needed ones;
optimal use of personnel according to their potential;
strategies for personnel development, improvement of their qualifications;
models of fair wages, methods of motivating employees, providing them with social bonuses;
costs for the set of measures taken.

Like any other planning, personnel is subject to a number of principles.

The key rule today is to involve as many people in the company as possible in the planning process and as early as possible, from the very beginning of the plan. For social projects formed by personnel departments, this principle is paramount, for all others it is desirable.

The second rule of planning activities for personnel management is constancy. Economic activity The company is continuous, the staff is also in constant motion, so planning should be an ongoing process, not a one-time action. In addition, this principle contains the requirement to take into account the prospects and continuity (that future plans are based on previous ones). The results of the execution of past projects should be taken into account when building new ones.

The principle of constancy of planning, which the personnel departments in the enterprise are subject to in their activities, ensures the implementation of the third rule: flexibility. Flexible plans (including personnel plans) are those in which any decision can be adjusted at any time if necessary. This quality is achieved by the presence of so-called pillows that provide freedom of maneuver (within reasonable limits, of course).
Another important principle personnel planning - cost-effectiveness: the costs of the activities of the personnel department for the analysis and preparation of plans should not exceed the effect of their implementation.
Formation necessary conditions that allow you to fulfill the plan is an equally important rule of any planning.
All these provisions are universal and apply at any managerial levels, not only in relation to personnel. And in each case, of course, there will be its own specifics.
So, when planning the activities of any department of the company, we must take into account the principle of bottlenecks: the overall productivity of the team corresponds to the performance of the laziest and slowest worker. However, at a higher level, when it comes to the activities of the entire company, this principle does not work.
One of the goals of the HR department, which carries out personnel planning, is to ensure the best disclosure of the potential and full use of the abilities of employees, their motivation, taking into account the consequences management decisions taken in the company (social, financial, etc.).
Nowadays, the personnel is the main factor influencing the efficiency of the enterprise. The success of planning can be judged by whether the strategic goals firms.

[Name of company]

Job description

I approve

[Position name] [Organization name]

______________/___[FULL NAME.]___/

HR Specialist

1. General Provisions

1.1. real job description defines functional responsibilities, rights and responsibility of a specialist in the personnel department [Name of organization in the genitive case] (hereinafter referred to as the Company).

1.2. The specialist of the personnel department is appointed to the position and dismissed from the position in accordance with the procedure established by the current labor legislation by order of the head of the Company.

1.3. The Human Resources Specialist belongs to the category of employees and reports directly to [position title of immediate supervisor in the dative case] of the Company.

1.4. A person with an average professional education without presenting requirements for work experience or initial vocational education, special training according to the established program and work experience in the profile of at least 2 years, including this enterprise at least 1 year.

1.5. The Human Resources Specialist must know:

Legislative and regulatory legal acts, teaching materials on maintaining documentation on accounting and movement of personnel;

labor law;

The structure and staff of the enterprise;

The procedure for registration, maintenance and storage of work books and personal files of employees of the enterprise;

The procedure for establishing the names of professions of workers and positions of employees, general and continuous work experience, benefits, compensations, registration of pensions for employees;

The procedure for accounting for the movement of personnel and the preparation of established reporting;

The procedure for maintaining a data bank on the personnel of the enterprise;

Fundamentals of office work; means of computer technology, communications and communications;

Rules and norms of labor protection.

1.6. The Human Resources Specialist in his daily activities is guided by:

Local acts and organizational and administrative documents of the Company;

Internal labor regulations;

Rules of labor protection and safety, ensuring industrial sanitation and fire protection;

Instructions, orders, decisions and instructions of the immediate supervisor;

This job description.

1.7. During the period of temporary absence of a specialist of the personnel department, his duties are assigned to [name of the position of the deputy].

2. Functional responsibilities

The Human Resources Specialist performs the following labor functions:

2.1. Keeps records of the personnel of the enterprise, its divisions in accordance with unified forms primary accounting records.

2.2. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established documentation on personnel.

2.3. Forms and maintains personal files of employees, makes changes in them related to labor activity.

2.4. Prepares the necessary materials for qualification, attestation, competitive commissions and the presentation of employees for incentives and awards.

2.5. Fills in, takes into account and stores work books, calculates the length of service, issues certificates on the current and past labor activities of employees.

2.6. Makes entries in work books on incentives and rewards for employees.

2.7. Enters information about the quantitative, qualitative composition of employees and its movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with the schedules of regular vacations.

2.8. Draws up pension insurance cards and other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.

2.9. She studies the causes of staff turnover, participates in the development of measures to reduce it.

2.10. Prepares documents after deadlines current storage to be deposited in the archive.

2.11. Monitors the status labor discipline in the divisions of the organization and compliance by employees with the rules of internal labor regulations.

2.12. Prepares prescribed reports.

2.13. Takes the necessary measures to ensure the safety / non-disclosure of the Company's commercial secrets, as well as personal information about the Company's employees.

In case of official necessity, a specialist of the personnel department may be involved in the performance of his duties overtime in the manner prescribed by the provisions of federal labor legislation.

The Human Resources Specialist has the right to:

3.1. Request and receive the necessary materials and documents related to the activities of a specialist in the personnel department.

3.2. Engage in relationships with departments of third-party institutions and organizations to resolve operational issues production activities within the competence of the HR inspector.

3.3. Represent the interests of the enterprise in third-party organizations on issues related to its professional activities.

4. Responsibility and performance evaluation

4.1. The personnel department specialist bears administrative, disciplinary and material (and in individual cases provided for by the legislation of the Russian Federation - and criminal) liability for:

4.1.1. Non-fulfillment or improper fulfillment of official instructions of the immediate supervisor.

4.1.2. Failure to perform or improper performance of their labor functions and assigned tasks.

4.1.3. Unlawful use of the granted official powers, as well as their use for personal purposes.

4.1.4. Inaccurate information about the status of the work entrusted to him.

4.1.5. Failure to take measures to suppress the identified violations of safety regulations, fire and other rules that pose a threat to the activities of the enterprise and its employees.

4.1.6. Failure to comply with labor discipline.

4.2. Evaluation of the work of a specialist in the personnel department is carried out:

4.2.1. The immediate supervisor - regularly, in the course of the daily implementation by the employee of his labor functions.

4.2.2. Certification Commission enterprises - periodically, but at least once every two years based on the documented results of work for the evaluation period.

4.3. The main criterion for evaluating the work of a specialist in the personnel department is the quality, completeness and timeliness of his performance of the tasks provided for by this instruction.

5. Working conditions

5.1. The work schedule of a HR department specialist is determined in accordance with the internal labor regulations established by the Company.

5.2. In connection with the production need, the specialist of the personnel department is obliged to travel to business trips(including local importance).

Acquainted with the instructions ___________ / ____________ / "__" _______ 20__

Types and varieties of personnel documentation
* nomenclature
* grouping documents
* requirements for giving legal force to documents
* personnel instruction
* preparation of affairs of the personnel service for transfer to the archive of the organization,
* Responsible for maintaining personnel records.

The personnel department is the visiting card of the enterprise. The first step of a person in an enterprise is the personnel department. A person tends to remember the beginning and end of different events. This has been established by psychologists. For each person you just need to find their place. In one place, the employee is ineffective, and in another - brilliant. In each one can find abilities that will allow a person to work in a certain area with maximum efficiency.
The main task of the personnel department- Recruitment and team work.

What is HR work?

Simply put, personnel work is a set of organizational, meaningful measures and successive steps aimed at the effective use of the abilities and professional skills of each individual employee in realizing the ultimate goals of the organization. Having personnel interested in work, the company is able to compete. The responsibilities and structure of the HR department may vary depending on the type of company activity.
The need to formalize labor relations, to consolidate the facts of the labor biography of employees, to keep records of personnel, to accompany their movement has long been an axiom and is of particular relevance today.
First, this need is closely connected with the task of promoting state pension insurance, with issues of tax discipline.
Secondly, the observance of the law in working with personnel, the execution of personnel documents, the provision of state guarantees are the subject of close attention. federal bodies executive power and supervisory and control organizations. Mandatory maintenance of personnel records in organizations of any form of ownership and all methods of financing is established by national legislative and regulations and.
HR administration is the responsibility of employers.
Poorly organized work on personnel accounting inevitably affects the activities of the entire enterprise. As a result of personnel errors, it is difficult to accept right decisions, the work of departments is disorganized, the efficiency of the organization as a whole is reduced.
Worse, violations of the established procedure for personnel work can lead to direct financial losses, the diversion of all kinds of resources. Mistakes made when creating personnel documents often lead to errors in remuneration and sick leave employees, to reduce the amount of labor pensions established for employees.
Often the result of such violations are labor disputes and court hearings.
With permission labor disputes the court, according to established practice, requires the employer to confirm his innocence and refute the statements of the employee. And often mistakes made when creating personnel documents, incorrect design, lead employers to a sad but logical ending. The presence of the necessary and properly executed personnel documents will help to avoid mistakes, problems and their consequences.
It's no secret that personnel service in an enterprise is far from being a universal phenomenon. Many small businesses located in initial stage development, as a rule, do not have a separate structure or employee who deals with personnel management issues in the company.
If you need a specialist in personnel records management, then it is better to look for just such a specialist - it will be both cheaper and more practical. If you think that this employee should hold the team together, organize leisure and recreation - this is another specialist, if he must introduce an effective wage system - this is the third.
"All in one bottle" is rare.
Human Resources Managers are like doctors with their own specialty, and only an experienced HR worker is somewhat like a family doctor, being a generalist.
In general, the organization of personnel work should be approached as a business project. The head of the company should determine for himself the criteria for evaluating the activities of personnel officers. Discuss in as much detail as possible among the managers of your enterprise what exactly the personnel department should do, in what time frame, what funds will be allocated for this, what resources (people, money) will be involved.
Don't expect the HR manager to solve your problems on his own, without the help of colleagues, and without the budget allocated to him, only for his salary.
Main function and primary purpose of such an employee is to promote the growth of business efficiency by providing the company with human resources, increasing labor productivity, increasing the manageability and motivation of employees.

REGULATIONS ON THE HR DEPARTMENT

1. GENERAL PROVISIONS

1.1. The personnel department (hereinafter referred to as the Department) is a separate structural subdivision of the organization (hereinafter referred to as the Organization).
1.2. The department is created and liquidated by order CEO Organizations.
1.3. The department reports directly to the Director General of the Organization.
1.4. The Department in its activities is guided by Labor Code Russian Federation, other normative legal acts containing norms labor law, as well as regulatory methodological documents on the conduct of personnel records management, the Charter of the Organization, as well as these Regulations.
1.5. The Human Resources Service is headed by the Head of the Human Resources Service (hereinafter referred to as the Head), who is appointed and dismissed by order of the General Director of the Organization.
1.6. A person with a higher legal or economic education and at least 3 years of experience in the position of head of the personnel department is appointed to the position of the Head.
1.7. The structure and staff of the Department is approved by the General Director of the Organization. 1.8. The duties of the employees of the Department are established by job descriptions.

2. MAIN TASKS

2.1. Selection and placement of personnel.
2.2. Accounting for personnel and maintaining personnel records.
2.3. Monitoring compliance with labor discipline.
2.4. Raising the qualifications of employees.
2.5. Carrying out certification.
2.6. Formation personnel reserve.
2.7. Monitoring compliance with labor and social rights workers.
2.8. Maintenance and strengthening of a positive socio-psychological climate in the Organization, prevention of labor conflicts.

3. FUNCTIONS

3.1. Determination of the current need for staff, analysis of staff turnover.
3.2. Recruitment of personnel together with the heads of interested departments.
3.3. Development of staffing.
3.4. Documenting the reception, transfer, dismissal of employees.
3.5. Reception, filling, storage and issuance of work books.
3.6. Keeping records of the personnel of employees of the organization, registration of personal files,
preparation and issuance of certificates and copies of documents at the request of the employee.
3.7. Documenting business trips.
3.8. Drawing up a vacation schedule and accounting for the use of vacations, as well as issuing vacations in accordance with the vacation schedule.
3.9. Keeping records of employees liable for military service.
3.10. Preparation of materials for presenting employees for incentives.
3.11. Preparation of materials on bringing employees to material and disciplinary liability.
3.12. Fulfillment of inquiries about the seniority of employees who previously worked in the organization.
3.13. Organization and participation in the certification of employees.
3.14. Formation of a personnel reserve for promotion to leadership positions, drawing up plans for the development of employees.
3.15. Drawing up plans for improving the skills of employees.
3.16. Organization of payroll.

The department has the right:
4.1. Receive from structural divisions, Organizations documents required for registration of admission, transfer, secondment, vacation and dismissal of employees.
4.2. To give, within its competence, instructions to the structural divisions of the Organization on the selection, accounting, placement and training of personnel.
4.3. Make proposals to the management of the Organization to improve work with personnel.
4.4. To certify the legal force of personnel documents issued to employees of the Organization.
4.5. To control in the structural subdivisions of the Organization the observance of labor legislation in relation to employees, the provision of established benefits and compensations.
4.6. Represent the interests of the Organization in accordance with the established procedure on issues within the competence of the Department in relations with state and municipal bodies, as well as other enterprises, organizations, institutions.
4.7. Conduct meetings and participate in meetings held by the Organization on issues within the competence of the Division.

5. RESPONSIBILITY

5.1. Responsibility for the proper and timely performance by the Department of the functions provided for by these Regulations lies with the Head.
5.2. The Leader is responsible for:
5.2.1. Organization of prompt and high-quality preparation and execution of documents, record keeping in accordance with applicable rules and instructions.
5.2.2. Compliance with employees of the Department of labor discipline.
5.2.3. Ensuring the safety of property located in the premises of the Department, and compliance with fire safety rules.
5.2.4. Compliance with the current legislation of the draft orders, instructions, regulations and other documents issued by the Department, endorsed by him.
5.2.5. The responsibility of employees of the Human Resources Department is established by their job descriptions.

6. RELATIONSHIPS. SERVICE RELATIONS

To perform functions and exercise rights, the personnel service interacts:
6.1. With all structural divisions of the Organization on personnel matters.
6.2. With the legal department - for information about changes in current legislation and legal support in the preparation of personnel documents.
6.3. With accounting - on issues of remuneration, as well as to provide copies of orders for hiring, dismissal, transfer, vacation, secondment, promotion, liability.
6.4. With the information and technical department of the Organization - on the issues of providing the Department with organizational and computer equipment, its operation and repair.

7. PROCEDURE FOR INTRODUCING CHANGES AND ADDITIONS

7.1. Changes and additions to the Regulations are made by order of the General Director on the proposal of the Head.

HOW TO ORGANIZE THE WORK OF THE HR BODY, REGULATIONS ON THE HR DEPARTMENT

1. General Provisions

1.1. The HR inspector belongs to the category of specialists.

1.2. Qualification requirements:
Secondary vocational education without requirements for work experience or primary vocational education, special training according to the established program and at least 3 years of work experience in the profile, including at this enterprise at least 1 year.

1.3. The Human Resources Inspector must know:
- legislative and regulatory legal acts, methodological materials on maintaining documentation on accounting and movement of personnel;
- labor legislation;
- structure and staff of the enterprise;
- the procedure for registration, maintenance and storage of work books and personal files of employees of the enterprise;
- the procedure for establishing the names of the professions of workers and positions of employees, the total and continuous length of service, benefits, compensations, registration of pensions for employees;
- the procedure for recording the movement of personnel and compiling established reporting;
- the procedure for maintaining a data bank on the personnel of the enterprise;
- the basics of office work;
- means of computer technology, communications and communications;
- Rules and norms of labor protection.

1.4. Appointment to the position of an inspector of the personnel department and dismissal are made by order of the general director.

1.5. The Human Resources Inspector reports directly to the CEO.

1.6. To ensure his activities, the inspector of the personnel department is given the right to sign the organizational and administrative documents of the Company on issues that are part of his functional duties.

1.7. During the absence of the inspector of the personnel department (business trip, vacation, illness, etc.), his duties are performed by a person appointed in the prescribed manner. This person acquires the appropriate rights and is responsible for the improper performance of the duties assigned to him.

2. Job responsibilities

Human resources department inspector:

2.1. Keeps records of the personnel of the enterprise, its divisions in accordance with unified forms of primary accounting documentation.

2.3. Prepares the necessary materials for qualification, attestation, competitive commissions and the presentation of employees for incentives and awards.

2.4. Fills in, takes into account and stores work books, calculates the length of service, issues certificates on the current and past labor activities of employees.

2.5. Makes entries in work books about incentives and rewards for employees.

2.6. Enters information about the quantitative, qualitative composition of employees and their movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment.

2.7. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with the schedules of regular vacations.

2.8. Draws up pension insurance cards and other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.

2.9. Forms and maintains personal files of employees, makes changes in them related to labor activity.

2.10. She studies the causes of staff turnover, participates in the development of measures to reduce it.

2.11. Prepares documents after the expiration of the established terms of the current storage for depositing in the archive.

2.12. Monitors the state of labor discipline in the divisions of the organization and compliance by employees with the rules of internal labor regulations.

2.13. Prepares prescribed reports.

3. Rights

The Human Resources Inspector has the right to:

3.1. Request and receive from the structural units information, reference and other materials necessary to fulfill the duties stipulated by this Job Description.

3.2. Take measures upon detection of disciplinary violations of employees of the enterprise and report these violations to the head of the enterprise in order to bring the perpetrators to justice.

3.3. In agreement with the head of the enterprise, involve experts and specialists in the field of labor relations for consultations, preparation of conclusions, recommendations and proposals.

3.4. Get acquainted with the documents that define his rights and obligations in his position, criteria for assessing the quality of performance official duties.

3.5. Submit proposals for the management to improve the work related to the responsibilities provided for in this Instruction.

3.6. Require the management of the enterprise to ensure the organizational and technical conditions and execution of the established documents necessary for the performance of official duties.

4. Responsibility

The department inspector is responsible for:

4.1. For improper performance or non-performance of their official duties provided for by this Job Description, within the limits established by the current labor legislation of the Russian Federation.

4.2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.

4.3. For causing material damage to the enterprise - within the limits established by the current labor and civil legislation of the Russian Federation.

Buy HR books

	Handbook of personnel officer (book + diskM) This edition contains practical advice on the organization of the work of the personnel service and personnel office work. The material is clearly systematized and contains a large number of specific examples and sample documents. The book is accompanied by a disk with forms of documents and regulations in the Garant system, regulating various issues of labor relations and personnel work. The book will be useful to a wide range of readers, personnel officers, heads of enterprises and organizations of all forms of ownership.
	The author explains in detail what is Labour Inspectorate and what are the limits of its powers, how labor law compliance checks are carried out and how they can end, what violations can lead to a fine, and what will lead to the disqualification of the head of the organization. The book contains practical recommendations for employers-organizations and individual entrepreneurs, which will help to avoid the claims of labor inspectors. In preparing the book, all last changes legislation. Author: Elena Karsetskaya The book is addressed to heads of organizations of all forms of ownership, employees personnel services, accountants, individual entrepreneurs, as well as anyone who is interested in compliance with labor laws.
	The collection includes job descriptions drawn up in accordance with qualifications contained in Qualification Handbook positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 No. 37, as well as in accordance with other regulations on tariff and qualification characteristics (requirements). The collection consists of two sections: the first includes industry-wide job descriptions for managers, specialists, technical performers, the second - job descriptions for industries (editing and publishing, transport, banking, trade, research activities, education, healthcare). For heads of organizations, employees of personnel and legal services.