Job descriptions of a personnel worker of the Ministry of Internal Affairs. Job Description - HR Specialist

[Position name] [Organization name]

HR Specialist

1. General provisions

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

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

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

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

1.5. The Human Resources Specialist must know:

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

- the structure and staff of the enterprise;

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

- the procedure for establishing the names of the professions of workers and positions of employees, the total and continuous length of service, benefits, compensations, registration of pensions for employees;

- the procedure for recording the movement of personnel and compiling established reporting;

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

- the basics of office work; means of computer technology, communications and communications;

- Rules and norms of labor protection.

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

— local acts and organizational and administrative documents of the Company;

- internal rules work schedule;

- rules of labor protection and safety, ensuring industrial sanitation and fire protection;

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

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

2. Functional responsibilities

The Human Resources Specialist performs the following labor functions:

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

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

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

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

2.5. Fills out, takes into account and stores work books, calculates the length of service, issues certificates of present and past labor activity workers.

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

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

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

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

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

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

2.12. Prepares prescribed reports.

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

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

The Human Resources Specialist has the right to:

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

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

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

4. Responsibility and performance evaluation

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

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

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

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

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

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

4.1.6. Failure to comply with labor discipline.

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

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

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

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

5. Working conditions

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

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

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

Job description of a HR specialist (sample filling)

HR Specialist

1. General Provisions

1.1. The Human Resources Specialist belongs to the professional category.

1.2. The HR specialist is appointed to the position and dismissed by order CEO(authorized person) on the basis of the concluded employment contract.

1.3. A person who has a higher professional education in the specialty "Human Resource Management" or "Jurisprudence" and additional training in the field of personnel management and office work without presenting requirements for work experience or who has a higher professional education in other specialties and work experience in the field of personnel management (in the personnel service / personnel service) for at least 3 years.

1.4. The HR specialist must know:

— Labor Code Russian Federation, other regulatory legal acts containing norms labor law And social law (social protection);

– basics of office work, legislative and regulatory legal acts, methodological materials on personnel office work, rules for maintaining and storing documentation related to personnel and their movement, basic provisions State system documentation support;

— bases of psychology and organization of work; basics of professiography and career guidance;

- rules for calculating the insurance period of employees;

- the structure and staff of the organization, its profile, specialization and development prospects;

- sources of staffing the organization, systems and methods of recruitment;

- basics work motivation and personnel assessment systems, forms and methods of training and advanced training of personnel;

- the procedure for the formation and maintenance of a data bank on the personnel of the enterprise; organization of timesheets;

— rules of safety, industrial sanitation, labor protection and counter fire safety;

— Internal labor regulations and other local regulations organizations.

1.5. The Human Resources Specialist must be able to:

- work for personal computer using Word, Excel, 1C programs: Personnel management / Salary and personnel;

- use office equipment: fax, scanner, printer, copier and all means of communication installed at the workplace.

1.6. In his work, the HR specialist is guided by:

- labor legislation, regulatory legal acts, methodological and other documents regulating personnel records management;

— Rules of internal labor regulations of the organization;

- Regulations on the personnel department;

— Regulations on personal data;

— Regulations on personnel records management;

— Orders (instructions) of the General Director;

- orders of the head of the personnel department;

- this job description.

1.7. The Human Resources Specialist is a staff member of the Human Resources Department and reports directly to the Head of the Human Resources Department.

1.8. The personnel specialist acts as the head of the personnel department during the period of the latter's temporary absence (business trip, vacation, temporary disability, etc.) in the manner prescribed by Art. 60.2 of the Labor Code of the Russian Federation.

1.9. The mode of work and rest of a HR specialist is established by the Internal Labor Regulations and the employment contract.

2. Main functions

2.1. Ensuring that the organization is staffed with the required professions, specialties and qualifications.

2.2. Doing personnel records and HR management in the organization.

2.3. Personnel assessment, organization of training and advanced training of personnel, development and implementation of motivational activities.

3. Job responsibilities

3.1. To perform the function of ensuring the staffing of the organization with employees necessary professions, specialties and qualifications of a HR specialist:

3.1.1. Searches and selects personnel by:

— preparation and placement in the media and the Internet of vacancy announcements;

- conducting a selection of resumes of candidates posted on the Internet;

- Interviewing candidates to assess their business qualities.

3.1.2. Handles the recruitment of new employees.

3.1.3. Conducts onboarding activities with new employees.

3.2. To perform the function of maintaining personnel records and personnel records management in an organization, a personnel specialist:

- keeps records of the personnel of the organization in accordance with unified forms of primary accounting documentation;

- draws up the reception, transfer, dismissal of employees, sending them on business trips, granting vacations, bringing to disciplinary responsibility;

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

- fills in, takes into account and stores work books;

- keeps records of the provision of holidays to employees, monitors the preparation and observance of schedules for regular holidays;

- enters information on the quantitative, qualitative composition of employees and their movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment;

- issues certificates on the current and past labor activity of employees;

- prepares documents after the expiration of the established terms of the current storage for deposit in the archive;

- keeps records, checks the correctness of the front side of the sheets of temporary disability and fills in the reverse side in terms of entering information about the insurance guard to determine the amount of temporary disability benefits;

– draws up insurance certificates of state pension insurance;

- supervises the timely preparation of timesheets;

- compiling prescribed reports;

- provides storage in the personnel department personnel documentation(employment contracts, orders on personnel and their grounds, registers, etc.);

- prepares documents after the expiration of the established terms of the current storage and their delivery for storage in the archive;

- prepares information for submission to Insurance companies for registration and issuance of compulsory and voluntary medical insurance policies to employees;

— provides documentation for the certification of personnel and their training;

- carries out military registration.

3.3. To perform the function of personnel assessment, organization of training and advanced training of personnel, development and implementation of motivational activities:

— participates in the preparation of proposals for staff development, planning business career, training and advanced training of personnel, as well as in assessing the effectiveness of training;

- takes part in the organization of work, methodological and information support qualification, attestation, competitive commissions, registration of their decisions;

- analyzes the state of labor discipline and compliance with the internal labor regulations by the employees of the enterprise;

— participates in the development of measures to reduce turnover and improve labor discipline.

4. Worker's rights

The HR specialist has the right to:

4.1. Get acquainted with the draft decisions of the organization's management regarding its activities.

4.2. On issues within his competence, submit proposals for the consideration of the head of the personnel department on improving the activities of the personnel department and improving working methods, as well as options for eliminating existing shortcomings.

4.3. Request and receive from managers structural divisions organizations and employees information and documents necessary for the implementation of its official duties.

4.4. Monitor compliance in the structural divisions of the organization with labor legislation in relation to employees, as well as the Rules of internal labor regulations, labor discipline by employees. Report to the head of the personnel department or a higher manager about detected violations.

4.5. Require management to assist in the performance of their official rights and responsibilities.

4.7. Enter into relationships with departments of third-party organizations to resolve issues of production activities that fall within the competence of the HR specialist.

5. Responsibility of the employee

5.1. The Human Resources Specialist is responsible for:

- improper performance (not in full, of poor quality) of their official duties;

- causing material damage to the property of the employer by their actions (inaction);

- failure to take prompt measures, including timely informing the management, to suppress identified violations of safety regulations and other rules that pose a threat to the activities of the organization and its employees;

- inefficient organization of their work, untimely and unskilled execution of orders, instructions and instructions of the management, regulatory legal acts on their activities;

— disclosure of personal data of employees;

- non-compliance with the Internal Labor Regulations, fire safety and safety technology.

5.2. For improper performance or non-performance of their duties stipulated by this job description, the HR specialist is liable within the limits and in the manner determined by the current labor legislation of the Russian Federation.

5.3. For offenses committed in the course of carrying out their activities - within the limits and in the manner determined by the current administrative, criminal and civil legislation of the Russian Federation.

5.4. For causing material damage - within the limits and in the manner determined by the current labor and civil legislation of the Russian Federation.

5.5. HR specialist who, in connection with the execution job duties obtained access to information constituting a trade secret, owned by the employer and its counterparties, in case of intentional or careless disclosure of this information, is liable in accordance with the legislation of the Russian Federation.

6. Relationships by position with other structural units

The HR specialist in the course of his work interacts with:

6.1. With all structural divisions on obtaining:

- applications for recruitment;

- explanatory notes from employees of the organization;

- statements and other required documents from workers.

6.1.1. For grant questions:

- copies or extracts from orders, certificates relating to the labor activity of employees.

6.2. With accounting for receiving:

- materials for issuing certificates to employees about work in the organization, position held and wages.

6.2.1. For grant questions:

- copies of orders for admission, transfer, dismissal, vacations, assignment of duties, etc .;

- notes - calculations of UV T-60 and T-61;

- timesheets;

- sheets of temporary disability;

- travel documents.

6.3. With legal management for obtaining:

— clarifications and consultations on issues of the legislation of the Russian Federation and the procedure for its application.

6.3.1. For grant questions:

- documents on request.

6.4. with department technical support:

- on issues of automated and technical support of the personnel department.

Responsibilities of the personnel officer

The daily duties of a personnel officer are regulated by the Ministry of Labor of the Russian Federation in a resolution of 08/21/1998. It specifies in detail the areas of responsibility of a specialist, the limits of subordination, the regulatory framework is considered, required by the employee personnel department, the procedure for the delivery and maintenance of documentation. The Unified Qualification Handbook defines 17 professions that, when performed official duties guided by job description personnel worker. The structure of the department that regulates the activities of employees is reflected in the relevant Regulation "On the Human Resources Department".

HR Specialist Job Responsibilities

The job description of a specialist in the personnel department establishes the procedure for labor relations, the range of responsibility, the functions assigned to the employee, the requirements for him, required level education and subservience. A person with sufficient vocational training, education and experience of at least 12 months.

The head is responsible for the development and content of the instruction. personnel service, and it is approved by the head of the company. It reflects all the duties of a specialist in the personnel department. Their composition, rules of execution, powers are detailed by the administrative acts of the enterprise, internal regulations, federal and regional regulations. They include the following tasks:

• documenting the hiring and dismissal of employees, the transfer of personnel to other staff units in accordance with the norms of the Labor Code of the Russian Federation and the instructions of the management;
• accounting of activities and changes in personal data of employees of all levels - from the director to the watchman - in accordance with the standards of accounting documents with the introduction of changes in information databases;
• data collection for certification and advanced training;
• development of a mechanism for rewards and penalties;
• preparation and maintenance of personal files, collection and processing of personal data;
• registration of work books - making entries, registration, accounting and storage;
• formation of work experience;
• monitoring of holidays and control over the execution of the schedule;
• timely selection of documentation for the archive and its execution;

Activity personnel specialist provides access to confidential data - personal files, trade secret. If the actions of an employee caused property or financial damage to the organization, he will be held liable in accordance with the law.

The Human Resources Specialist may perform his job duties overtime. According to Art. 152 of the Labor Code of the Russian Federation, the overtime rate is set by the enterprise.

Human Resources Inspector Job Responsibilities

As indicated in the Unified Qualification Handbook, applicants with secondary education are considered for the position of HR inspector, the presence of professional experience does not matter. The entire scope of the duties of the HR inspector is defined in the internal instructions. It includes the following business tasks:

• documentary recording of personnel operations reflecting the status of an employee: hired, fired, transferred;
• creation and updating of personal files of personnel, entering additional information into them;
• filling, control and storage of work books;
• processing and calculation of sick leave;
• tracking vacations and payment of vacation benefits;
• processing documents for the appointment of pensions, compensations, subsidies;
• entering information about changes in the qualitative and quantitative composition of the team into the company's database;
• identifying the causes of staff turnover;
• archiving of documents and their transfer to storage;

In addition to office work, the duties of the HR inspector also include the selection of employees for vacancies in accordance with professional requirements and the level of communication skills. The personnel officer places ads in the press, Internet portals, submits an application to the employment center, and conducts an interview. His task is not just to select a professional, but to find a person who will easily enter the team and will not become a source of conflict. The management may provide for the duty of the inspector to conduct a competition among applicants. Selection events and control of passage are in the competence of the personnel officer.

Job Responsibilities of the Head of Human Resources

Only an employee with a diploma of higher education who has worked in a similar position for at least 3 years can manage personnel officers. His candidacy is determined only by the head of the company. Management activities are carried out on the basis of the company's internal charter, strictly within the framework of Russian labor and civil law, and in accordance with the job description of a personnel employee. The head of OK is accountable only to the top management of the company.

The responsibilities of the Head of Human Resources are as follows:

• development of regulations on personnel policy;
• assessment of the organization's need for personnel renewal;
• staff management in accordance with authority and competence;
• methodological and information support of certification, organization and analysis of its results;
• debugging the processes of transfer, dismissal or hiring of personnel;
• corrective activity;
• regular monitoring of the performance of duties by specialists of the personnel department;
• control over the execution of orders for rewarding and promotion.

The duties of the personnel officer-chief include the implementation of measures to establish work discipline, increasing the motivation of the team. The head is engaged in the preparation, approval of official information intended for the director. The competence of the authorities is to consult staff on current personnel issues.

The knowledge of the labor and civil legislation of the Russian Federation, methods of assessing employees, the structure of the enterprise, requirements for paperwork, fire safety and labor protection standards testifies to the professional level of the OK manager.

An instruction with the duties of a personnel officer - a boss, an inspector or a specialist - is signed by the applicant when applying for a job. The document is drawn up for each category of workers according to a standard model.

Job description of the Human Resources Specialist

Job description of a HR specialist

I. General provisions

2. On HR specialist position a person with a higher professional education is appointed without presenting requirements for work experience.

3. Appointment to the position of a personnel specialist and dismissal from it is carried out by order of the director of the enterprise on the proposal of the head of the personnel department.

4. The HR specialist must know:

4.1. Legislative and normative legal acts, methodological materials on questions of personnel management.

4.2. Labor law.

4.3. The structure and staff of the enterprise, its profile, specialization and development prospects.

4.4. The procedure for determining the prospective and current staffing needs.

4.5. Sources of providing the enterprise with personnel.

4.6. Methods of analysis of the professional qualification structure of personnel.

4.7. Regulations on certification and qualification tests.

4.8. Procedure for election (appointment) to office.

4.9. The procedure for registration, maintenance and storage of documentation related to personnel and their movement.

4.10. The procedure for the formation and maintenance of a data bank on the personnel of the enterprise.

4.11. The procedure for compiling reports on personnel.

4.12. Fundamentals of psychology and sociology of labor.

4.13. Fundamentals of economics, organization of labor and management.

4.14. Internal labor regulations.

4.15. Rules and norms of labor protection, safety precautions.

5. The personnel specialist reports to the head of the personnel department.

6. During the absence of a personnel specialist (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who is responsible for their proper performance.

II. Job Responsibilities

1. Performs work on staffing the enterprise with the required professions, specialties and qualifications.

2. Takes part in the work on the selection, selection, placement of personnel.

3. Conducts research and analysis:

3.1. The position and professional qualification structure of the personnel of the enterprise and its divisions.

3.2. Established documentation on personnel records related to the admission, transfer, labor activity and dismissal of employees.

3.3. The results of the certification of employees and the assessment of their business qualities in order to determine the current and future needs for personnel, prepare proposals for replacement vacancies and creating a reserve for promotion.

4. Participates in the study of the labor market to determine the sources of meeting the need for personnel, establishing and maintaining direct links with educational institutions, contacts with enterprises of a similar profile.

5. Takes part in the development of long-term and current labor plans.

6. Carries out control over the placement and placement of young professionals and young workers in accordance with the information received in educational institution specialty and profession, conducting their internships.

7. Takes part in adaptation work again accepted workers to production activities.

8. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.

9. Takes part in the organization of work, methodological and informational support of qualification, attestation, competitive commissions, registration of their decisions.

10. Analyzes the state of labor discipline and the implementation of internal labor regulations by employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.

11.1. Timely registration of admission, transfer and dismissal of employees.

11.2. Issuance of certificates of their current and past employment.

11.3. Compliance with the rules of storage and filling of work books.

11.4. Preparation of documents for the establishment of benefits and compensations, registration of pensions for employees and other established documentation on personnel.

11.5. Entering relevant information into the data bank on the personnel of the enterprise.

12. Compiles the established reporting.

13. Performs individual official assignments of his immediate supervisor.

III. Rights

1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.

2. On issues within its competence, submit proposals for consideration by the management on improving the activities of the enterprise and improving the forms and methods of work; remarks on the activities of the personnel of the enterprise; options for eliminating shortcomings in the activities of the enterprise.

3. Request personally or on behalf of the management of the enterprise from the heads of departments of the enterprise and specialists information and documents necessary for the performance of his duties.

4. Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head of the organization).

5. Require the management of the enterprise to assist in the performance of their duties and rights.

IV. Responsibility

1. For improper performance or non-performance of their official duties provided for by this job description - within the limits determined by the current labor legislation of the Russian Federation.

2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

Job description of the leading specialist of the personnel department

3.Full job title: Leading Specialist

4. Appointment and removal from office is carried out by the General Director.

5. The executor of this position is directly subordinate to the head of the department.

6. The executor of this position for the period of absence is replaced by a specialist (by selection).

7. In his activities, the employee is guided by the following legal acts and normative documents:

Charter LLC Kolpino,

Internal labor regulations,

Orders (instructions) of direct management,

Regulations on the personnel department,

HR policy and strategy,

The concept of personnel development system,

Regulation on certification,

Other normative documents of personnel service.

1.Qualification requirements:

Work in this position requires the employee to have the following qualifications:

Higher professional education (direction "Personnel Management", "Psychology", "Sociology")

At least 2 years experience in HR field.

1.The executor of this position must know:

Legislative and normative legal acts, methodological materials on personnel management.

The structure and staff of the enterprise, its profile, specialization and development prospects.

Personnel policy and strategy of the enterprise.

Principles of building a personnel management system.

Systems and methods of personnel assessment.

Methods of analysis of the professional qualification structure of personnel.

Possibilities of using modern information technologies in the work of personnel services.

Advanced domestic and Foreign experience work with personnel.

Fundamentals of sociology, psychology, pedagogy and labor organization.

Fundamentals of career guidance.

Fundamentals of economics, organization of production and management.

Means of computer technology, communications and communications.

Rules and norms of labor protection.

Work culture and work ethics.

The following functions are assigned to the performer of this position:

Development, organization and conduct of audit (assessment) of personnel.

Development, organization and performance of personnel certification.

Organization of the work of the qualification commission and conducting qualification exams (for working specialties of Kolpino LLC).

Career planning for Kolpino LLC employees and work with the Firm's personnel reserve.

The lead specialist must:

1. Interact with the heads of all departments of the Firm on the issues of certification, personnel assessment, work with the personnel reserve.

2. To develop methods for conducting attestation and qualification exams (for working specialties of Kolpino LLC).

3. Make proposals to the management on the composition of the Attestation and Qualification Commissions of Kolpino LLC.

4. Compile and coordinate the lists of employees of Kolpino LLC, subject to attestation procedures and qualification exams.

5. Compile and coordinate the schedules for certification and qualification exams in the divisions of the Firm.

6. Track the timing of certification and qualifying exams.

7. Conduct informational and advisory seminars on the issues of attestation and qualification exams for heads of departments and other employees involved in the process of attestation and examinations.

8.Prepare proposals for management on possible personnel transfers of employees (based on the results of certification and qualification exams).

9.Prepare proposals for the management on the formation of programs for the development of the missing competencies of employees necessary for effective work in positions.

10. Inform the management of the Firm about changes in the composition personnel reserve and personnel transfers carried out (based on the results of attestation and qualification exams).

11. Form target methods of personnel assessment at the request of department heads. Conduct an assessment.

12. Form and update the methodological base.

13. Inform management about the latest scientific and practical achievements and new software products in the field of assessment and certification of personnel, work with the personnel reserve.

14. Systematically analyze feedback Based on the results of the implementation of ongoing activities, make changes to the ongoing activities.

15. Timely respond to requests from other employees in the direction professional activity provide the required information in full.

16. To treat other employees objectively, evaluate their contribution to the achievement of the Company's goals based on the results of their work, regardless of their personal relationship.

17. Observe the established deadlines for the execution of tasks and instructions.

18. To provide assistance to colleagues at work in solving the problems of their activities in the event that assistance can lead to a qualitative improvement in the results of activities.

19. Continuously improve your professional level.

The lead specialist has the right:

1. Get acquainted with the draft decisions of the head of the department and the head of the organization in the direction of activity.

2. To attend meetings of committees and working groups, other meetings of employees in the direction of activity.

3. Participate in the discussion of issues related to the activities of the personnel service.

4. Submit proposals for the consideration of the HR Director and the Head of the Human Resources Department on improving the activities of the department and the Firm and improving working methods; options for eliminating the shortcomings in the company's activities.

5. To carry out interaction with employees of all structural divisions.

6. Request personally or on behalf of the management from other structural units information and documents necessary for the performance of his duties.

7. With the permission of the HR director or the head of the personnel department, involve specialists from all structural divisions in solving problems in the area of ​​activity.

8.Sign and endorse documents within their competence.

9. Require from the HR director and the head of the OK assistance in the performance of official duties and the exercise of the rights provided for in this job description.

10. Act on behalf of the personnel department and represent its interests in relations with other structural divisions of the organization within its competence.

11. Represent the personnel department of Kolpino LLC in relations with external organizations in the direction of activity.

The lead specialist is responsible for:

1. Indistinct and untimely performance of their official duties - recovery within the limits determined by the current labor legislation of the Russian Federation.

2. Offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation

3. Causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

4. Violation of labor discipline and non-compliance with the internal rules of labor activity - within the limits determined by the internal regulatory documents of the company.

5. Incorrect attitude towards the employees of the company - within the limits determined by the director of personnel and the head of the personnel department.

6. The performer of this position in the process of work interacts in the direction of activity with employees of all structural divisions.

2. Criteria for the effectiveness and evaluation of the work of the head of the personnel department

1. Complete and timely formation of the lists of the personnel reserve of the Firm.

Download job description
HR specialist(.doc, 75KB)

I. General provisions

1. The Human Resources Specialist belongs to the category of specialists.
2. A person with a higher professional education is appointed to the position of a personnel specialist without presenting requirements for work experience.
3. Appointment to the position of a personnel specialist and dismissal from it is carried out by order
4. The HR specialist must know:
   1. 4.1. Legislative and normative legal acts, methodological materials on questions of personnel management.
   2. 4.2. Labor law.
   3. 4.3. The structure and staff of the enterprise, its profile, specialization and development prospects.
   4. 4.4. The procedure for determining the prospective and current staffing needs.
   5. 4.5. Sources of providing the enterprise with personnel.
   6. 4.6. Methods of analysis of the professional qualification structure of personnel.
   7. 4.7. Regulations on certification and qualification tests.
   8. 4.8. Procedure for election (appointment) to office.
   9. 4.9. The procedure for registration, maintenance and storage of documentation related to personnel and their movement.
   10. 4.10. The procedure for the formation and maintenance of a data bank on the personnel of the enterprise.
   11. 4.11. The procedure for compiling reports on personnel.
   12. 4.12. Fundamentals of psychology and sociology of labor.
   13. 4.13. Fundamentals of economics, organization of labor and management.
   14. 4.14. Internal labor regulations.
   15. 4.15. Rules and norms of labor protection, safety precautions.
5. During the absence of a personnel specialist (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who is responsible for their proper performance.

II. Job Responsibilities

HR Specialist:

1. Performs work on staffing the enterprise with the required professions, specialties and qualifications.
2. Participates in the selection, selection, placement of personnel.
3. Conducts research and analysis:
   1. 3.1. The position and professional qualification structure of the personnel of the enterprise and its divisions.
   2. 3.2. Established documentation on personnel records related to the admission, transfer, labor activity and dismissal of employees.
   3. 3.3. The results of attestation of employees and assessment of their business qualities in order to determine the current and future needs for personnel, prepare proposals for filling vacant positions and create a reserve for promotion.
4. Participates in the study of the labor market to determine the sources of meeting the need for personnel, establishing and maintaining direct links with educational institutions, contacts with enterprises of a similar profile.
5. Participates in the development of long-term and current labor plans.
6. Carries out control over the placement and arrangement of young specialists and young workers in accordance with the specialty and profession received at the educational institution, and the conduct of their internships.
7. Takes part in the adaptation of newly hired employees to production activities.
8. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.
9. Takes part in the organization of work, methodological and informational support of qualification, attestation, competitive commissions, registration of their decisions.
10. Analyzes the state of labor discipline and the implementation by employees of the enterprise of the internal labor schedule, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
11. Controls:
    1. 11.1. Timely registration of admission, transfer and dismissal of employees.
    2. 11.2. Issuance of certificates of their current and past employment.
    3. 11.3. Compliance with the rules of storage and filling of work books.
    4. 11.4. Preparation of documents for the establishment of benefits and compensations, registration of pensions for employees and other established documentation on personnel.
    5. 11.5. Entering relevant information into the data bank on the personnel of the enterprise.
12. Prepares prescribed reports.
13. Performs individual official assignments of his immediate supervisor.

III. Rights

The HR specialist has the right to:

1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
2. On issues within its competence, submit proposals for consideration by the management on improving the activities of the enterprise and improving the forms and methods of work; remarks on the activities of the personnel of the enterprise; options for eliminating shortcomings in the activities of the enterprise.
3. Request personally or on behalf of the management of the enterprise from the heads of departments of the enterprise and specialists information and documents necessary for the performance of his duties.
4. Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head of the organization).
5. Require the management of the enterprise to assist in the performance of their duties and rights.

IV. Responsibility

The Human Resources Specialist is responsible for:

1. For improper performance or non-performance of their official duties provided for by this job description - to the extent determined by the current labor legislation of the Russian Federation.
2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

Dear Colleagues, Please write what the personnel officer in the Organization should do from A to Z, what mandatory documents should be kept?

Answer

Answer to the question:

Requirements for the job duties of a personnel officer are provided Qualification guide positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37 ( see below ).

Responsibilities of an HR worker may vary from organization to organization. Somewhere the functionality of the personnel officer can be expanded at the discretion of the management.

Typically, the responsibilities of a staff member include:

• Maintenance and accounting of the personnel of the enterprise, its divisions in accordance with unified forms of primary accounting documentation.
• Registration of admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established documentation on personnel.
• Formation and maintenance of personal files of employees, making changes in them related to labor activity.
• Preparation of the necessary materials for qualification, attestation, competitive commissions and presentation of employees for incentives and awards.
• Filling out, recording and storing work books, calculates the length of service, issues certificates of the current and past labor activities of employees.
• Makes entries in work books about incentives and rewards for employees.
• Entering information about the quantitative, qualitative composition of employees and their movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment.
• Keeping records of the provision of vacations to employees, monitors the preparation and compliance with the schedules of regular vacations.
• Registration of a pension insurance card, other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.
• The study of the causes of staff turnover, participates in the development of measures to reduce it.
• Preparation of documents after the expiration of the established terms of the current storage for depositing in the archive.
• Perform assembly work organizations personnel of the required professions,
  specialties and qualifications.
• Participate in recruitment, selection and placement of personnel.
• Conduct a study and analysis of job and professional qualifications
  personnel structures organizations and its subdivisions, established documentation on
  accounting of personnel related to the admission, transfer, labor activity and dismissal
  employees, the results of employee attestation and assessment of their business qualities in order to
  determining the current and future needs for personnel, preparing proposals for
  filling vacancies and creating a reserve for promotion.
• Participate in labor market research to identify sources of satisfaction
  the need for personnel, establishing and maintaining direct links with educational institutions,
  contacts with organizations similar profile.
• Inform employees organizations about available vacancies.
• Participate in the development of long-term and current labor plans.
• To control the placement and placement of young professionals and
  young workers in accordance with the profession received at the educational institution and
  specialty, conducting their internships, take part in the work on adaptation
  newly hired workers to production activities.
• Participate in the preparation of proposals for personnel development, business planning
  career, training and professional development of personnel, as well as in assessing the effectiveness
  learning.
• Participate in the organization of work, methodological and information
  ensuring qualification, attestation, competitive commissions, registration of their
  solutions.
• Analyze the state of labor discipline and performance by employees
  organizations Labor regulations, personnel movement, participate in the development
  measures to reduce turnover and improve labor discipline.
• Supervise the timely registration of admission, transfer and dismissal
  employees, issuing certificates of their current and past employment,
  compliance with the rules for storing and filling out work books, preparing documents for
  establishment of benefits and compensations, registration of pensions for employees and other established
  personnel documentation, as well as entering relevant information into the data bank on
  staff organizations.
• Compile prescribed reports.

Regarding the second question:

There is no single list of documents that should be in the personnel department: each organization has its own. However, the Labor Code names documents that are mandatory in the personnel department (for example, an employment contract, vacation schedule, local regulations).

Therefore, to binding documents HR department includes:

1. Employment contract. Based on Art. 56 of the Labor Code of the Russian Federation, an employment contract is an agreement between an employer and an employee, according to which the employer undertakes to provide the employee with work according to the stipulated labor function, to pay timely and in full wages, and the employee undertakes to personally comply with the labor function and comply with internal labor regulations.

2. Labor books. By virtue of Art. 66 of the Labor Code of the Russian Federation, they are the main document on the labor activity and seniority of the employee. All employers (with the exception of employers - individuals who are not individual entrepreneurs) are required to keep work books for each employee who has worked for them for more than five days, if this work is essential for the worker. Recall that the procedure for maintaining and storing work books is approved by Decree of the Government of the Russian Federation of April 16, 2003 No. 225 "On work books". At the same time, the correctness of making entries in the books is determined by the Instructions for filling out work books, approved by the Decree of the Ministry of Labor of Russia dated 10.10.2003 No. 69.

3. Income and expense book accounting for the forms of the work book and its insert, as well as labor register book books and their inserts. These books must be numbered, laced, certified by the signature of the head of the organization, and also sealed with a wax seal or sealed (clause 41 of the Rules for maintaining and storing work books).

4. Staffing and vacation schedule. The obligation to draw up a vacation schedule is beyond doubt, this is directly stated in Art. 123 of the Labor Code of the Russian Federation. But the obligation to conduct staffing It is not provided for by the Labor Code, although its form No. T-3 was approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1.

On January 1, 2013, a new federal law dated December 6, 2011 No. 402-FZ “On Accounting” came into force and each organization has the right to develop its own forms of primary accounting documents. The obligatory nature of unified forms will remain only for budgetary organizations.

However, regulatory authorities, and even courts, when considering labor disputes, almost always request this document. The presence of the staffing table and changes in it give us a rationale for the dismissal of employees to reduce the number or staff of employees. The staffing will allow the employer to budget its costs for staff salaries.

5. Time sheet. The time sheet must be kept in each organization on the basis of Art. 91 of the Labor Code of the Russian Federation, which obliges the employer to accurately record the working hours worked by each employee.

6. Personal cards and orders for personnel. The forms of these documents are established by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1. A personal card (form T-2) is mandatory due to the requirements of the Rules for maintaining and storing work books, since the employer duplicates the entries in the work book in it and is obliged to familiarize the employee with each such entry (item 12). In addition, this document contains the personal data of the employee, so it must be kept in a safe so that unauthorized persons do not have access to them.

Orders (on hiring (forms T-1, T-1a), on transfer (forms T-5, T-5a), on promotion (forms T-11, T-11a), etc.) are also required, because on their basis, the employee is granted leave, he is sent on a business trip, the accounting department calculates and makes payments, etc.

7. Orders for the main activity. Firstly, such orders must be kept separately from personnel orders, and secondly, they must have the signature of the head and, in some cases, approval visas.

8. Job descriptions of employees. The Labor Code does not contain any mention of job description, although it is an essential instrument of regulation labor relations. Rostrud in Letter No. 3042-6-0 dated August 9, 2007 noted that this is not just a formal document, but a document that defines tasks, qualification requirements, functions, rights, obligations, responsibility of the employee. Moreover, this department recommended that they be developed for each position (including a vacant one) available in the staff list, noting that the job description can be both an annex to the employment contract and a separate document.

9. Journal of audits. The obligation to keep this journal is established by Art. 16 federal law dated December 26, 2008 No. 294-FZ "On the protection of the rights of legal entities and individual entrepreneurs in the implementation state control(supervision) and municipal control". In such a journal, the regulatory authorities make a record of the inspection. Standard form magazine approved by the Order of the Ministry of Economic Development of Russia dated April 30, 2009 No. 141. Remember that the magazine must be stitched, numbered and certified with a seal legal entity or individual entrepreneur.

10. Register of employees leaving on business trips from the sending organization (application number 2). Register of employees who arrived at the organization to which they are seconded(Appendix No. 3). The obligation to maintain these logs is established by the Procedure for Accounting for Employees Leaving on Business Trips from the Sending Organization and Arriving at the Organization to which they are seconded, approved by Order of the Ministry of Health and Social Development of Russia dated September 11, 2009 No. 739n.

11. Local regulations. This is a fairly large block of documents, because it is with such acts that the employer regulates his activities and certain processes within the company. However, local regulations may or may not be in the organization. However, there are such acts that the employer is obliged to develop and put into effect in any organization:

- Internal labor regulations- the first and most important local normative act regulating the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to an employment contract, the working hours, rest periods, incentives and penalties applied to employees, as well as other issues of regulating labor relations with a given employer (Article 189 of the Labor Code of the Russian Federation). It is requested in almost any type of labor dispute.

- Regulations on wages(It is additionally possible to draw up a separate provision on bonuses if there is no section on bonuses, allowances and additional payments in the regulation on remuneration or internal labor regulations). It is required by Art. 135 of the Labor Code of the Russian Federation, in accordance with which wage systems, including sizes tariff rates, salaries ( official salaries), additional payments and allowances of a compensatory nature, including for work in conditions deviating from normal, systems of additional payments and allowances of a stimulating nature and bonus systems are established by collective agreements, agreements, local regulations.

- Regulations on the storage and protection of personal data. By virtue of Art. 87 of the Labor Code of the Russian Federation, the employer must have a local act establishing the procedure for storing and using personal data of employees.

Thus, above we have listed all the documents that should be in any personnel department. However, there are those that are developed and approved only in specific organization depending on the nature of the activity. Thus, in addition to local regulations provisions can be developed on trade secrets, official investigation, attestation, on passing probationary period etc. In addition, depending on the working conditions, a shift schedule, a list of positions for workers with irregular working hours, agreements on collective or individual liability etc.

1. forms of document registration logs;

In the course of the activities of the organization, various accounting and registration logs are kept, including directly in the personnel service.

Logging helps, if necessary, to facilitate the search for the necessary information or to make a selection for any analysis.

For more information about the journals, their purpose, the mandatory maintenance and retention periods, see the table below.

Samples of magazine design can be viewed by clicking on the links:

Required fields

Details in the materials of the System Personnel:

1. Answer:How to make a nomenclature of cases in the personnel service

Appointment of the nomenclature of cases

Usually, the nomenclature of cases is compiled as a single document for the entire organization. At the same time, it includes the nomenclature of individual divisions. For example, the office, the secretariat, financial department, administrative department, personnel department.

Types of nomenclature of cases

There are three types of nomenclature of cases: typical, exemplary and individual.

The typical nomenclature of cases provides for a mandatory list of cases that are opened in organizations of the same type. As a rule, standard nomenclature is developed in institutions that have a wide network of subordinate organizations.

The approximate nomenclature of cases is similar in purpose to the typical nomenclature. It is also developed for organizations of the same type, but it is only advisory in nature. This means that subordinate enterprises are given the right to decide for themselves whether to accept the document as a sample or develop their own workflow scheme.

Each organization develops an individual nomenclature of cases. At the same time, the headings of cases and the terms of storage of documents are completely transferred to it from the standard or exemplary nomenclature. If the organization does not have a typical or approximate nomenclature of cases, it develops an individual nomenclature on its own.

Such types of nomenclature of cases are provided for in the GSDOU, approved.

Terms of approval of the nomenclature of cases

The nomenclature of cases must be developed and approved in the organization at the end of each calendar year, and put into effect from January of the next year. For the development of the nomenclature, as a rule, the clerical service of the organization (office, secretariat) is responsible. the main task official who heads this structural unit, collect parts of the future unified nomenclature from all departments of the organization, summarize them, make the necessary changes and give the document the established form. Then the document must be coordinated with the company's expert commission and with the archival service (the expert commission is created in the organization to determine the value of the document and usually consists of full-time employees). After the draft nomenclature of cases receives the approval of specialists, the head of the records management service must put his signature on it. In the final version, the document must be approved by the head of the organization, stamping the approval stamp on it.

Nomenclature of affairs of the personnel service

Filling in the nomenclature of cases

Fill in the columns in the following sequence - No. 1, No. 2, No. 4, No. 5. Enter the data in column No. 3 last, namely at the end of the calendar year, when the exact number of storage units (volumes, folders, books, magazines) becomes known ).

Column No. 1 of the nomenclature of cases

In column No. 1 of the nomenclature, put down the indexes of each case. The index consists of two parts: the number (code) of the structural unit in accordance with the organization's staffing table and the serial number of the case formed in the personnel service. Case indexes are denoted Arabic numerals. For example, 05-07, where 05 is the code of the personnel service according to the staffing table, 07 is the serial number of the case (folder) according to the nomenclature of cases. Separate groups of index numbers with a hyphen. Subsequently, transfer the indexes of cases from the nomenclature to the roots of folders (folders), and when submitting cases to the archive, to the cover of the case. Cases that contain issues not resolved within one year, add to the nomenclature next year with the same index. Such cases include, for example, personal cards, work books, accounting journals.

Column No. 2 of the nomenclature of cases

In column No. 2 of the nomenclature, indicate the titles of cases (folders) of all documents that you work with (incoming, outgoing, internal), as well as reference and registration materials (card files, journals (books) of accounting and issuing documents). Do not include headings in the nomenclature printed publications(bulletins, tariff and other reference materials).

Arrange the titles of the cases in a specific order. This sequence depends on the importance of the documents included in the case. First, list the headings of cases containing organizational documentation - Regulations on the personnel department and job descriptions of employees,. Next, enter the headings of cases containing administrative documentation - orders for hiring, transferring and dismissing employees, for penalties, incentives, business trips. Then indicate the headings of cases with accounting and reference documentation - staffing, personal cards, vacation schedules, registers of employees sent on business trips, etc. Complete the list with official internal correspondence (reports, explanatory notes, submissions).

Editor's Tip : after you list the titles of all existing cases in the nomenclature, in column No. 1, put down a few more indices as reserve numbers, and in column No. 2, leave a free space. This is necessary to take into account new, not previously foreseen cases that may arise in the personnel department during the year.

Column No. 4 of the nomenclature of cases

In column No. 4 of the nomenclature, indicate the storage period for each case and the numbers of the relevant articles according to the approved one. When filling out this column, keep in mind that the nomenclature must contain the headings of all cases filed during the year. At the same time, enter the personal files of employees, regardless of their number, into the nomenclature as one file or as two files, for example, “Personal files of senior employees” and “Personal files of employees”. The basis for this division is different periods of storage: the personal files of managers are kept permanently, and the personal files of employees have a limited period - 75 years (the list approved). As one thing in the nomenclature, include personal employee cards, as well as work books. An independent business in the nomenclature will be each journal or book of records that is maintained in the personnel service.

Column No. 5 of the nomenclature of cases

In column No. 5 of the nomenclature, mark the opening of cases, the transfer of cases, the allocation of cases for destruction, the persons responsible for the formation of cases, the transfer of cases to another organization, etc. For example, a note may look like this: “Case filed 01/13/06”, “Original documents are stored in general department", etc. Such marks can be put during the entire period of validity of the nomenclature.

Summary record of the number of cases

At the end of the calendar year, the clerical service of the organization (another service responsible for compiling the nomenclature of cases) must compile a final record on the number of filed cases (volumes, parts) of permanent and temporary storage ( GSDOU, approved).

Nina Kovyazina,
Deputy Director of the Department of Education and Human Resources of the Ministry of Health of Russia

2. Answer:What accounting and registration logs need to be kept in the personnel service

Types of magazines

In the course of the activities of the organization, various accounting and registration logs are kept, including directly in the personnel service. In general, all registration logs are aimed at keeping records and structuring any:

Logging helps, if necessary, to facilitate the search for the necessary information or to make a selection for any analysis. For example, you can quickly determine when the inspector from Rostrud last came.

All accounting and registration logs that the personnel service uses can be divided into:

• on mandatory for maintenance;
• to the recommended ones.

The key task of the personnel department of the enterprise is work with personnel. If you do not delve into it, it may seem that the functions of a personnel officer come down to maintaining documents. But is it really so? In the article we will analyze the main questions about the work of an employee of the personnel department: duties, functionality, rights and responsibility.

From the article you will learn:

Responsibilities of a personnel officer

The word "personnel officer" is firmly entrenched in the corporate lexicon - almost every enterprise has an employee who is called that. Moreover, the functionality of the personnel officer in different companies may be different. Somewhere his duties include only the preparation of documentation, but somewhere he is a specialist general profile, which is engaged in the search, selection, training and integration of personnel.

This is because “personnel officer” is a generalized everyday name for a whole family of specialties. In the Unified Qualification Handbook (approved by Decree No. 37 of 21.08.1998) to personnel matters 17 professions are assigned. They are united by similar qualification requirements, but in detail the duties of an employee of the personnel department depend on the specifics of a particular enterprise, the number of employees, personnel management policies and many other factors.

In addition, since 2015, the professional standard “HR Specialist” has been in force (put into effect by Order No. 691n dated 06.10.2015), which describes, among other things, functional responsibilities.

The listed documents serve as the basis for the formation of job descriptions of the personnel department and the requirements for employees in specific positions.

Curricula are developed by reputable experts in the field of labor relations. Having received additional professional education, you will be able to prepare for new formats of inspections by the State Inspectorate, Roskomnadazor and the Prosecutor's Office, draw up documents in accordance with the new requirements of Rostrud, dismiss employees without complaints and litigation and much more.

To summarize, what a personnel officer does can be grouped into several large categories:

Organization and management of documents:

• Registration of employment, transfers and dismissals (preparation of orders, maintenance and storage of work books and personal cards).
• Accounting for working time in timesheets, providing vacations, business trips, sick leave.
• Development and monitoring of compliance with the vacation schedule.
• Preparation and submission of mandatory reports to regulatory authorities.

State formation:

• Analysis of the situation with the staffing at the enterprise, identification of staffing needs.
• Participation in the development of staffing and personnel policy.
• Search and interviewing of employees, formation of a personnel reserve.

Work with personnel:

• Evaluation of effectiveness, development and implementation of personnel development measures.
• Carrying out certifications.
• Organization of team building and other corporate events.

What positions are there in the HR department?

Each of the categories described involves a large amount of work, which requires specialized knowledge and skills. It is difficult for one person to cope with everything at once. As a rule, the personnel department (OK) unites several specialists:

• Chief OK. He coordinates the work of the service, supervises the specialists of the department, controls their activities. Reports to the head of the company.
• Personnel Inspector. This specialist usually has office work and other paperwork.
• HR manager. The job responsibilities of this personnel officer include work with personnel: search, selection, measures to increase motivation.

How to safely solve the seven eternal problems of personnel officers. Answers from Valentina Andreeva

How to understand how many HR specialists a company needs? The law does not limit employers in any way - you can collect a large service to work with personnel or limit yourself to one generalist specialist for full or part-time employment. Or you can use the recommendation of the Ministry of Labor (Decree No. 78 of 11/14/1991), which contains the following standards for enterprises with a staff:

• Up to 500 people - 1 part-time worker.
• 500-2000 people - 1 employee.
• 2000-4000 people - 2 employees (hereinafter +1 specialist for every 3000 people).

Some managers believe that the main duties of a personnel officer at an enterprise include military registration of employees. But it's not. Government Decree No. 719 of 11/27/2006 prescribes to have separate specialists for this work if the number of employees on the military register exceeds 500 people. This may be a part-time job, but the functions should be distinguished.

Job description of a personnel officer

There is no legally approved DI for a personnel specialist - each employer decides what the personnel officer does in his company, based on the goals and objectives of his economic activity. A prerequisite is to comply with the professional standard and the provisions of the Qualification Handbook.

We are offering to you type specimen job description for the HR department, which you can take as a basis and adapt to your company.

Requirements for a HR officer when applying for a job

Minimum professional requirements to an employee, OK is determined by the Qualification Handbook and professional standard. The set of criteria depends on the position for which the applicant is applying, and the set of responsibilities that it provides.

The requirements for ordinary workers are less stringent. So, the applicant for the position of HR inspector needs at least an average or vocational education, specialized professional training (courses) and 3 years of experience in the field of work with personnel.

Rights and responsibilities of HR employees

The official duties of a personnel officer in an organization largely determine his rights. They are usually spelled out in the job description. As a rule, this is:

• Right to make proposals for reorganization personnel work to the head of the company.
• The right to access personal information necessary for the performance of official duties.
• The right to represent the interests of the organization before the control authorities.

The scope of responsibility of a personnel worker is limited, as a rule, by DI and internal regulations. For example, a Human Resources Specialist may be responsible for:

• Causing material damage to the employer (partial liability).
• Violation of the privacy of personal data.
• Errors in mandatory reports or their late submission.
• Violation of labor discipline and VTR rules.

Failure to fulfill their duties in the personnel department.

_____________ (name of company)	APPROVE ________________________________ (body of a legal entity (founders) ________________________________ (person authorized to approve
JOB DESCRIPTIONpersonnel inspector 00.00.0000 № 00	________________________________ job description) ____________________________________ (signature) (surname, initials)

I. General provisions

1. Personnel Inspector belongs to the professional category.

2. A person who has secondary vocational education without presenting requirements for work experience or initial vocational education, special training according to the established program and work experience in the profile of at least 3 years, including at this enterprise at least 1 year, is accepted for the position of HR inspector .

3. Personnel Inspector is hired and dismissed by the director organizations.

4. The HR inspector must know:

- legislative and regulatory legal acts, methodological materials on maintaining documentation on accounting and movement of personnel;

- labor legislation;

- structure and staff of the enterprise;

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

- the procedure for establishing the names of the professions of workers and positions of employees, the total and continuous length of service, benefits, compensations, registration of pensions for employees;

- the procedure for recording the movement of personnel and compiling established reporting;

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

- basics of office work;

- means of computer technology, communications and communications;

- internal labor regulations;

- rules and norms of labor protection, safety measures, industrial sanitation and fire protection.

5. In his work, the HR inspector is guided by:

- the legislation of the Russian Federation,

- the charter of the organization,

- orders and instructionsemployees to whom he is subordinate in accordance with this instruction,

- this job description,

- The internal labor regulations of the organization,

- __________________________________________________.

6. Personnel Inspector Reports directly to the Head of Human Resources.

7. During the absence of the HR inspector (business trip, vacation, illness, etc.) his duties are performed by a person appointed by the director of the organization in the prescribed manner, who acquires the appropriate rights, duties and is responsible for the performance of the duties assigned to him.

8. __________________________________________________________.

II. Job responsibilities.

HR Inspector:

1. Keeps records of the personnel of the enterprise, its divisions in accordance with unified forms of primary accounting documentation.
2. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established documentation on personnel.
3. Forms and maintains personal files of employees, makes changes in them related to labor activity.
4. Prepares the necessary materials for qualification, attestation, competitive commissions and presentation of employees for incentives and awards.
5. Fills in, takes into account and stores work books, calculates the length of service, issues certificates on the current and past labor activities of employees.
6. Makes entries in work books about incentives and rewards for employees.
7. Enters information about the quantitative, qualitative composition of employees and their movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment.
8. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with the schedules of regular vacations.
9. Draws up pension insurance cards and other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.
10. She studies the causes of staff turnover, participates in the development of measures to reduce it.
11. Prepares documents after the expiration of the established terms of the current storage for depositing in the archive.
12. Monitors the state of labor discipline in the divisions of the organization and compliance by employees with the rules of internal labor regulations.
13. Prepares prescribed reports.

14. Complies with the Internal Labor Regulations and other local regulations of the organization.

15. Complies with internal rules and regulations of labor protection, safety, industrial sanitation and fire protection.

16. Ensures cleanliness and order in his workplace,

17. Fulfills, within the framework of the employment contract, the orders of the employees to whom he is subordinate in accordance with this instruction.

1. __________________________________________________________________________.

III. Rights.

The Human Resources Inspector has the right to:

1. Submit proposals for consideration by the director of the organization:

- to improve the work related to the duties provided for in this instruction,

- on the encouragement of distinguished workers subordinate to him,

- on bringing to material and disciplinary responsibility of employees subordinate to him who violated production and labor discipline.

1. Request from structural divisions and employees of the organization the information necessary for him to perform his duties.
Get acquainted with the documents that define his rights and obligations in his position, the criteria for assessing the quality of performance of official duties. Get acquainted with the draft decisions of the organization's management regarding its activities. Require the management of the organization to provide assistance, including the provision of organizational and technical conditions and the execution of established documents necessary for the performance of official duties. Other rights established by the current labor legislation.

IV. Responsibility.

The Human Resources Inspector is responsible for the following:

1. For improper performance or non-performance of their official duties provided for by this job description - within the limits established by the labor legislation of the Russian Federation.

For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.For causing material damage to the organization - within the limits established by the current labor and civil legislation of the Russian Federation._____________________________________________________________.

The job description was developed in

According to____________________________

(name, number and date of the document)

_________________________________________

(job title)

____________________________________ (signature) (surname, initials) 00.00.0000.

AGREED:

Head of the legal department

__________________________________

(signature) (surname, initials)