FEDERAL AGENCY FOR EDUCATION

BIYSK TECHNOLOGICAL INSTITUTE (branch)

state educational institution

higher vocational education

"Altai State Technical University. I. I. Polzunova

Settlement task

for information systems design

On the topic: "Automation of the workplace of a HR specialist"

Performed: student of PIE-63 group

Checked by: Senior Lecturer

Biysk 2010

Introduction…………………………………………….………………….3

1. Analytical part

1.1 Analysis of the subject area……………………………..4

1.2 Overview of analogue programs………………………………..6

1.3 Technical task……………………………………..6

1.4 Statement of the problem……………………………………….….13

1.5 Development Method…………………………………………....15

1.6 Justification of design decisions…………………….…..20

1.7 IS architecture……………………………………….….…27

2. Design part

2.1 Information support……………………….……..28

2.2 Software……………………......................30

2.3 Technological support…………………………………31

Conclusion………………………………………………………….…..33

List of used literature…………………………..………34

Introduction

In recent years, the volume and circulation of information has significantly increased in all spheres of human life: economic, financial, political, spiritual. And the process of accumulation, processing and use of knowledge is constantly accelerating. In this regard, there is a need to use automatic tools that allow you to effectively store, process and distribute the accumulated data.

Computer accounting has its own characteristics and is radically different from the usual one. The computer not only facilitates accounting by reducing the time required for paperwork and summarizing the accumulated data for analysis of the course trading activities needed to manage it. When using a computer, “quantity turns into quality”: an increase in the speed of calculations makes it possible to improve the quality of the trading scheme itself.

The purpose of this calculation task is to develop a workplace automation system personnel worker businesses operating in the food business.

1. Analytical part

1.1 Domain analysis

The problem of automation of production processes and management processes as a means of increasing labor productivity has always been and remains relevant. The need for automation is explained by the tasks of facilitating labor management personnel, the complication of industrial relations, the increase in the volume of managerial functions.

An important role is played by the task of matching the technical base of management with a similar base of production, in relation to which automation is carried out.

At the present stage of automation of production management, the most promising is the automation of planning and management functions based on personal computers installed directly at the workplaces of specialists. These systems are widely used in organizational management called workstations (AWPs). This will allow people who do not have special knowledge in the field of programming to use the system, and at the same time will allow supplementing the system as needed.

I want to consider the automation of the workplace of a personnel worker using the example of LLC " Commercial network Anix, which sells food products. The success of a company largely depends on correct selection personnel.

The main job of an HR specialist is recruiting. The specialist must correctly assess the capabilities of a person and offer him a suitable position.

The very first stage of the work of a personnel officer can be considered an assessment of labor resources. If there are open vacancies, you need to start a search for a replacement. The search consists of several steps:

1. Submission of an advertisement,

2. Filling out questionnaires,

Then the questionnaires are analyzed, interviews are conducted, and based on the data obtained, a decision is made on hiring. The applicant provides the personnel department with documents (passport, TIN, SNILS, work book, sanitary book, education document). The personnel department starts personal card employee, where the personnel officer manually enters all the data. A questionnaire is also filed there, a photocopy of the first pages of the passport. An employment contract is drawn up liability. Copy employment contract remains with the employee, and the documents (work book, sanitary book) remain in the personnel department. Then the employee goes to the place of work.

Figure 1.- The work of a HR specialist (use case diagram)

Figure 1 shows the recruitment process.

There is another aspect of the work of a human resources specialist is the dismissal of an employee. In this case, the employment contract is terminated, the documents (work book, sanitary book) are returned to the employee.

1.2Overview of analogue programs

On this moment there are already software solutions, the essence of which is reduced to personnel records. This is, for example, a software project of scientific manufacturing company"Catharsis" - automation of the information processing system "Labour resources".

Some software vendors lure their customers with free service and accompaniment. But the 1C program: "salary and personnel" is very simple and does not require much skill in working with it. The program has long earned credibility in the market. Moreover, this program is relatively inexpensive; it can be installed within 10,000 rubles.

1.3 Terms of Reference

1. General information.

1.1 Full name of the system and its symbol

It is necessary to develop an automated workplace HR specialist of TS Anix LLC to automate management and workflow functions in the HR department. Symbol- ARMK.

1.2 Planned dates for the start and completion of work on the creation of the system:

Start of work on the creation of ARMK - 06/23/2010;

Completion of work on the creation of ARMK - 15.07.2010

2. Purpose and goals of creating the system.

2.1Purpose of ARMK:

The automated workplace of the personnel officer is an automated control and document management system; it is supposed to be used to automate the functions of personnel management: analysis, planning and accounting.

2.2Goals of creating ARMK:

Accumulation, storage, processing and issuance of reliable and operational information;

Reduction of time for information processing;

Reducing the time spent on information processing (input, processing of information);

Improving the quality of control and accounting of processed information;

Improving the efficiency of the HR department

3. System requirements

3.1Requirements for the system as a whole

3.1.1. Requirements for the structure and operation of the system

The system should function in a single information space, should support a single technology for processing and presenting data, should be implemented on the basis of a single data entry, the use of the system should be within the system of a single set of tools, the system should adhere to the openness of information storage structures.

ARMK consists of the following subsystems:

Subsystem information support;

Subsystem linguistic support;

Software subsystem;

Subsystem of legal support;

Subsystem methodological support;

Subsystem organizational support;

Subsystem technical support;

Subsystem "Accounting".

3.1.2. Requirements for means and methods of communication for information exchange between system components.

For information exchange between the components of the system should be organized the local network with client-server architecture. This need is due to the following important factors: parallel processing information; the ability to share data and devices; prompt access to information; improving the process of information exchange and interaction between employees.

3.1.3. Requirements for the characteristics of the relationship of the created system with adjacent systems, requirements for its compatibility.

ARMK data should be used by personnel officers, the accounting department and other divisions of Tekhresurs LLC, such as the marketing department, accounting department, general director. The exchange of information between the ARMK and departments of the enterprise should be carried out by transferring the relevant documents. The exchange of information with external partners (recruitment agencies, labor exchanges, etc.) should be carried out using the Internet.

3.1.4. Requirements for the operating modes of the system.

The use of ARMK should be carried out during the operation of the enterprise.

3.1.5. system diagnostic requirements.

Diagnostics and prevention technical means held once a month.

Database diagnostics are performed once a week by sampling some records.

Data integrity checks are performed as needed.

Software testing is carried out as needed.

3.1.6. Perspectives of the system, modernization of the system.

Modernization of ARMK can take place in two directions: modernization of software and modernization of hardware of ARMK. When upgrading the software, changes may be made or additions made to the programs compiled for working with the ARMK (for example, when a new task is introduced), and purchased software may also change. The modernization of the technical support of the ARMK should be carried out by acquiring new or upgrading old technical means.

3.1.7. Requirements for the number and qualifications of personnel.

3.1.7.1 Requirements for the number of users of the AU.

The number of personnel of ARMK is determined according to the staff list.

3.1.7.2. Requirements for the qualification of personnel, the procedure for their training and control of knowledge and skills.

The education of ARMK personnel should be higher professional for a personnel officer, for other users - below secondary specialized, subject to knowledge of the PC at the user level, i.e. they must be able to work with relevant software packages, and they must also be able to easily adapt to new software products (ie, be able to relearn). Control of knowledge and skills should be carried out when hiring, as well as in the course of work by order of the director, or for other reasons.

4. Required mode of work of personnel.

The required mode of work of the staff is full-time from 9 00 to 18 00. The main break should be 1 hour. Additional rest breaks should be provided depending on the degree of fatigue.

5. Requirements for system reliability.

The system needs to be robust against hardware and power failures. Highly reliable technical means are necessary for the reliable operation of the system. It also requires automatic redundancy of critical blocks.

Reliability requirements should be regulated for the following emergency situations:

failure of ARMK technical means;

lack of electricity;

failure of ARMK software;

incorrect actions of ARMK personnel;

fire, explosion, etc.

The reliability of hardware and software of the ARMK must comply with the above indicators.

6. Requirements for the protection of information from unauthorized access..

Information security can be:

Software (opening documents for reading only, etc.);

Technical ( electronic keys);

Organizational (passwords, locks, alarms in the room).

7. Requirements for the safety of information

The safety of information must be ensured in the following cases:

Failure of ARMK technical means;

Natural disasters (fire, flood, explosion, earthquake, etc.);

Theft of storage media, other means of the system;

Errors in software;

Wrong actions of the staff.

For the safety of information, it is necessary to provide for the use of uninterruptible power supplies to protect data from damage in the event of a power outage; for reliable data storage, it is necessary to back up the database daily on several disks.

8.List of functions to be automated:

· maintaining personnel records in centralized accounting;

formation of information about the employee on the basis of the questionnaire and his personal card;

storage in graphical form of photographs of employees, their personal signatures and a seal certifying the document of the personnel department;

Formation of the time sheet;

accounting of sick leaves;

Formation of a certificate on personal data - “children of employees”;

· formation of the certificate “Extract from the staff list” for an arbitrary date;

Formation of texts of orders for personnel, control of their compliance with the staffing table and information about holidays;

formation of texts of orders according to an arbitrary template using in templates keywords;

formation of information about the personnel of several institutions in one database, so that each institution has its own staffing, and requests are made for any subset of institutions;

formation of custom statistical reporting By management team and specialists.

9. Designing software systems.

There are two main ways to design software systems:

1) structural design based on algorithmic decomposition.

2) object-oriented design based on object-oriented decomposition.

Algorithmic decomposition can be thought of as the usual separation of algorithms. Object-oriented decomposition is represented as an object that has its own behavior.

Object-oriented systems are more flexible. Indeed, object decomposition significantly reduces the risk when creating a complex software system.

Object decomposition helps to understand complex software system. The structural approach consists in decomposition (partitioning) of the system into elementary functions.

In order to show tasks, subtasks of this calculation task, a Gantt chart is used. This diagram shows: system requirements analysis, logical design, physical design, implementation. Deadline: 06/23/2010 - 07/15/2010.

Fig.2 Gantt chart

The Gantt chart is a segments (graphic plates) placed on a horizontal time scale. Each cut 17

corresponds to a particular task or subtask. The tasks and subtasks that make up the plan are placed vertically. The start, end, and length of the segment on the timeline correspond to the start, end, and duration of the task. Some Gantt charts also show dependencies between tasks. The chart can be used to represent current state completion of work: a part of the rectangle corresponding to the task is shaded, indicating the percentage of completion of the task; a vertical line is displayed corresponding to the moment "today".

1.4 Statement of the problem

The Human Resources Department of Anix Trade Network LLC deals with personal accounting of employees, which includes admission and departure. The main tasks of personnel accounting are as follows:

1. planning vocational training workers and specialists (training, retraining);

2. planning for advanced training (training and retraining) of management personnel;

3. rational placement of personnel in accordance with the level of their qualifications;

4. certification and rationalization of jobs;

5. statistical and operational accounting and reporting;

6. analysis of the movement of personnel;

7. analysis of the qualitative composition of personnel;

8. archiving.

The Human Resources department keeps records personnel employees, movement of personnel, training and retraining of personnel. The function of the department is also to draw up job descriptions, reporting and processing of questionnaires. The personnel management department is also obliged to monitor labor discipline, as well as the promotion of employees through the ranks.

The personnel department, along with the calculation of the number of the active part of the company's labor resources, calculates the number of managerial personnel. Based on the presented indicators of the planned number, the personnel department of the company plans the hiring and dismissal of employees, as well as the distribution and regulation of the employed workers and employees in the workplace. In the process of manufacturing products, workers receive planned targets, the actual results of which are recorded either in paper documents, or on machine media and transferred to the accounting department. The accounting department, in turn, processes the information received and calculates the indicators for evaluating labor activity in monetary terms. Prior to the start of settlements, the personnel department informs the accounting department about current changes regarding individual works employees (data on missed working hours due to temporary incapacity for work, on internal and external movement of personnel, on violations labor discipline etc.). Individual indicators of this kind are transferred to the personnel department, which subsequently uses them in solving its problems.

Based on the available data, a number of reports can be generated. Workforce report. It can be formed on a specific date and for a specific employee. All these reports and documents LLC "Trading Network Anix" fills in the program 1C "Salary and Personnel".

1.5 Development method

With the help of a computer at the wholesale enterprise TS Anix LLC, personnel records are automated. One of the information processing functions is provided: word processing; accumulation and storage, management and manipulation of data; graphic processing, statistical processing, communication support. It also provides data processing and transmission in local and distributed computer networks.

The HR officer's workstation software appears to the user in the form of two components: problem-oriented personnel accounting software (analysis) and basic (system-wide) software, adapted to the requirements of specific professional users of each workstation. Information support (IS) of the personnel officer's workstation is divided into off-machine and on-machine. Off-machine IS includes classifiers of accounting and technical and economic information, a set unified documents primary accounting. A feature of the out-of-machine IO workstation of a personnel officer is that data on business transactions from the enterprise's divisions and from other workstations can be received both in documentary form and in the form of analogues of documents on a magnetic medium, as well as transmitted via communication channels in local networks.

Intramachine IO is a single centralized information database, represented by a set of data organized and stored on magnetic media in the form of information files and databases. Its main component is the information fund of accounting data, which includes regulatory reference, conditionally permanent information, data from past reporting periods, and current accounting data. Besides him in information base may include a database of instructive and methodological and other materials necessary for the personnel officer during work.

by automating the process of information processing, to promote efficient and secure storage and access to information.

The main purpose of the automated system for processing economic information in this case is to increase the efficiency of the performance of the main functions of the personnel officer, since his work is associated with a very large document and information flow. In addition, the automation of personnel records is designed to improve the efficiency of decision-making, increase labor productivity. By automating the information processing process, the efficient and secure storage and access to information can be promoted.

The purpose of automation is to create a unified information network, which allows you to effectively store, process, analyze and use information on personnel records. Employment is accompanied by the execution of an employment contract, in accordance with the Labor Code of the Russian Federation.

The employment contract is drawn up in two copies, one of which is transferred to the employee, the second is filed in a personal file in the personnel department.

The standard record of employees includes the necessary settings that fully automate the process of personnel changes.

It is possible to view the history of periodic details of the directory element (employee), obtain information on the selected employee or on all employees of the company, draw up documents on personnel records, and also generate a number of forms tax accounting according to the employee's income.

Automation of the management of personnel changes in TS Anix LLC increases its efficiency, facilitates the work of the personnel officer.

An integral part of the process of developing a complex information system is the solution of such key issues as the choice of the composition of computer technology, the determination of their characteristics.

The criteria for choosing technical means are:

Reliability of system functioning;

Functional completeness of the system;

performance;

Cost minimization for: hardware, application systems, system maintenance, system development.

1C "salary and personnel" is a universal system for automating personnel records. She can support various systems accounting, various accounting methodologies, used in enterprises various types activities.

The standard configuration is designed to automate accounting in self-supporting organizations of the Russian Federation.

Typical configuration includes:

Chart of accounts containing standard settings for analytical, currency and quantitative accounting;

Reference book of currencies used for currency accounting;

A set of directories for maintaining lists of objects of analytical accounting;

A set of enumerations for organizing analytical accounting with a regulated set of values;

A set of documents intended for input, storage and printing of primary documents and for automatic generation of accounting transactions. The main documents are shown in Figures 3 and 4. This is an order for employment and an order for dismissal.

Fig.3 Order for employment.

Fig4 Order of dismissal.

A set of constants used to configure general accounting settings for a particular organization.

A set of standard reports that allow you to receive accounting data in various sections for any accounts, any analytics objects.

Specialized reports on specific sections of accounting.

A set of regulated reports (tax, accounting and

etc.) and the mechanism for updating them.

Special modes of processing documents and operations that perform service functions.

Chart of accounts and setting up analytical accounting are implemented in the Standard

configuration for almost all sections of accounting.

A set of documents that automate the entry of operations is designed to maintain important sections of accounting:

Accounting for social insurance and security payments

Accounting for settlements with accountable persons

Accounting for settlements with personnel for other operations

Accounting for settlements on deposited amounts

Accounting for future receipts for shortages identified in previous years

Accounting for the difference between the amount to be recovered from the perpetrators and the book value for shortages of valuables.

1.6 Justification of the design decision

In the system being designed, the tasks to be solved will be implemented by the corresponding software module, each of which will be able to perform a number of operations, such as correcting information, searching for data, and generating reports. The processes of filling, correcting and searching for data will be implemented in the same way in all modules. When adding and editing data, control over the correctness of the user's input of information will be applied by comparing it with the required type, the range of possible values, the input mask, etc.

To add and edit data, screen forms will be used with all the necessary input fields, as well as explanations and control elements (for example, buttons) designed to generate control actions (save, cancel changes) and navigate (move) through the database. To provide data search, screen forms will also be used, allowing you to set different values ​​(ranges of values) of the information of interest, with control over the admissibility of the values ​​of the search conditions. Information can be searched both for individual fields of tables and for a combination of fields, for partial or complete matching of search conditions, case-insensitive for the convenience of the user, for numerical fields and fields of the “date” type, the ability to specify ranges of value changes will be implemented etc. Each of the program modules of the system assumes the presence of all the necessary reporting forms for the formation and printing of documents of the established form. All reports are generated automatically using data samples from the database.

The source of operational information for the implementation of the solution of the tasks set is general information, salary accrual, taxes and deductions, initial data, etc.

These data are constantly changing and are characterized by a large amount of processed information. Data is entered into the system using special forms and stored in the database in the form of tables.

Permanent information is also stored in the form of tables and is implemented using special directories. This data practically does not change, mostly new ones are added or old ones are edited, and, if necessary, deleted. In this system, such a directory is: a directory of employees.

The directory is used to store information about employees, indicate specific individuals as details of other configuration objects, as well as when accruing wages.

Orders will be used to display summary information. Orders will be generated depending on the specified parameters.

The main orders will be: an order for hiring, an order for personnel changes, an order for dismissal, an order for a change in salary.

The hiring order registers a new employee in the database.

The order on personnel changes changes the values ​​of the employee's periodic details in a typical configuration.

dismissal order - the formation of a dismissal order.

a salary change order changes the salaries of all or a group of employees.

The report on all employees allows you to get a report on all employees, it indicates the personnel number of the employee, full name, department, salary, number of dependents, etc. the report is generated as of the current (working date).

1. Accounting for the increase in labor resources.

On the basis of an employment contract, the data is entered into a computer. In general information, indicate: TIN, Position, Department, Nature of work. Here, the marks Include accruals in the tax base of the contribution to the FSS from the National Assembly and PZ, the Employee is disabled, the Employee is a tax resident.

These data are necessary for accounting and the formation of various orders. They are brought in as new employees appear. The user is required to be careful when entering documents

If an employee is hired by this organization not from the beginning of the year, then on the Initial data tab, data from the previous place of work is indicated according to the certificate provided: gross income from the beginning of the year.

On the "Other" tab, enter the data of the employee's identity document: series and number, details of the authority that issued the document, and date of issue.

These employee data are used when issuing primary documents,

for example, expenditure cash orders, as well as when filling out information about

individuals in tax returns in the event that the individual

person is missing or the TIN is not specified.

You can control the information by comparing the data from the archive and the data on the computer; if these data do not match, it will be necessary to raise the original document.

2. Accounting for wages and deductions.

In the “Salary accrual” tab, data is entered for calculating the employee’s salary and withholding income tax: monthly salary, percentage of the northern allowance, account for allocating payroll costs. When calculating income tax based on the total income of an individual in accordance with applicable law, the employer (tax agent) may make standard deductions. The group of details "Right to deductions" includes the type of deduction, the number of children and the amount of the deduction per child (300 rubles or 600 rubles)

The requisite "Personal income tax balance at the beginning of the current year" contains the amount of personal income tax for this employee for the beginning of the year.

On the “Taxes and deductions” tab, enter the data necessary to calculate the personal income tax and deductions for off-budget funds: personal income tax balance at the beginning of the current year, type of deduction per employee, number of children, nature of work (under an employment contract or under a civil law contract), include accruals in the tax base of contributions to the FSS from the National Assembly and PZ, whether the employee is disabled.

3. Dismissal of employees.

In the Document "Order of dismissal", in the input form, you must specify the number and date of the order, the date of dismissal and select the employee to be dismissed.

When posting the document, the date of dismissal is entered in the "Date of dismissal" attribute of the specified employee in the "Employees" directory.

Fig 5. Context diagram of warehouse operation

Figure 5 shows the interaction of the system with the environment, described in terms necessary for the normal functioning of the warehouse:

The functioning of the personnel department involves working with the personnel of the company. An employee is an object that an enterprise cannot do without and for which, in fact, the personnel department functions. The employee, having the required documents with him, fills out the questionnaire and turns to the personnel department to the personnel specialist.

Current legislation and instructions - regulating labor relations.

In working with employees, the most important function is performed by the HR specialist. Informational resources perform a direct function (providing information about the employee, etc.). Without material resources (equipment and Consumables) it is currently impossible to imagine any functioning enterprise.

The input information is understood as all the information necessary to solve the problem and located on various media: primary documents, machine media, in the memory of a personal computer.

From the rational organization of the input information of the enterprise, the methods of collecting, registering, transmitting, storing and processing information, its composition and timely receipt depend on the efficiency and effectiveness of human resource management.

The input information for the automated system developed in the design task is:

To reflect operations related to hiring - questionnaires, employment contracts filled out by hand (the form is given in the appendix).

To reflect the work with the personnel of the enterprise: application for leave, explanatory.

To reflect transactions related to dismissal: a letter of resignation.

All data is entered into the computer using a special program 1C "salary and personnel". With the help of these forms it is convenient to enter information, and the form allows you to simply select the desired position from the proposed list, which allows you to maintain the integrity of the data.

This input information allows you to generate the final table "Employees". In addition to the input data, the system being designed also has permanent data that is stored and entered into the system directories.

1.7 IC architecture

Warehouse accounting in 1C: Salary and personnel has a client-server architecture. Client-server - a computing or network architecture in which tasks or network load are distributed between service providers (services), called servers, and service customers, called clients. Often, clients and servers communicate through computer network and can be both different physical devices and software. At TS Anix LLC, the main character is the server, the clients are the personal computers of the department's employees.

Fig.6 Structure personnel department"TS Anix" (deployment diagram)

2. Design part

2.1 Information support

The database displays information about a specific subject area (software). Software is part of the real world.

An infological model (IM) of a subject area is a description of a subject area made without focusing on the software and hardware used in the future. Contains initial information about the subject area. The stage of IM creation is called infological design.

Requirements for the infological model:

Adequate display (the language for representing MI must have sufficient expressive capabilities)

Consistency (no ambiguous interpretation of the model should be allowed)

Easily extensible (ensuring the entry of new data without changing previously defined ones)

Flexible language (the language should be applicable to both manual and computer-aided design)

Understandable to all users

The purpose of infological modeling is to create an accurate and complete representation of the real world, which will be used later as a source of information for building a database.

To solve the problems considered in this calculation task, an infological model has been developed, shown in the figure.

Fig.7. IDEF0 decomposition diagram. Warehouse activity

The whole process of the warehouse activity is divided into:

Recruitment (employment of an employee and sending him to the place of work)

At this stage, the required documents are processed, the employee's profile. The data are entered in the archive and in parallel in the database on the computer. The employee is instructed, after which he is sent to the place of work.

Dismissal of an employee

This stage means that an employee is absent from work due to dismissal. The retired employee collects his documents from the personnel department.

· Place of work (Implementation of the capabilities of the frame). subject to further decomposition.

This model shows information links and information flows that allow solving the tasks of automating the accounting of warehouse operations and sales.

2.2 Software

The subsystem "Software" (SW) includes a set of computer programs, descriptions and instructions for their use on a computer. Software is divided into two complexes: general (operating systems, operating shells, compilers, interpreters, software environments for developing application programs, DBMS, network programs, etc.) and special (a set of application programs designed for specific tasks within functional subsystems, and test cases).

Fig. 8 Program 1C: Trade and warehouse

The 1C program "Trade and Warehouse" is currently one of the most popular programs for personnel accounting. It can support various accounting systems, various accounting methodologies, and be used in enterprises of various types of activities.

In the system, the main features of accounting are set (configured) in the system configuration. These include the main properties of the chart of accounts, types of analytical accounting, the composition and structure of reference books, documents, reports, etc. used.

For the designed workstation to be effective, the following principles of system creation must be observed:

Consistency

Flexibility

Sustainability

Efficiency

According to the principle of consistency, workstations should be considered as systems, the structure of which is determined by the functional purpose.

The principle of flexibility means the adaptability of the system to possible restructuring, due to the modularity of the construction of all subsystems and the standardization of their elements.

The principle of sustainability lies in the fact that the AWP system must perform the main functions, regardless of the impact on it of internal and external disturbing factors. This means that malfunctions in its individual parts should be easily fixed, and the system's performance should be quickly restored.

The efficiency of AWP should be considered as integral indicator the level of implementation of the above principles, referred to the costs of creating and operating the system.

The functioning of the workstation can give the desired effect, provided that the functions and workload are properly distributed between the person and the machine tools for processing information, the core of which is the computer.

2.3 Technological support

2. The implementation of the technological process includes work on accounting for the increase in labor resources, accounting for wages and deductions, dismissal of employees, and the formation of orders for relevant database queries.

The program for solving these problems for all jobs has one input, implemented by the control component. Working with the program begins with displaying an information window and activating the menu system.

Technological process collection of information will be the input of information from primary documents into databases, control over the validity of values, ensuring data entry by selecting from a list.

Conclusion

In this calculation task, I considered the automated workplace of a personnel specialist.

The creation of an automated workplace for a personnel officer in a company will reduce the time for processing information; there will be a reduction in the cost of information processing; reduced search time necessary information; the quality of control and accounting of processed information will improve; the efficiency of the work of not only the personnel officer, but also other departments of the company will increase.

List of used literature

1. Baldin K.V., Utkin V.B. Information systems in economics: Textbook. - 5th ed. - M .: Publishing and Trade Corporation "Dashkov and K", 2008 - 398 p. - ISBN 978-5-91131-6587

2. Vendrov A.M. Software Design for Economic Information Systems: Textbook. - 2nd ed., revised. and add. - M .: Finance and statistics, 2006. - 544 p.: ill. – ISBN 5-279-02937-8

3. Maklakov, S.V. BPwin and ERwin: CASE-tools for developing information systems. Textbook. - M.: Dialogue-Mifi, 2006. - 256 p., - ISBN 5-9444-1070-1

5. Ryazantseva N. A., Ryazantsev D. N. R99T 1C: Enterprise. Trade and warehouse. Secrets of work. - St. Petersburg: BHV-Petersburg, 2003. - 368 p.: ill. ISBN 5-94157-193-3

Relevance of the topic.

At present, the level of human resources management, and hence the efficiency commercial activities organizations of any type of ownership and legal form, as well as its social management, are largely dependent on the work personnel service, which performs traditional functions, and personnel management services with a wider range of responsibilities.

Efficiency personnel management is determined by the results of the work of personnel officers, which has a certain specific content (communication with people during interviews, interviews, hiring, evaluation of business and professional qualities; conflict resolution, etc.) and character (organizational, educational, creative, requiring knowledge in many areas of economics, sociology, law, etc.). The end result of labor is the adoption of decisions that are evaluated not quantitatively, but qualitatively, depending on the impact on the achievement of economic and economic goals. social development organizations.

At the same time, the practice of using the labor of personnel of personnel services in terms of qualifications, numbers, etc., as well as its organization and regulation, does not meet the requirements of modern personnel management.

The complication of modern production, the restructuring of economic management caused a significant increase in the amount of information in the field of personnel management. The volume of office documents is increasing every year. The introduction of machine processing of documents in a number of personnel services of large enterprises and associations did not reduce the number of personnel, but, on the contrary, led to an increase in the number of employees associated with office work. But since a simple increase in the number of managerial personnel does not give a positive effect, significant efforts are needed to solve the organizational problems of the office work of personnel services.

The efficiency of the entire personnel management process depends on the correct organization and the most complete automation of document processing processes. Most of the time is occupied by documentation services: preliminary consideration, accounting, storage, control over the execution of documents, various instructions, etc.

The organization of office work of personnel services provides for the solution of a number of issues:

first, clear organizational building the work of personnel departments and the choice of the most rational form of organizing work with documents;

secondly, the correct delimitation of functions between individual performers and departments according to their qualifications, implementation modern methods business management. This issue is being addressed through the development and implementation normative documents, standards, job descriptions. Particular attention must be paid to the correct

development of job descriptions for inspectors and referents of personnel services;

thirdly, the correct rationing of the work of employees of personnel services. It is designed to ensure the normal workload of employees during the working day, week, month, year with normal labor intensity at each workplace, as well as help in assessing the work of each employee;

fourthly, continuous improvement of qualifications and work culture of personnel of personnel departments. The organization of this process is the direct responsibility of the HR manager. It is implemented both by creating courses, seminars directly at the workplace with or without interruption from work, and by sending employees to advanced training courses at institutes, universities and other organizations, as well as by organizing internships, including at foreign enterprises and in organizations;

fifthly, the rational organization of jobs and the provision of favorable working conditions. The workplace of each employee of the personnel department must be properly organized so that the mental and physical efforts of the specialist are directed to the implementation labor functions rather than to overcome inconveniences at work.

Favorable working conditions are understood as a set of factors of the working environment that positively affect the health and performance of a person in the labor process. Such factors are sanitary and hygienic conditions (proper lighting, maximum silence, optimal temperature, humidity); an appropriate set of furniture and office equipment for workplaces (desks, office cabinets, desks for computers, swivel chairs, racks for storing file cabinets, a desktop file cabinet, a set of stationery, telephone sets, document staplers, correspondence trays, etc. .).

The purpose of this course work is to study the equipping of workplaces for employees of the personnel service of the state institution MGUP "Mosvodokanal".

As part of the course work, the following tasks will be solved:

The mechanisms of labor organization of personnel service workers were studied;

The requirements for equipping the workplaces of personnel officers are considered;

An analysis of the activities of the personnel department of MGUP "Mosvodokanal" was carried out;

A study was made of equipping the workplaces of employees of MGUP Mosvodokanal.

MGUP “Mosvodokanal” acts as the object of research.

The subject of the study is the principles of equipping the workplaces of personnel officers.

Structurally, the course work consists of an introduction, two chapters, a conclusion and a list of references.

Operation element- the action of one performer, which is not subject to division and is expedient only in combination with other elements of the operation.

Procedure- a certain sequence of performing a set of operations for processing a documented goal, ending with results defined in form and content.

The technological division of labor is characterized by the assignment of individual operations or their complex to a specific performer. For example, one employee draws up documents when applying for a job, draws up an order, on the basis of which an entry is made in the work book, draws up a personal file, acquaints the employee with the rules work schedule; the other one is engaged in the preparation of statistical reporting and certificates on personnel records, reports on the number and composition of specialists with different levels of education, on the movement of personnel, etc. The basis for this division is a list of fixed operations and procedures indicating their volume and, accordingly, costs working hours for their implementation.

Vocational and qualification division and cooperation of labor involve the distribution of responsibilities between employees, taking into account the activities carried out and the qualifications required to perform the work, and the establishment of the relationship of employees in their work activities.

The professional and qualification division of labor is carried out on the basis of the Qualification Directory for the positions of managers, specialists and other employees, approved. Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37 “On Approval of the Qualification Directory for the Positions of Managers, Specialists and Other Employees”.

Qualification Handbook (KSD) includes qualification characteristics positions of managers, specialists and other employees performing the functions of personnel management at the enterprise (in the organization). The description of each position contains three sections:

· “Responsibilities” - lists the functions that must be fully or partially performed by employees holding this position;

“Must know” - contains the requirements for the employee holding this position in relation to knowledge in the specialty, legislative acts, regulations, instructions and other regulatory documents, as well as methods and means used in the implementation official duties;

· “Qualification requirements” – the level and profile of the employee's special training necessary to perform the main functions and duties, and the requirements for work experience are determined.

KSD, regulating the work of workers, contributes to the organization of rational division and cooperation of labor by defining job responsibilities and requirements for the qualifications of workers.

In order to clearly separate the labor functions and duties of specialists and technical performers and regulate their work in relation to the conditions of a given enterprise (organization), job descriptions are developed for all types of positions provided for by the staffing table, except for the position of the head, whose rights and duties are determined by the relevant regulation.

The job description allows you to eliminate duplication, ensure the relationship in the work, timeliness and mandatory implementation of the work assigned to specific performers. When developing job descriptions, it is necessary to take into account the specifics of this enterprise (organization), the availability of modern computing and computer equipment for working with information personnel documentation etc.

The choice of options for the division and cooperation of labor of employees of personnel services should ensure their maximum employment with optimal and equal labor intensity, as well as the interchangeability of workers in the course of their work.

1.2. Equipping the workplace of a personnel officer

It is important for each employee of the personnel service to organize his workplace, including a rational layout (external in relation to other workplaces and equipment and internal, ensuring the rational arrangement of objects and means of labor in the workplace), as well as equipment, incl. information documents, and maintenance, creation of favorable working conditions.

The layout and equipment of workplaces depend on the specifics of the employee's work activity and position. You can use standard projects that contain a list of works, appropriate equipment and layout, maintenance, including an information link diagram, a list of incoming documents for storage and use, etc.

With regard to the workplaces of personnel officers, this is a typical set of furniture that meets both the anthropometric and functional data of a person, and the aesthetic perception of design. The complexity of the equipment provides for the presence of modern equipment at the workplace and its rational placement, including safe for health. Maintenance of the workplace should include information communications, document flow, etc., ensuring the efficiency, objectivity and reliability of receiving and processing information. All together should contribute to the effective performance of the employee during the working day, the high-quality performance of functions and duties.

The workplace of the personnel inspector, as a rule, includes a set of furniture (a table, a swivel chair, a chair for visitors), as well as a mini-computer, document trays, a telephone, a telephone directory, etc.

A typical timekeeper's workplace is equipped with a table, a swivel chair, a safe for storing documents (forms), etc.

Sanitary and hygienic working conditions at the workplace are regulated by sanitary norms, regulatory documents, and safety standards. When establishing a rational regime of work and rest, it is recommended to use the first half of the day for performing basic functions, the second half for holding production meetings, etc., the end of the day or certain days of the week for consultations and receiving visitors. In some cases, it is advisable to use individual modes of work, sliding work schedules.

The effectiveness of the labor activity of personnel of the personnel service is largely determined by the organization of the labor process and also by the methods of its implementation. The labor process, as a rule, consists of a complex of operations or procedures, each of which has its own purpose and execution order (sequential, combined, etc.). Thus, the “hiring” procedure includes 42 operations; “drawing up documents when hiring employees” - 10 (including filling out registration, alphabetical, personal cards, drawing up an order, writing in a work book, etc.).

The method of labor characterizes the way the worker performs the labor process in order to obtain the maximum result with the minimum expenditure of working time and stable performance during working hours.

The methods of work of any employee are largely determined by the organization of his workplace, the chosen forms of division and cooperation of labor functions (work), technology and other aspects that regulate the labor process. However, the use of rational techniques and methods for performing specific work largely depends on the workers themselves. For example, when keeping a time diary, an employee can more successfully prioritize the solution of certain tasks, perform relevant operations, resolve the issues of delegating individual works (functions) without exemption from responsibility (especially important for a manager), take into account the use of working time and determine the causes of its loss, take appropriate measures, achieve optimal performance within the framework of a natural rhythm, taking into account their own characteristics, etc.

The application of rational methods of work in the field of information and communications is of great importance. So, the processing of information can be streamlined, systematized and focused on the effective achievement of the task when applying various methods and methods of performing certain functions (works). This affects the timing of the work, their timeliness and reliability of the results when transferred to other employees in the conditions of the accepted division and cooperation. job duties etc. In the field of communications, for the successful work of HR personnel, it is necessary to apply rational methods of holding meetings, receiving visitors, conducting telephone conversations and correspondence, etc. These issues are widely discussed in the special literature on personnel management, but, in our opinion, without sufficient orientation of their decision to final results both in essence and in terms of the costs of the working time of the performer of the functions of personnel management.

1.3. Rationing of the work of employees of personnel services

Improving the organization of labor of personnel officers in the main areas is directly related to the solution of the tasks of rationing, i.e., studying, designing and establishing necessary costs labor (labor standards) and its results, the number and ratios of the number of employees in various positions.

The solution to the issues of labor rationing for personnel of personnel services is not adequately provided with regulatory, methodological and reference materials. In this regard, it is proposed to use the domestic experience of labor rationing for similar categories of workers, taking into account the specifics of the content, nature and subject of labor of personnel personnel.

The main types of labor standards, methods for their establishment, implementation, justification and other issues of regulation are determined by law in Ch. 22 of the Labor Code of the Russian Federation “Rationing of labor”.

The main types of labor standards include the norms of time (production), service, number, number of subordinates, etc. Based on the norms of time and service, normalized tasks are established.

The application of certain types of labor standards is determined by the degree of stability, repeatability and the level of duration of normalized work (operations, complexes of operations, procedures).

Time standards are set for work on recruiting and accounting for personnel, including for individual operations (for example, “drawing up documents when hiring workers and employees”), for a set of techniques (“drawing up and accounting for work books”), procedures ( “preparation of technical reports and certificates for the registration of personnel”).

For office work (for example, forwarding, clerical, archival) it is advisable to establish standard time standards. When performing time work (checking the availability of employees at workplaces, compiling reports on the movement of personnel of employees, recording the use of working time, etc.) and using traditional systems accounting (report-sheet, throughput on cards, bypass), it is recommended to establish service standards.

A promising direction for improving the rationing of personnel officers is the establishment and application of standardized tasks.

A normalized task is the composition and scope of work that an employee must perform for a certain period of time in compliance with accepted quality requirements. Normalized tasks for employees who are engaged in the performance of repetitive work (functions) are recommended to be established by the current methods of labor rationing.

The expediency and possibility of establishing and applying normalized tasks for personnel officers must be determined on the basis of an analysis of the content of normalized labor functions, the degree of their repetition and other factors.

The establishment of normalized tasks will allow rationally distributing functions between performers in accordance with their position and qualifications, assessing labor productivity and increasing the interest of employees in performing more work and combining professions and positions.

The period for establishing normalized tasks is determined by the complexity and laboriousness, the degree of repetition of the functions (works) performed:

For simple jobs that have a specific, predictable result - for a decade or a month according to a specific algorithm;

For complex - for a longer period, taking into account their nature and content.

The degree of detail of the normalized task depends on the number of items of work, the frequency of their repetition, and other factors.

The development of normalized tasks for employees of personnel services and personnel management services is recommended to be carried out in several stages:

study of the content of labor of service workers (based on taking photographs of the working day, a questionnaire survey, compiling a classifier of work performed, their repeatability and expediency, etc.);

preparation of regulatory documents (time standards for the types of work performed, designing a rational organization of labor, etc.);

setting a normalized task based on a list of works planned for a certain period, taking into account factors affecting the amount of time spent, normalizing types of work, planning the labor intensity of the volume of work envisaged, determining the time reserve for performing operational work.

The established normalized task, if necessary, requires clarification by evaluating the work performed, identifying the time spent on work not provided for by the task, calculating the labor intensity of the work performed, determining the actual hours worked, etc.

The standardized task is considered completed provided that the entire scope of work is carried out on time and with the appropriate quality (result).

To normalize the work of personnel of personnel services, it is recommended to use experimental-statistical and analytical methods of normalization.

Experimental-statistical method involves the determination of labor costs on the basis of similar statistical data, summary observations of the use of working time, etc. It is less labor-intensive, but does not provide sufficient accuracy and validity of the established labor standards.

Analytical Method allows you to establish reasonable standards of labor costs, ensuring their optimal intensity and reliability. Depending on the method of determining the value of the labor norm, there are analytical research and analytical calculation methods.

Initial information for establishing labor costs for the performance of certain functions of personnel management analytical research method are obtained based on the results of the study of labor processes by taking photographs of working time, timing, photo timing, as well as self-photos, which is especially important in relation to the rationing of the work of personnel service workers.

At analytical and calculation method labor standards are calculated on the basis of normative materials on labor. This provides the necessary degree of validity of the norms with much less time and money spent on collecting initial information compared to research. So, for the regulation of work on the recruitment and accounting of personnel, Intersectoral aggregated time standards for work on the acquisition and accounting of personnel can be recommended.

Chapter 2

2.1. Socio-economic characteristics of the enterprise

Mosvodokanal is a powerful industrial complex for the production of drinking water and the receipt and purification of Wastewater, which has a developed infrastructure, which includes dozens of pumping stations, treatment facilities and engineering systems for the supply and distribution of water.

Moscow Vodokanal operates the largest in Europe and one of the oldest urban water supply systems in Russia. The length of the Moscow water supply network is more than 11 thousand kilometers.

Today, Mosvodokanal employs more than 10,000 people, of whom 63% are workers, 28% are specialists, 8.8% are managers, and 0.2% are employees. Stability and succession of personnel are maintained, the most experienced and professional workers aged 36 to 55 make up 60% of the total number of employed in production. The average age of employees of the enterprise is 46 years, including workers - 45 years, specialists - 43.7 years, executives- 47.3 years. Work is constantly being done to improve the quality of the staff.

More than 500 employees successfully combine work with education at the leading specialized universities in Moscow: MGSU, MICHiS, MPEI and others. The company employs 47 candidates of sciences, 19 people are postgraduate students.

At present, the number of employees with higher education at the enterprise amounted to 3548 people. (28.0%), secondary special - 2806 people. (22.7%), medium - 5485 people. (44.3%) and incomplete secondary - 616 people. (5%).

In the 1st quarter of 2009, 438 managers and specialists and 556 workers were trained and advanced in various areas of the enterprise.

On October 1, 2008, Standard & Poor's rating service assigned credit ratings to Mosvodokanal, which make it possible to consider the enterprise as investment-attractive. The assignment of investment grade credit ratings to Mosvodokanal indicates that it is open and keeps pace with current trends development.

2.2. Analysis of the activities of the personnel service

The staff structure for personnel management at MGUP “Mosvodokanal” is as follows (Fig. 1.):

Rice. 1. The personnel management structure of MGUP “Mosvodokanal”

Consider the functions performed by the HR department.

Personnel records management and personnel accounting carried out by the Department of HR records management and personnel accounting, which performs technical functions: execution of personnel orders and instructions, registration of admission, movement and dismissal of employees, pension files, formation and maintenance of personal files, timesheets, preparation of job descriptions, job descriptions and qualification requirements .

Recruitment, Adaptation and Development Department. This department has several functions:

- Personnel planning.

If the enterprise is developing, then someone must draw up a recruitment plan in advance, plan his training, evaluation and other activities. Qualified personnel are in short supply. In one day you will not pick up, you will not retrain. This must be done in advance, that is, planned.

The specific definition of the need for personnel is the calculation of the required number of employees by their number, qualifications, time, employment and placement in accordance with the current and future development tasks of the enterprise. The calculation is based on a comparison of the estimated need for labor and the actual state of security on a certain date and represents information base for acceptance management decisions in the field of personnel recruitment, training and retraining.

- staff adaptation

After hiring, it is very important that the employee quickly enters the work and becomes effective. To do this, it is necessary to organize work on the initial adaptation of a new employee, help him understand what is required of him, how he should do the job, with whom to interact. For these purposes, the Moscow State unitary enterprise Since 2001, Mosvodokanal has been cooperating with the State Educational Institution of Secondary Vocational Education Polytechnic College No. 19.

The students of the college have an internship at the subdivisions of Mosvodokanal, during which they receive wages from the enterprise. Industrial training of college students is organized at the Training Center of Mosvodokanal. Work is underway to conclude contracts with some students for further employment at the enterprise. And also in 1973 the Training Center of Moscow State Unitary Enterprise "Mosvodokanal" was opened. So, in 2007 in classrooms and workshops training center 5801 people underwent training and advanced training.

For "beginners" in MGUP "Mosvodokanal" a mentor is appointed for up to 1 year.

- on the assessment and certification of personnel

It is better for the manager to know how the staff works. For an objective assessment of the work, obviously, there is little informal approach to this. Certifications and other formal forms of determining the effectiveness of employees are also needed. Performance appraisal allows management to identify the most outstanding employees and really raise their level of achievement by moving them to more attractive positions. Basically, performance appraisal serves three purposes: administrative, informational, and motivational.

At the expiration of probationary period, (for "beginners" - at the discretion of the mentor) an assessment of the activity and professional suitability of the employee is assigned. Certification of all employees is carried out at the discretion of the head of the personnel management department.

- staff motivation

The effectiveness of personnel management, the most complete implementation of the set goals, largely depends on the choice of options for building the enterprise personnel management system itself, understanding the mechanism of its functioning, choosing the most optimal technologies and methods of working with people. Of great importance are the guarantee of employment, working conditions, the level of payment, the nature of interpersonal relations in the team of workers, etc. Thus, at the beginning of 2008 at the enterprise MGUP “Mosvodokanal” a “Department for the Development and Motivation of Personnel Work” was created, the purpose of which is to create an adequate system of stimulation and motivation of work.

Recruitment system.

Recruitment and recruitment is carried out by the recruitment and selection team. MGUP Mosvodokanal uses both external and internal recruitment methods.

The use of external sources of staff recruitment allows for a wider choice among applicants for the position. This satisfies the absolute need for personnel. A new person, as a rule, easily achieves recognition in the team, which reduces the threat of intrigues within the organization. There is a new impetus in the development of the organization.

The disadvantages of attracting personnel from external sources, as a rule, are: high costs for attracting personnel, a high proportion of employees taken from outside. Also external sources contribute to the growth of staff turnover, there is a high degree of risk during the probationary period; poor knowledge of the organization; long period of adaptation; blocking career opportunities for employees of the organization, which worsens the socio-psychological climate among long-term employees in the organization. There is another minus - the new employee is not well known in the organization.

To fill positions in the company's staff, the internal method of recruiting is most often used. Promoting your employees is cheaper. In addition, it increases their interest, improves morale and strengthens the attachment of employees to the organization.

The advantage of the internal recruitment method is that the employee has chances for career growth, the social and psychological climate in the team improves. They also attract low recruitment costs. The level of pay in the organization remains stable (applicants from outside may present higher requirements for wages). There is an increase in the young staff of this organization, the rapid filling of the vacant position, without adaptation.

Usage internal sources attracting personnel allows to ensure the “transparency” of personnel policy, a high degree of manageability, the possibility of planning this process and purposeful staff development. The problem of employing own personnel is being solved, the motivation and degree of job satisfaction among employees are increasing. If the translation to new position coincides with the desire of the applicant himself, then there is an increase in labor productivity.

An organization that recruits staff through internal sources of attracting applicants has the opportunity to avoid unprofitable staff turnover.

The disadvantages of internal sources of attracting personnel are the appearance of familiarity in solving business issues, a decrease in the activity of an ordinary employee applying for the position of a manager, and tension and rivalry in the team may also appear if several applicants for a position appear. In addition, it is not possible to fully satisfy the quantitative need for personnel, only the qualitative need is satisfied, but through retraining or promotion of personnel, which requires additional costs.

MGUP "Mosvodokanal" does not use special tests and tests when hiring. The applicant sends a resume, which is studied by the Department of recruitment, adaptation and development of personnel, then this department organizes an interview with the head of the department or a representative of the department with the candidate. If necessary, a specialist or manager is invited for an interview who can assess the knowledge and professional skills of the candidate. The head of the HR department analyzes the results of the interview, examines the documents provided by the candidate, decides whether to accept (transfer) the candidate or refuse.

2.3. Equipping the workplaces of employees of the personnel department of MGUP "Mosvodokanal"

The job description of a labor inspector for MGUP Mosvodokanal includes a general part, qualification requirements, professional requirements, methodological training, main tasks and duties, rights of the inspector, responsibility (seven sections).

Basic rights and duties of a labor inspector:

Registration of documentation for the admission, transfer (relocation) and dismissal of employees;

Maintaining document flow and accounting for the movement of personnel;

Accounting and control of attendance at work, transfer of the necessary information to the MCC;

Processing sick leave certificates, documents for overtime and other work;

Registration of all types of holidays;

Clarification and adjustment of the hours worked by employees based on the results of work for the month;

Preparation of reports, certificates, applications, their submission to higher organizations and interested specialists.

The labor inspector is responsible for:

For accounting of expenses of working hours;

Preparation and timely submission of reporting and information documentation.

Qualification requirements:

Average special education(no work experience requirement)

Practical skills of working on electronic computing devices, counting and other office equipment;

Knowledge of the basics of personnel management, terms of remuneration and the basic provisions for accounting for working time.

At the same time, the inspector must be able to professionally:

Calculate and apply work and rest schedules for employees;

make out Required documents when hiring, transferring (moving) and dismissing;

Use the codifier of professions, positions and other documentation;

Analyze the cost of working time, process documentation on accounting for working time;

Use current guidance and organizational materials.

Let us give a calculation of the operational time for the performance of individual operations and their complexes according to the Intersectoral aggregated time standards for work on recruitment and accounting of personnel.

In the specified Intersectoral standards, the norms of time for work are established:

· on registration of documents at employment and dismissal of workers and employees;

· registration and accounting work books;

· registration of documents on the accounting of the movement of personnel;

preparation of statistical reports and certificates on personnel records;

· preparation of references;

participation in the development of plans and other work performed by staff recruiting and accounting personnel;

· associated with the employment and information offices of the population;

associated with the automated control system and with the pass office, etc.

These standards are developed in relation to a typical workplace of a personnel inspector and a timekeeper. The normative part is made in a tabular form indicating the content of normalized works and operations and has the following form.

Table 1

1. familiarization with the relevant documents (passport, work book, diploma or certificate of education, etc.) and, on their basis, filling out an employment order (form);

2. filling in an alphabetical card (form);

3. placing it in a file cabinet;

4. filling in the specialist's registration card (form) and placing it in the file cabinet;

5. drawing up an order for admission to work;

6. an entry in the work book and a mark on employment;

7. registration of a personal file (form);

8. drawing up a report on employment;

9. familiarization of the employee with the labor regulations;

10. filling out a safety checklist.

The time limit for performing a normalized operation is determined by the following formula:

Hvr \u003d Top (1 + K / 100),

where Hvr - the norm of time to perform a specific type of work (function), man-hours;

Top - the standard time for the performance of this work, established according to the collection of standards, man-hours;

K is a coefficient that takes into account the time spent on organizational and technical maintenance of the workplace, rest and personal needs, as well as preparatory and final time. According to the results of photographs and self-photographs of working time, K is taken equal to 8%.

Thus, the norm of time for performing the operation “documentation when hiring one worker” will be:

Hvr = 0.46 (1 + 8:100) = 0.50 man-hours

According to regulatory materials, the procedure for “registration and accounting of work books” consists of a set of operations for which their own time standards are established:

1. issuance of a new work book or an insert to it with a mark in the accounting book or an extract of a duplicate of the work book (unit of measurement - one work book or insert, one duplicate; time standard - man-hour);

2. entry in the work book (insert) of information about work, incentives, etc. (unit of measurement - one entry; standard time - man-hour);

3. making a copy of the work book (factors - the number of entries in the work book; unit of measurement - one copy; standard time - man-hour).

The norm of time for the execution of the procedure “registration and accounting of work books”, subject to the issuance of one work book, one entry and the removal of one copy with ten entries in it, will be:

Hvr \u003d (0.11 + 0.07 + 0.62) (1 + 8/100) \u003d 0.864 man-hours.

A more difficult task is to determine the required number of employees of personnel management services and personnel departments.

according to the actual situation specific gravity individual groups of personnel, in which the number is not standardized, but artificially maintained at a previously achieved level;

based on the analysis of working time costs by taking photographs of the working day, using the method of instantaneous observations of studying the costs of working time, etc. The method allows you to determine the optimal number, take into account specific aspects of the labor activity of employees, identify the possibility of changing the number in one direction or another in order to ensure economic results. However, observations of the use of working time, underlying it, are often subjective and come down only to establishing the share of lost working time and the subsequent proportional reduction in the number of employees. In addition, due to the complexity, this method is in most cases used selectively to develop standards intended for multiple use in individual departments and services;

according to the project of staff placement by workplace or attachment to permanent implementation certain functions(works);

・According to runtime standards certain types works (functions). A list of works and their volume are established, according to the standards, the total normative labor intensity of the entire volume of work (functions) is determined, which is divided by the useful time fund of one employee and thus the number of personnel necessary to perform normalized work (functions) is determined. The application of this method is difficult, especially for rationing the number of specialists and other employees due to the large variety of work (functions) they perform, the lack of a clear sequence for their implementation and the ability to foresee the entire scope of work in advance, and also due to insufficient coverage of all work (functions) standards and their high degree of differentiation, which increases the complexity of regulation;

according to the norms of the number or norms of service. The methodology is simple and boils down to the fact that, depending on any factors, the number of employees in a given profession is calculated using tables or normative formulas. The development of headcount standards is a rather complex regulatory research work that requires the use of mathematical methods, software, etc.

Let us calculate the number of labor inspectors and timekeepers performing the traditional range of work (functions) using the Intersectoral aggregated time standards for recruitment and accounting of personnel. We will assume that the labor inspector during the year performs all operations for the recruitment and accounting of personnel at the enterprise (organization) under the traditional variant of personnel management.

The calculation procedure is as follows:

· for each operation, the norm of time (in man-hours) is set, depending on the factors influencing its value, taking into account the unit of measurement of the normalized operation;

· taking into account the volume of planned work for the year for each operation, the labor intensity of standardized work and the labor intensity of work not provided for by regulatory materials are established;

The total labor intensity for normalized operations and unforeseen regulatory materials is divided by the useful working time fund of one employee.

The headcount is calculated (with conditional volumes of work per year) according to the formula:

H \u003d That: Fp,

where To is the total labor intensity of work for the year, man-hour;

Фп - useful working time fund of one employee per year (accepted - 1910 hours).

Then N \u003d (5500 + 70): 1910 \u003d 2.9 people; accepted H = 3 people,

where 70 is the annual labor intensity of work not provided for by the collection of standards, man-hours.

table 2

Calculation of the number of inspectors by personnel

	Name of performed operations	Unit of measure for the amount of work (operations)	Influencing factors	Time limits, person-hour	Time limits, person-hour	Volume of work per year	transaction capacity,
	Preparation of documents for employment	One worker
	Preparation of documents upon dismissal	One worker
	Execution of documents for an employee upon retirement due to age or disability	One worker
	Drawing up a report on the number of employees by sex, age, etc.	One report	payroll personnel - 10,000 people.
	Registration of characteristics for the employee	One worker
	Other operations
	capacity of normalized work

The number of timekeepers is determined by dividing the average number of employees of the enterprise (organization) by the service rate established according to time standards according to the formula:

H = Chsp: Nobs,

where Chsp - average headcount workers, people;

Nobs - service rate, pers.

For example, with a report-departmental timekeeping system, a decentralized form of its organization, the average number of employees is 10,000 people. and the rate of service for 490 people. the number will be:

H \u003d 10,000: 490 \u003d 20 people.

Workplaces of personnel officers are equipped in accordance with job categories and instructions. When planning and equipping workplaces for employees of the personnel department, it is recommended to consider the following requirements:

Install furniture, equipment, racks for sorting documents so that they are convenient to use;

Place objects and means of labor, taking into account the operations performed;

Materials that do not require urgent processing should be stored in special folders. If documents require further processing, they are placed in places accessible to other employees;

Place small office equipment in certain places to achieve automatic movement. Arrange all permanently used materials so that they can be immediately obtained when they are needed;

To quickly and accurately find documents, use folders of different colors.

The schemes for organizing the workplaces of a personnel inspector and a timekeeper are shown, respectively, in fig. 2 and 3.

Rice. 2. Equipping the workplace of the HR inspector

Rice. 3. Equipment of the timekeeper's workplace

The primary documents for personnel accounting at the enterprise (in the organization) are orders (instructions) on hiring, dismissal and transfer to another job, notes on the provision of vacations, on the basis of which the relevant entries are made in accounting documents (personal cards, work books, etc. .). Personal cards are filled out by the personnel department for all employees hired for permanent, temporary or seasonal work, based on a survey of the worker or employee and relevant documents: passport, diploma, work book, certificate, etc. About all subsequent changes in the employee's work path in personal cards appropriate marks are made, after reading which he puts his signature.

For specialists with higher education, in addition to a personal card, an registration card is also filled out. The completed registration card is signed by the applicant for work and certified by the head of the personnel department.

Personal cards of employees are completed by structural divisions of the enterprise in alphabetical order. They make up a file of personnel of the organization. According to personal cards, they keep records of the number, composition of employees and its changes in accordance with standard and industry instructions on statistics on the number of workers and employees. On large enterprises to facilitate the work with the card index, an auxiliary alphabetical card is created for each employee. The card file of these cards is maintained for the enterprise (organization) as a whole, the cards in it are laid out in alphabetical order and contain the following information: last name, first name, patronymic, workshop, department; position held; personal file number and personnel number. Personal cards of employees after their dismissal are stored in the personnel department of the enterprise for two years, and then in the archive of the enterprise for another 33 years.

For managers, specialists, as well as financially responsible persons in addition to personal and registration cards, the personnel department maintains personal files, which are a set of various documents characterizing their biographical, business and personal qualities. Personal files are systematized in alphabetical order or by structural units in accordance with the approved staffing table. They include the following documents: an inventory of documents, a personal personnel record sheet, an addition to a personal personnel record sheet, an autobiography, copies of documents on education, an application for employment, copies of submissions for appointment or approval in a position, copies of materials based on the results of competitions specialists and the election of managers, characteristics (reviews), attestation sheets, copies of orders for incentives and penalties, other documents characterizing the employee. Each personal file is assigned a serial number corresponding to the number in the staff book, which is recorded in the alphabetical book of personal files of the enterprise.

The staffing book is the main working document of the personnel department, which reflects the state of staffing of the apparatus of the enterprise, organization and their divisions with managers, specialists and employees. The specified book is compiled by personnel employees on the basis of the staffing table in the following form: serial number, name of departments and positions, official salary (rate); category of personnel, last name, first name, patronymic, year of birth, education and specialty, date and number of the appointment order. The serial numbers of the records of employees in the staff-duty book, in order to quickly search for the necessary data, assign them to personal files and a personal card.

To obtain various certificates about employees, transferred, retired, about the total and continuous work experience for marking in social security bulletins, an alphabet book is maintained in the personnel department. It is compiled for all workers and employees by departments or categories of personnel, depending on the structure of the enterprise, organization and number of employees. In the alphabetical book, as well as in the regular official, an entry is made simultaneously with the execution of orders for the admission, transfer, dismissal of workers.

Filling out a personal sheet on personnel records. The employee fills out a personal sheet on personnel records with his own hand, answering all the questions posed: last name, first name, patronymic; floor; year, day and month of birth; education (the name and location of the educational institution, the name of the received specialty and diploma qualifications are indicated); possession foreign languages; academic degree and academic title; scientific works and inventions; work performed since the beginning of employment; state and other awards; relation to military service and military rank; Family status; home address; Date of completion.

At the end of the personnel record sheet, the personal signature of the person filling it out is put.

An autobiography is a document that the author draws up independently, in any form, but subject to certain requirements. When applying for a job, an autobiography is written by hand on a sheet of A4 paper or on a special form. The form of presentation is narrative (in the first person).

All information is given in chronological order and so that you can get an idea of life path, business qualifications and personal qualities of a person. When describing labor activity, one should not be limited only to listing positions, it is necessary to explain the reasons for moving from one job to another. If temporarily not working, you must specify the reason. It is also necessary to write about the change of residence.

The autobiography usually indicates the title of the document; name, patronymic and surname of the author; date, month and year of birth, place of birth; information about parents (last name, first name, patronymic, place of work); education and specialization in education; type of labor activity; last place of work; awards and promotions; marital status and family composition; home address and phone number; date; put a personal signature.

Characteristic - an official document issued by the administration of an enterprise, institution, organization to its employee when solving a number of issues (such as admission to educational institution, secondment to work in another country, attestation for a position, etc.). It can be issued on a common form of A4 format.

The characteristic gives feedback on the performance of the employee, an assessment of his business and personal qualities.

Details of the characteristic: name of the type of document (characteristic); an indication of the position of the person to whom the characteristic is issued; the name of the organization issuing the characteristic; name, patronymic and surname of the employee; text; signatures; seal. In the text of the characteristic, logically interconnected components can be distinguished:

The first part is personal data following the title of the document, where they indicate the name, patronymic and surname, position, degree and title (if any), year of birth, education;

The second part is data on labor activity (specialty, duration of work at a given enterprise or organization, information about promotion, level of professional skills, etc.);

The third part is the characteristic itself, that is, the assessment of personal and business qualities (attitude towards work, raising the professional and cultural level, behavior in everyday life, attitude towards colleagues); the presence of awards and other employee incentives;

The fourth part - the final one - contains a conclusion, which indicates the purpose of the characteristic.

The text of the characteristic is stated from the third person. The characteristic is signed by the head of the enterprise. The signature is certified by the official seal. Below is the date of signing the characteristics. The characteristic is handed over to the employee or, with his knowledge, sent to the institution, organization, enterprise that requested it.

MGUP "Mosvodokanal" uses the automated control system "Kadry".

Information processing in the ACS subsystem "Personnel" is carried out in two main modes:

According to the established schedule with the issuance of timesheet data and data for reporting;

In a request-response mode at the request of the heads of structural divisions.

The issuance of personal data is possible in the following modes:

Sections of a personal sheet on personnel records (rereading mode);

Data from a personal sheet for standard queries (standard query mode);

Data on an arbitrary set of personnel indicators (non-standard request mode);

Analytical tables, including the results of calculations according to a given algorithm (calculation mode);

Data to be entered and corrected (input mode).

With the help of computers, it is also possible to solve the tasks of the "Personnel" workstation (preparation of various certificates for the management of an enterprise, association, industry, state statistical reporting, accounting and analysis of personnel movement, selection of candidates for promotion, referral to study, awards, etc.).

Further development of automated information and reference systems for personnel management in production is closely leading to the creation electronic service personnel department, which will allow the organizer personnel work receive in dialogue with the computer any necessary information contained in the infobase.

Implementation in the practice of personnel work modern means and management methods, equipping personnel services with the necessary computer technology, as well as increasing the role of personnel departments in activating the human factor in the development of production, also provide for the rational organization of jobs and the creation of better working conditions for employees of the personnel service. According to experts, the working premises of the personnel service, depending on the nature of the work performed in them, should be divided into functional zones:

Offices (working premises of the deputy head of the enterprise (organization) for personnel, heads of personnel departments, personnel training and other senior personnel of the personnel service);

Expectations (here, visitors are waiting to be received by personnel officers and at the same time receive primary information about the enterprise, if necessary, fill out forms of personnel documents);

Work with visitors (includes a zone of workplaces for HR inspectors and a zone for visitors equipped with the necessary furniture);

Work with documents (here are the workplaces of most personnel officers, equipped with everything necessary for obtaining information, processing, storing and issuing documents and materials);

Contact, or confidential communication with visitors (it is an isolated room with an interior conducive to a confidential conversation);

Document encoding (designed for encoding various personnel information under the conditions of using a computer);

Storage of documents (here are file cabinets, personal files and work books of employees, reports on personnel work and other personnel documentation).

Conclusion

IN term paper an analysis of the equipment of the personnel department employees of MGUP Mosvodokanal was carried out.

Moscow State Unitary Enterprise "Mosvodokanal" is the largest water company in Russia, providing water supply and sanitation services to more than 13 million residents of the Moscow region.

Today, Mosvodokanal employs more than 10,000 people, of whom 63% are workers, 28% are specialists, 8.8% are managers, and 0.2% are employees. The stability and succession of personnel is maintained, the most experienced and professional workers aged 36 to 55 make up 60% of the total number of employees in production. The average age of the company's employees is 46 years, including workers - 45 years, specialists - 43.7 years, executives - 47.3 years. Work is constantly being done to improve the quality of the staff.

The number of employees and the structure of the personnel service depends on the functions that the “personnel officers” perform or “should” perform in the organization. The most common proportion that is found in the literature or in the lectures of HR professionals as desirable is 1/100. In reality, in Russia, in large organizations, there are ratios of both 0.3/100 and 1.3/100. However, some trends are observed. It can be said that the introduction of modern technologies leads to a complication of labor, an increase in the qualifications and level of development of personnel and, at the same time, to a decrease in the labor intensity of work and the number of personnel required to perform a particular amount of work. A developed workforce requires a more sophisticated approach to managing it.

MGUP Mosvodokanal percentage personnel management to the number of employees of the company is 0.9/100. Thus, the desired proportion is observed.

The disadvantages of internal sources of attracting personnel are the appearance of familiarity in solving business issues, a decrease in the activity of an ordinary employee applying for the position of a manager, and tension and rivalry in the team may also appear if several applicants for a position appear. In addition, it is not possible to fully satisfy the quantitative need for personnel, only the qualitative need is satisfied, but through retraining or promotion of personnel, which requires additional costs.

The workplaces of personnel officers are equipped with a standard set of furniture that meets both the anthropometric and functional data of a person, and the aesthetic perception of design.

The workplace of the personnel inspector includes a set of furniture (a table, a swivel chair, a chair for visitors), as well as a mini-computer, document trays, a telephone, a telephone directory, etc.

The timekeeper's workplace is equipped with a table, a lifting and swivel chair, a safe for storing documents (forms), etc.

The creation of favorable working conditions presupposes the presence of normal lighting, acceptable noise levels, optimal microclimate, aesthetics, a rational work and rest regime, as well as a psychological climate in the team.

Bibliography:

1. Adamchuk V.V. Ekonomika i sotsiologiya truda [Economy and sociology of labor]. Uch. For universities. -M.: UNITI, 2008. -144s.

2. Vasiliev V.N. Organization of production with market conditions. - M.: Mashinostroenie, 2006.-568s.

3. Dyatlov V.A., Kibanov A.Ya., Odegov Yu.G., Pikhalo V.T. Personnel Management: Textbook. - M.: Publishing house. center "Academy", 2007.-574s

4. Zudina L.N. Organization of managerial work. Novosibirsk, NGAEiU, 2008.-623p.

5. Kibanov A.Ya. Fundamentals of personnel management: Textbook. - M.: INFRA-M, 2008, - 304 p.

6. Levin I.B., Melnik S.L. Handbook of an economist-organizer of labor. - Minsk: Higher School, 2009.-537p.

7. Melikyan G.G. Economics of labor and social and labor relations. - M.: MIK, 2004. - 623p.

8. Organization and regulation of labor: Tutorial. - M.: CJSC "Finstatinform", 2008.-562p.

9. Fundamentals of the scientific organization of labor at the enterprise: Textbook. - M.: INFRA, 2008.-544s.

10. Personnel management of the organization. Workshop: Textbook / Ed. Dan. prof. A.Ya Kibanova. - M.: INFRA-M, 2008 - 296 p.

11. Personnel management: Textbook / Ed. Ph.D., prof. O.I. Marchenko. - M.: "Os-89", 2008.-224 p.

12. Fedoseev V.N., Kapustin S.N. Organization personnel management. Tutorial. - M.: Publishing house "Exam", 2009. - 368 p.

Levin I.B., Melnik S.L. Handbook of an economist-organizer of labor. - Minsk: graduate School, 2009.- S. 337.

Organization personnel management. Workshop: Textbook / Ed. Dan. prof. A.Ya Kibanova. - M.: INFRA-M, 2008 - P.105.

Personnel Management: Textbook / Ed. Ph.D., prof. O.I. Marchenko. - M.: "Os-89", 2008.- S. 114.

Fedoseev V.N., Kapustin S.N. Organization personnel management. Tutorial. - M.: Publishing house "Exam", 2009. - S. 201.

Introduction ................................................ ................................................. ............. 4

1. Theoretical aspects automated workplace of a personnel officer .............................................. ................................................. ............................ 5

2. Description of the subject area............................................... ....................... 9

3. Functions and duties of the personnel officer .............................................. ............... 10

3.1. Functions of the personnel officer of Tekhresurs LLC .............................................. . 10

3.2. Responsibilities of the personnel officer of Tekhresurs LLC .............................................. 11

3.3. Responsibility of the personnel officer of Tekhresurs LLC .............................. 11

4. Terms of reference ............................................................... ...................................... 12

Conclusion................................................. ................................................. ...... 31

Literature................................................. ................................................. ...... 32

Introduction

The problem of automation of production processes and management processes as a means of increasing labor productivity has always been and remains relevant in the national economy. The need for control automation national economy and its links is explained by the tasks of facilitating the work of managerial personnel, curbing the growth of its number, caused by the development of production; the complication of industrial relations; increase in the volume of management functions. An important role is played by the task of matching the technical base of management with a similar base of production, in relation to which automation is carried out.

At the present stage of automation of production management, the most promising is the automation of planning and management functions based on personal computers installed directly at the workplaces of specialists. These systems are widely used in organizational management under the name of automated workstations (AWPs). This will allow people who do not have special knowledge in the field of programming to use the system, and at the same time will allow supplementing the system as needed.

In this course work, we will consolidate the theoretical aspects of the workstation, we will dwell in more detail on the concept of the workstation of a personnel specialist. In addition, we will consider one of the stages of designing an automated system, such as the terms of reference for the automated workplace of a HR specialist at Tekhresurs LLC.

1. Theoretical aspects of the automated workplace of a personnel officer

The automated workplace of a personnel officer is a workplace that is equipped with computers and other tools that automate the operations of the accounting process when performing professional functions for a personnel specialist. The tools include: technical, informational, mathematical, software, technological, linguistic, legal and ergonomic support.

Technical support - a set of technical means necessary for equipping the personnel officer's workstation. In addition to computer equipment, the personnel officer's workstation is equipped with office equipment. One of the most important factors determining the efficiency of work on the workstation is the presence of "friendly" interface tools in relation to the personnel officer of the interface tools that create the comfort of working on the machine.

The technical base of the user's workstation is continuously developing and improving. However, the effectiveness of the automated workplace is primarily determined by the quality of the software.

The HR officer software includes the following components:

OS;

Programming languages ​​and systems;

Application software (APS): system-wide (basic) ASPs and problem-oriented professional application software.

The operating system is a group of programs that manage computer resources, support the operation of all programs, their interaction with hardware, and provide the user with the ability to general management computer. The operating system controls the computer, peripheral equipment, runs programs, provides data protection, performs various service functions at the request of the user and programs. Each program uses the services of the OS, and therefore can only work under the control of the OS that provides these services for it. Thus, the choice of OS for computers as part of the workstation is extremely important, since it determines which programs will work on the workstation, what hardware will be included in the workstation, what the degree of data protection will be, and how comfortable and safe the working conditions will be for the workstation specialist. . Currently, the operating systems developed by Microsoft are most widely used on computers such as the IBM PC, these are the existing versions of Windows.

The modern concept of the workstation imposes strict requirements on the operating system, aimed at maintaining safety and comfort (ergonomics) in working on the workstation, at increasing the productivity of the workstation as a whole, at expanding the fleet of serviced peripheral equipment, at the possibility of synchronizing operations and procedures.

The system-wide (basic) application software (BPPO) allows you to:

Create high quality application programs to solve the problems of personnel officers;

In interactive mode, create, process files for personnel officers without the participation of a developer;

Expand the range of tasks to be solved.

The composition of the BPPO HR officer's workstation includes packages that are subdivided

into three groups: functionally-oriented PPP, multifunctional (integrated) PPP, typical problem-oriented general-purpose PPP.

Functionally-oriented software applications provide one of the information processing functions: word processing; accumulation and storage, management and manipulation of data; graphic processing, statistical processing, communication support. Accumulation and storage, management and manipulation of data are performed using special software tools - database management systems (DBMS). Special packages have been created for the statistical processing of economic data, which provide automated execution of various calculations and graphs, provide the personnel officer with a wide range of statistical methods: regression, correlation, time series analysis. These packages can be used very effectively for analytical works. Communication support software provides data processing and transmission in local and distributed computer networks.

Integrated PPPs implement several information processing functions: word processing, database creation and maintenance, graphic processing information, communication support.

Typical problem-oriented general-purpose PSPs are oriented towards solving problems that are common to many functional users. Such software tools include auxiliary PPP (document formatting software, resource logging, service tools, etc.); PPP office equipment (electronic calendars, time planning and work organization tools); PPP of scientific application, among which should be noted the means of modeling situations, decision-making, expert systems that should be used when creating an AWP of a personnel officer.

Problem-oriented software for professional purposes includes two components: typical software for implementing the tasks of personnel accounting and analysis and local packages that are created for non-standard tasks of accounting and analysis.

Thus, the HR officer's workstation software appears to the user in the form of two components: problem-oriented personnel accounting software (analysis) and basic (system-wide) software, adapted to the requirements of specific professional users of each workstation. The main advantage of this approach to the creation of ARM software is the ability to expand the range of tasks of the ARM by the personnel officer without the participation of the ARM software developer by mastering the basic application software packages that are "friendly" to the non-professional user.

Information support (IS) of the personnel officer's workstation is divided into off-machine and on-machine. Off-machine IS includes classifiers of accounting and technical and economic information, a set of unified primary accounting documents. A feature of the out-of-machine IO workstation of a personnel officer is that data on business transactions from the enterprise's divisions and from other workstations can be received both in documentary form and in the form of analogues of documents on a magnetic medium, as well as transmitted via communication channels in local networks.

Intramachine IO is a single centralized information database, represented by a set of data organized and stored on magnetic media in the form of information files and databases. Its main component is the information fund of accounting data, which includes regulatory reference, conditionally permanent information, data from past reporting periods, and current accounting data. In addition to it, the information base may include a database of instructive-methodical and other materials necessary for the personnel officer at work.

2. Description of the subject area

The subject area is the department "Personnel Management", which is structural unit societies with limited liability"Techresource". The main direction of this enterprise are: sale cars, their post-warranty service, sales chemical products, construction works.

The personnel management department of Tekhresurs LLC deals with personal accounting of employees, which includes admission and disposal. The main tasks of personnel accounting are as follows:

1. planning the professional training of workers and specialists (training, retraining);
2. planning for advanced training (training and retraining) of management personnel;
3. rational placement of personnel in accordance with the level of their qualifications;
4. certification and rationalization of jobs;
5. statistical and operational accounting and reporting;
6. analysis of personnel movement;
7. analysis of the qualitative composition of personnel;
8. archiving.

The personnel management department keeps records of the personal composition of employees, personnel movement, training and retraining of personnel. Also, the function of the department is the preparation of job descriptions, reporting

and processing of questionnaires. The personnel management department is also obliged to monitor labor discipline, as well as the promotion of employees through the ranks.

The personnel department, along with the calculation of the number of the active part of the company's labor resources, calculates the number of managerial personnel. Based on the presented indicators of the planned number, the personnel department of the company plans the hiring and dismissal of employees, as well as the distribution and regulation of the employed workers and employees in the workplace. In the process of manufacturing products, workers receive planned tasks, the actual results of which are recorded either in paper documents or on machine media and transferred to the accounting department. The accounting department, in turn, processes the information received and calculates the indicators for evaluating labor activity in monetary terms. Prior to the start of settlements, the personnel department informs the accounting department about current changes regarding individual employees (data on missed working hours due to temporary disability, internal and external personnel movement, violations of labor discipline, etc.). Individual indicators of this kind are transferred to the personnel department, which subsequently uses them in solving its problems.

3. Functions and responsibilities of the HR specialist

HR Specialist of Tekhresurs LLC ensures compliance of ongoing operations with personnel with the legislation of the Russian Federation, control over

the movement of personnel and the fulfillment of obligations to them. The personnel officer is appointed to the position and dismissed by the general director. Acceptance and delivery of cases during the appointment and dismissal of a specialist are formalized by an act after checking the status of personnel records and reporting. The personnel officer reports to the CEO of the company.

3.1. Functions of the Human Resources Specialist of Tekhresurs LLC

The Human Resources Specialist must perform the following functions:

Recruitment;

Resume analysis;

Interview;

Selection of applicants for vacant jobs;

3.2. Responsibilities of a Human Resources Specialist at Techresource LLC

The personnel specialist, organizes personnel records on the basis of the established rules for its maintenance, is obliged to ensure:

– planning and implementation of the hiring and dismissal of employees;

– distribution and regulation of accepted workers and employees by workplaces;

- calculation of the number of the active part of labor resources and management personnel;

3.3. Responsibility of the HR specialist of Tekhresurs LLC

Article 90 Labor Code Russian Federation, persons guilty of violating the rules governing the receipt, processing and protection of personal data of an employee shall bear disciplinary, administrative, civil or criminal liability in accordance with federal laws. The personal responsibility of the personnel officer in all cases, whether it is posing an incorrect question in the questionnaire, or the unimpeded access of unauthorized persons to documents containing personal data, is great. But under the new legislation, it will not be possible to confine oneself to the help of a lawyer, especially if automated personnel records are kept - it is also necessary to involve specialists in information protection.

FEDERAL AGENCY FOR EDUCATION

BIYSK TECHNOLOGICAL INSTITUTE (branch)

state educational institution

higher professional education

"Altai State Technical University. I. I. Polzunova

Settlement task

for information systems design

On the topic: "Automation of the workplace of a HR specialist"

Performed: student of PIE-63 group

Checked by: Senior Lecturer

Biysk 2010

Introduction…………………………………………….………………….3

1. Analytical part

1.1 Analysis of the subject area……………………………..4

1.2 Overview of analogue programs………………………………..6

1.3 Terms of Reference………………………………………..6

1.4 Statement of the problem……………………………………….….13

1.5 Development Method…………………………………………....15

1.6 Justification of design decisions…………………….…..20

1.7 IS architecture……………………………………….….…27

2. Design part

2.1 Information support……………………….……..28

2.2 Software……………………......................30

2.3 Technological support…………………………………31

Conclusion………………………………………………………….…..33

List of used literature…………………………..………34

Introduction

In recent years, the volume and circulation of information has significantly increased in all spheres of human life: economic, financial, political, spiritual. And the process of accumulation, processing and use of knowledge is constantly accelerating. In this regard, there is a need to use automatic tools that allow you to effectively store, process and distribute the accumulated data.

Computer accounting has its own characteristics and is radically different from the usual one. The computer not only facilitates accounting by reducing the time required for paperwork and summarizing the accumulated data to analyze the course of trading activities necessary to manage them. When using a computer, “quantity turns into quality”: an increase in the speed of calculations makes it possible to improve the quality of the trading scheme itself.

The purpose of this calculation task is to develop a system for automating the workplace of a personnel employee of an enterprise working in the field of food trade.

1. Analytical part

1.1 Domain analysis

The problem of automation of production processes and management processes as a means of increasing labor productivity has always been and remains relevant. The need for automation is explained by the tasks of facilitating the work of managerial personnel, the complication of industrial relations, and the increase in the volume of managerial functions.

An important role is played by the task of matching the technical base of management with a similar base of production, in relation to which automation is carried out.

At the present stage of automation of production management, the most promising is the automation of planning and management functions based on personal computers installed directly at the workplaces of specialists. These systems are widely used in organizational management under the name of automated workstations (AWPs). This will allow people who do not have special knowledge in the field of programming to use the system, and at the same time will allow supplementing the system as needed.

I want to consider automating the workplace of a cadre worker using the example of Anix Trading Network LLC, which sells food products. The success of the company largely depends on the right selection of staff.

The main job of an HR specialist is recruiting. The specialist must correctly assess the capabilities of a person and offer him a suitable position.

The very first stage of the work of a personnel officer can be considered an assessment of labor resources. If there are open vacancies, you need to start a search for a replacement. The search consists of several steps:

1. Submission of an advertisement,

2. Filling out questionnaires,

Then the questionnaires are analyzed, interviews are conducted, and based on the data obtained, a decision is made on hiring. The applicant provides the personnel department with documents (passport, TIN, SNILS, work book, sanitary book, education document). In the personnel department, a personal card of the employee is entered, where all the data is entered by the personnel officer by hand. A questionnaire is also filed there, a photocopy of the first pages of the passport. An employment contract is drawn up, an agreement on liability. A copy of the employment contract remains with the employee, and the documents (work book, sanitary book) remain in the personnel department. Then the employee goes to the place of work.

Figure 1.- The work of a HR specialist (use case diagram)

Figure 1 shows the recruitment process.

There is another aspect of the work of a human resources specialist is the dismissal of an employee. In this case, the employment contract is terminated, the documents (work book, sanitary book) are returned to the employee.

1.2Overview of analogue programs

At the moment, there are already software solutions, the essence of which is reduced to personnel records. This is an example of a software project scientific and industrial company "Katharsis" - automation of the information processing system "Labour resources".

Some software vendors lure their customers with free maintenance and support. But the 1C program: "salary and personnel" is very simple and does not require much skill in working with it. The program has long earned credibility in the market. Moreover, this program is relatively inexpensive; it can be installed within 10,000 rubles.

1.3 Terms of Reference

1. General information.

1.1 Full name of the system and its symbol

It is necessary to develop an automated workplace for a HR specialist of TS Anix LLC to automate management and document management functions in the HR department. Conventional designation - ARMK.

1.2 Planned dates for the start and completion of work on the creation of the system:

Start of work on the creation of ARMK - 06/23/2010;

Completion of work on the creation of ARMK - 15.07.2010

2. Purpose and goals of creating the system.

2.1Purpose of ARMK:

The automated workplace of the personnel officer is an automated control and document management system; it is supposed to be used to automate the functions of personnel management: analysis, planning and accounting.

2.2Goals of creating ARMK:

Accumulation, storage, processing and issuance of reliable and operational information;

Reduction of time for information processing;

Reducing the time spent on information processing (input, processing of information);

Improving the quality of control and accounting of processed information;

Improving the efficiency of the HR department

3. System requirements

3.1Requirements for the system as a whole

3.1.1. Requirements for the structure and operation of the system

The system should function in a single information space, should support a single technology for processing and presenting data, should be implemented on the basis of a single data entry, the use of the system should be within the system of a single set of tools, the system should adhere to the openness of information storage structures.

ARMK consists of the following subsystems:

Information support subsystem;

Subsystem of linguistic support;

Software subsystem;

Subsystem of legal support;

Subsystem of methodological support;

Subsystem of organizational support;

Technical support subsystem;

Subsystem "Accounting".

3.1.2. Requirements for means and methods of communication for information exchange between system components.

For information exchange between the components of the system, a local network with a "client-server" architecture must be organized. This need is due to the following important factors: the possibility of parallel processing of information; the ability to share data and devices; prompt access to information; improving the process of information exchange and interaction between employees.

3.1.3. Requirements for the characteristics of the relationship of the created system with adjacent systems, requirements for its compatibility.

ARMK data should be used by personnel officers, the accounting department and other divisions of Tekhresurs LLC, such as the marketing department, accounting department, general director. The exchange of information between the ARMK and departments of the enterprise should be carried out by transferring the relevant documents. The exchange of information with external partners (recruitment agencies, labor exchanges, etc.) should be carried out using the Internet.

3.1.4. Requirements for the operating modes of the system.

The use of ARMK should be carried out during the operation of the enterprise.

3.1.5. system diagnostic requirements.

Diagnostics and preventive maintenance of technical means is carried out once a month.

Ministry of Education of the Republic of Belarus

Brest State University them. A.S. Pushkin

Faculty of Law

Department of Economics and Management

CONTROL

ON THE DISCIPLINE "INFORMATION TECHNOLOGIES OF MANAGEMENT OF SERVICE ENTERPRISES".

ON THE TOPIC OF: « AUTOMATED WORKPLACE FOR HR MANAGEMENT AT PKF "ANASTASIA"».

Head T.V. Kalugina

Completed by a 6th year student

specialty EiUP gr. B N.N. Varitskaya

2006

INTRODUCTION………………………………………………………………………..3

1. DEFINITION, PURPOSE AND THE NEED TO DEVELOP ARM FOR PERSONNEL WORKER, AT PKF "ANASTASIA"……………...5

2. MAIN FUNCTIONS AND TASKS OF THE HR MANAGEMENT DEPARTMENT OF THE ANASTASIA PKF………………………………………………8

3. STRUCTURE AND FUNCTIONS OF THE WORKSHOP OF THE HR SPECIALIST AT PKF "ANASTASIA". …………………………………………………………………….10

10

3.2. HR MANAGEMENT SYSTEM "BOSS-HR OFFICER"……13

CONCLUSION………………………………………………………………….18

LITERATURE USED…………………………………………….20

INTRODUCTION

The current scale and pace of introduction of management automation tools in the national economy with particular urgency poses the task of conducting comprehensive research related to a comprehensive study and generalization of the problems that arise in this case, both practical and theoretical.

In recent years, the concept of distributed systems for managing the national economy has emerged, which provides for local processing of information. To implement the idea of ​​distributed control, it is necessary to create automated workstations (AWPs) based on professional personal computers for each level of control and each subject area.

At the present stage of automation of production management, the most promising is the automation of planning and management functions based on personal computers installed directly at the workplaces of specialists. These systems are widely used in organizational management under the name of automated workstations (AWPs). This will allow people who do not have special knowledge in the field of programming to use the system, and at the same time will allow supplementing the system as needed.

For each control object, it is necessary to provide automated workstations corresponding to their functional purpose. However, the principles of creating workstations should be general: consistency, flexibility, sustainability, efficiency.

According to the principle of consistency, workstations should be considered as systems, the structure of which is determined by the functional purpose.

The principle of flexibility means the adaptability of the system to possible restructuring due to the modularity of the construction of all subsystems and the standardization of their elements.

The principle of sustainability lies in the fact that the AWP system must perform the main functions, regardless of the impact on it of internal and external possible factors. This means that malfunctions in its individual parts should be easily fixed, and the system's performance should be quickly restored.

The efficiency of the workstation should be considered as an integral indicator of the level of implementation of the above principles, related to the costs of creating and operating the system.

The functioning of an automated workplace can give a numerical effect only if the distribution of functions and workload between a person and machine means of information processing, the core of which is a computer, is correct. Only then will the workstation become a means of increasing not only labor productivity and management efficiency, but also the social comfort of specialists.

1. DEFINITION, PURPOSE AND THE NEED TO DEVELOP ARM FOR A PERSONNEL WORKER, AT PKF "ANASTASIA".

An automated workplace is understood as a set of hardware and software tools and methods that allow the user to implement functional duties through technical devices. At the same time, automated workplaces can be used to prepare and make managerial decisions. Then a more general definition can be formulated as a set of tools and methods (informational, technical, software) that allow increasing the efficiency of solving functional problems and the validity of preparing and making effective management decisions. The automated workplace of the personnel officer is an automated control and document management system; it is supposed to be used to automate the functions of personnel management: analysis, planning and accounting.

The main reasons for the need to create an automated workplace for a personnel worker include:

increase in the volume of information and the need to reduce the time of its development;

· increase of labor productivity due to intensification;

· the increasingly complex requirements for the activities of the administrative apparatus and the need to reduce its number;

· improvement of forms and methods of management;

accumulation, storage, processing and issuance of reliable and operational information;

reduction of time for information processing;

reduction of time spent on information processing (input, processing of information);

Improving the quality of control and accounting of processed information;

Improving the efficiency of the HR department.

The use of workstations makes it possible to more clearly regulate and standardize both organizational structures and technologies; makes it possible to bring information closer to the user of the system; allows you to specify the professional requirements for managerial employees; determine the subject area of ​​functional duties of users and their information needs.

AWP based on personal computers, - the simplest and most common version of an automated workplace for employees in the field of organizational management. Such a workstation is considered as a system that, in an interactive mode of operation, provides a specific employee (user) with all types of support exclusively for the entire session of work. This is consistent with the approach to designing such an AWP component as internal information support, according to which the information fund on magnetic media of a particular AWP should be at the exclusive disposal of the AWP user. The user himself performs all the functional duties of converting information.

The creation of a workstation based on personal computers provides:

Simplicity, convenience and user-friendliness;

ease of adaptation to specific functions user;

compactness of placement and low requirements to operating conditions;

high reliability and survivability;

Relatively simple maintenance organization.

An effective mode of operation of the workstation is its functioning within the local area network as a workstation . This option is especially appropriate when it is required to distribute information and computing resources among several users.

A more complex form is an workstation using a PC as an intelligent terminal, as well as with remote access to the resources of the central (main) computer and from the external network. In this case, several PCs are connected via communication channels to the main computer, while each PC can also work as an independent terminal device. In the most complex systems, workstations can connect through special equipment not only to the resources of the main computer of the network, but also to various information services and general purpose systems (news services, national information retrieval systems, databases and knowledge, library systems, etc.).

The capabilities of the created workstations largely depend on the technical and operational characteristics of the computers on which they are based. In this regard, at the design stage of an automated workplace, requirements are clearly formulated for the basic parameters of technical means for processing and issuing information, a set of component modules, network interfaces, ergonomic parameters of devices, etc.

The information support of the workstation is oriented towards a specific user-familiar subject area. Processing of documents should involve such structuring of information that allows for the necessary manipulation of various structures, convenient and quick correction of data in arrays.

The technical support of the workstation must guarantee the high reliability of technical means, the organization of user-friendly modes of operation (autonomous, with a distributed database, information, with upper-level technology, etc.), the ability to process the required amount of data at a given time. Since the workstation is an individual user tool, it must provide high ergonomic properties and service comfort.

The software is primarily focused on the professional level of the user, combined with his functional needs, qualifications and specialization. The user from the side of the software environment must feel the constant support of his desire to work in any mode, actively or passively. The priority of the user when working with technology is undeniable. Therefore, during their interaction, the maximum provision of the convenience of human work is provided for by improving software tools.

2. MAIN FUNCTIONS AND TASKS OF THE HR MANAGEMENT DEPARTMENT OF THE ANASTASIA PKF.

Production and commercial company "Anastasia" was organized in 1995. The form of ownership is private. Main activities: clothing industry– models of women's clothing: suits, dresses of summer and autumn-winter assortment, wholesale and retail trade, provision of sewing services.

The subject area is the department "Personnel Management", which is a structural unit of the production - commercial firm"Anastasia". The Human Resources Department of PKF "Anastasia" deals with personal accounting of employees, which includes admission and departure. The main tasks of personnel accounting are as follows:

1. planning the professional training of workers and specialists (training, retraining);

2. planning for advanced training (training and retraining) of management personnel;

3. rational placement of personnel in accordance with the level of their qualifications;

4. certification and rationalization of jobs;

5. statistical and operational accounting and reporting;

7. analysis of the qualitative composition of personnel;

8. archiving.

The personnel management department keeps records of the personal composition of employees, personnel movement, training and retraining of personnel. Also, the function of the department is the preparation of job descriptions, the formation of reports and the processing of questionnaires. The personnel management department is also obliged to monitor labor discipline, as well as the promotion of employees through the ranks.

The personnel department, along with the calculation of the number of the active part of the company's labor resources, calculates the number of managerial personnel. Based on the presented indicators of the planned number, the personnel department of the company plans the hiring and dismissal of employees, as well as the distribution and regulation of the employed workers and employees in the workplace. In the process of manufacturing products, workers receive planned tasks, the actual results of which are recorded either in paper documents or on machine media and transferred to the accounting department. The accounting department, in turn, processes the information received and calculates the indicators for evaluating labor activity in monetary terms. Prior to the start of settlements, the personnel department informs the accounting department about current changes regarding individual employees (data on missed working hours due to temporary disability, internal and external personnel movement, violations of labor discipline, etc.). Individual indicators of this kind are transferred to the personnel department, which subsequently uses them in solving its problems.

Human Resources Specialist PKF "Anastasia" ensures compliance of ongoing operations with personnel with the legislation of the Republic of Belarus, control over

the movement of personnel and the fulfillment of obligations to them. The personnel officer is appointed to the position and dismissed by the general director. Acceptance and delivery of cases during the appointment and dismissal of a specialist are formalized by an act after checking the status of personnel records and reporting. The personnel officer reports to the CEO of the company.

The Human Resources Specialist must perform the following functions:

Recruitment;

Resume analysis;

Interview;

Selection of applicants for vacant jobs;

The personnel specialist, organizes personnel records on the basis of the established rules for its maintenance, is obliged to ensure:

– planning and implementation of the hiring and dismissal of employees;

– distribution and regulation of accepted workers and employees by workplaces;

– calculation of the number of the active part of labor resources and management personnel.

3. STRUCTURE AND FUNCTIONS OF THE WORKSHOP OF THE HR SPECIALIST AT PKF "ANASTASIA".

3.1. THE MAIN COMPONENTS OF THE SOFTWARE OF HR OFFICER.

The technical base of the user's workstation is continuously developing and improving. However, the effectiveness of the automated workplace is primarily determined by the quality of the software.

The HR officer software includes the following components:

OS;

Programming languages ​​and systems;

Application software (APS): system-wide (basic) ASPs and problem-oriented professional application software.

The operating system is a group of programs that manage computer resources, support the operation of all programs, their interaction with hardware, and provide the user with the ability to manage the computer in general. The operating system controls the computer, peripheral equipment, runs programs, provides data protection, performs various service functions at the request of the user and programs. Each program uses the services of the OS, and therefore can only work under the control of the OS that provides these services for it. Thus, the choice of OS for computers as part of the workstation is extremely important, since it determines which programs will work on the workstation, what hardware will be included in the workstation, what the degree of data protection will be, and how comfortable and safe the working conditions will be for the workstation specialist. . Currently, the operating systems developed by Microsoft are most widely used on computers such as the IBM PC, these are the existing versions of Windows.

The modern concept of the workstation imposes strict requirements on the operating system, aimed at maintaining safety and comfort (ergonomics) in working on the workstation, at increasing the productivity of the workstation as a whole, at expanding the fleet of serviced peripheral equipment, at the possibility of synchronizing operations and procedures.

The system-wide (basic) application software (BPPO) allows you to:

Qualitatively create application programs for solving the problems of personnel officers;

In interactive mode, create, process files for personnel officers without the participation of a developer;

Expand the range of tasks to be solved.

The composition of the BPPO HR officer's workstation includes packages that are divided into three groups: functionally-oriented PPP, multifunctional (integrated) PPP, typical problem-oriented general-purpose PPP.

Functionally-oriented software applications provide one of the information processing functions: word processing; accumulation and storage, management and manipulation of data; graphic processing, statistical processing, communication support. Accumulation and storage, management and manipulation of data are performed using special software tools - database management systems (DBMS). Special packages have been created for the statistical processing of economic data, which provide automated execution of various calculations and graphs, provide the personnel officer with a wide range of statistical methods: regression, correlation, time series analysis. These packages can be used very effectively in analytical work. Communication support software provides data processing and transmission in local and distributed computer networks.

Integrated PPPs implement several information processing functions: word processing, database creation and maintenance, graphical information processing, communication support.

Typical problem-oriented general-purpose PSPs are oriented towards solving problems that are common to many functional users. Such software tools include auxiliary PPP (document formatting software, resource logging, service tools, etc.); PPP office equipment (electronic calendars, time planning and work organization tools); PPP of scientific application, among which should be noted the means of modeling situations, decision-making, expert systems that should be used when creating an AWP of a personnel officer.

Problem-oriented software for professional purposes includes two components: typical software for implementing the tasks of personnel accounting and analysis and local packages that are created for non-standard tasks of accounting and analysis.

Thus, the HR officer's workstation software appears to the user in the form of two components: problem-oriented personnel accounting software (analysis) and basic (system-wide) software, adapted to the requirements of specific professional users of each workstation. The main advantage of this approach to the creation of ARM software is the possibility of expanding the range of tasks of the ARM by the personnel officer without the participation of the ARM software developer by mastering the basic application software packages.

Information support (IS) of the personnel officer's workstation is divided into off-machine and on-machine. Off-machine IS includes classifiers of accounting and technical and economic information, a set of unified primary accounting documents. A feature of the out-of-machine IO workstation of a personnel officer is that data on business transactions from the enterprise's divisions and from other workstations can be received both in documentary form and in the form of analogues of documents on a magnetic medium, as well as transmitted via communication channels in local networks.

Intramachine IO is a single centralized information database, represented by a set of data organized and stored on magnetic media in the form of information files and databases. Its main component is the information fund of accounting data, which includes regulatory reference, conditionally permanent information, data from past reporting periods, and current accounting data. In addition to it, the information base may include a database of instructive-methodical and other materials necessary for the personnel officer at work.

3.1. HR MANAGEMENT SYSTEM "BOSS-HR OFFICER".

"BOSS-Kadrovik" belongs to the class complex systems personnel management. It allows you to create and maintain a staffing table, store complete information about employees, and reflect the movement of personnel within the company. This software used to automate the work of the personnel department. Using a specialized software system, they will be able to get rid of routine operations when working with personnel, preparing, processing and monitoring the execution of orders. Storing complete information about candidates and employees will allow you to effectively select and transfer employees.

The user-friendly interface makes it easy to enter information and learn how to work. The logic of the system is intuitive to any (even novice) user. The screen view of all documents is close to standard, the main actions in the system correspond to a standard set of function keys. If you accidentally did something incorrect, then "BOSS-Kadrovik" will warn you and suggest a course of action.

Routine operations in the system are minimized. When filling out any document, almost all the necessary information can be found in reference books. Using filters will allow you to select the most intricate selections from the lists. Many parameters are filled in by default with the possibility of adjustment and replacement.

The BOSS-Kadrovik system includes modules "Personnel accounting", "Staffing" and "Payroll"; Depending on the needs of a particular enterprise, a separate timesheet module is included in the system, designed to maintain daily timesheets directly in departments. The relationship of all these modules is visible in Figure 1.

Specifically, we are interested in the Personnel Accounting module, and we will consider it in detail.

The module is designed for a human resources specialist and is designed to work with the personnel of the enterprise, with various orders for personnel. Allows you to conduct reference work, and also provides for the preparation of various statistical data. Supports document management (orders for personnel, other orders, memos, instructions, etc. of the personnel department and planning and economic department) with the function of full automatic generation of text on personalities as a result of a specific action with employee data. The module provides a wide range of settings for order elements (signer, set of approval and review visas, distribution scheme, etc.). Information on personnel is stored for an arbitrarily long time and is available for all disbanded firms, divisions, and dismissed personnel.

Figure 1. Interrelation of all modules of the Boss-Kadrovik system at Anastasia PCF.

HR documents include:

1. Documents on movement in the service (for admission and dismissal, transfer, combination, secondment, replacement of a position, change in pay).
2. Documents on various payments other than wages (on bonuses, remuneration, allowances, compensations).
3. Documents justifying the need for separation from the main work (vacation, training, long business trip, fees, etc.).
4. Other documents on personnel composition.

The automated workplace of an employee of the personnel department at the Anastasia PCF is designed to solve the following tasks:

• keeping cards for employees with photos;
• maintaining an archive of orders;
• registration of employees for work;
• registration of dismissal of employees;
• vacation arrangements;
• accounting for the receipt and issuance of work books;
• formation of reporting documents to higher organizations;
• planning the professional training of workers and specialists (training, retraining);
• planning for advanced training (training and retraining) of management personnel;
• rational placement of personnel in accordance with the level of their qualifications;
• certification and rationalization of jobs;
• statistical and operational accounting and reporting;
• analysis of personnel movement;
• analysis of the qualitative composition of personnel.

88 types of output documents (excluding the possibility of setting up the system) - you will not find such a number of output forms in any personnel system.

Below are the most commonly used output documents:

personal card (form T-2);

· The order of acceptance to work;

an order to transfer to another job;

a notice of dismissal;

a note on the grant of leave;

The order for a part-time job;

a note on the conclusion of a fixed-term employment contract;

vacation log;

· register of work books;

a journal of employment contracts;

information about vacancies;

lists of employees for various requests, etc.

In addition to ready-made reports, the HR specialist can create arbitrary lists, make selections on request, set the order in which departments, employees, etc. are presented.

"BOSS-Kadrovik" is a network product, classically implemented in the client-server architecture, so the system is highly reliable, able to recover from hardware failures and provide reliable protection against unauthorized access.

Microsoft SQL Server is used to work with the database. The use of this SQL server ensures that the server uses all the features of the operating system to the maximum. MS SQL Server supports a wide range of development tools, allows you to integrate the software product with office applications such as Microsoft Word, Excel, Internet Explorer.

CONCLUSION

What is the main advantage of the automated workplace of a personnel specialist over "manual" methods?

An analysis of accounting personnel information shows that at the sewing

in enterprises, for about 80-85% of employees, information changes in the course of their work - the position, department, salary, rank, or data that is not directly related to work - marital status, home address, etc. may change. To fully account for this information without the use of a PC, a sufficiently large staff of personnel officers is needed, who must promptly track all its possible changes and record them on the relevant documents - registration cards or similar forms, which also require separate maintenance and accounting. All this leads to a possibly economically unjustified expansion of the staff of personnel officers at the enterprise, however, often and with a large staff of personnel officers, it is not always possible to record these changes in a timely manner, information about the employee becomes outdated, turns out to be unreliable, etc.

The stages of development and creation of a certain universal ASOIM (automatic management information processing system) given in this work are "classical" when implementing such a system in management process enterprises, which made it possible to take as an example a certain "collective image" of such a system. For concretization, the work considers the Boss-HR Officer system - it will help the personnel management service to cope with a large amount of work. As the implementation experience shows, one HR department inspector with the help of the BOSS-Kadrovik system is able to manage more than 1000 people, and the same number of employees, without much difficulty, is served by one operator of the settlement department. Moreover, in manual mode, the same number of personnel requires 3 people from the personnel department. And most importantly, employees will not engage in inefficient routine activities.