At present, probably, no profession has such a range of names as the profession of a personnel officer. In the Unified Qualification Directory, you can find seventeen positions that are somehow related to personnel work. This circumstance makes us think about the differences between these positions from each other, about the functional load of each of them. Especially relevant and acute today is the question of what an ordinary personnel inspector should prescribe for himself in the job description. We will try to consider the duties of this employee in as much detail as possible.

The Importance of Human Resources

Many heads of organizations still believe that the appointment of the personnel department is narrowly focused, related only to office work. However, today our country, following the West, has embarked on the transformation of the personnel service into a division dealing with labor resources management, because it is the personnel officer who is the most important link between the employee and the employer.

Currently, a human resources specialist is primarily a manager, the same can be said about such a position as a human resources inspector, whose duties today often include not only the processing and maintenance of documentation. Especially it concerns small companies, where the HR inspector may be responsible for the selection of personnel, their training and many other functions.

Number of personnel employees

The names and number of divisions of the personnel management service depend on the size of the enterprise, its traditions and the specifics of its activities. This should take into account the size of the organization, the direction of the business, the strategic goals of the enterprise, the stage of its development, the number of employees and priority tasks in working with personnel.

In large organizations, the HR department may include several departments. For example, department wages, department of employment, department of training and development, department of office work and accounting. In small organizations, all the functions of the personnel service can be performed by only one specialist - the personnel inspector, whose duties should actually include a minimum list of functions: personnel records management and recruitment.

Service Specialists

At the head of departments or services of personnel is usually a middle manager: the head of the service, department, which reports to the director of personnel. Departments can be broken down into smaller units - groups or sectors, headed by managers who report to the heads of services.

At medium-sized enterprises (the number of employees is 100-1000 people), the organization of the personnel service most often involves the presence of such employees:

• office work specialist;
• labor law specialist;
• recruitment specialist;
• development and training manager
• trainer or training manager;
• benefits and compensation manager;
• corporate event manager.

In smaller organizations (number of employees up to 100 people), almost all the functions of these employees are the duties of a personnel inspector.

HR requirements

Of course, all of the above positions are not able to combine one single specialist - the inspector of the personnel department. The duties of this employee are primarily related to personnel records management. Therefore, when applying for a job, a potential candidate for this position has relatively low professional requirements.

The qualification guide informs that the HR inspector is required to have a specialized secondary education (while his work experience does not matter) or secondary education (this requires special training and professional experience of at least three years).

Human Resources Inspector: Responsibilities

So, the functions of this specialist are as follows:

• keeping records of the personnel of the enterprise;
• registration of various personnel operations (recruitment, transfer, dismissal);
• registration and maintenance of personal files of employees, making changes to them;
• accounting, storage and filling work books;
• record of seniority;
• filing information about labor activity employees (past and present);
• registration of pension insurance cards and other documents necessary for assigning pensions to employees and their families, compensations and benefits;
• accounting for the provision of vacations, monitoring how vacation schedules are drawn up and observed.

Recruitment

The duties of the HR inspector often include the selection of personnel for vacant positions. This work is related to the placement of information in various sources about the available vacancy, including cooperation on this issue with the employment service, the appointment and conduct of interviews with an explanation to the applicant of the nature of the vacancy, working conditions and wages, determining general level applicant for a vacant position, his length of service and degree of professionalism.

Often, the duties of an inspector of the personnel department involve competitive selection among specialists applying for a vacant position. The personnel officer develops recruitment measures and controls the passage of future employees of the tests established at the conclusion of an employment contract with them.

Additional functional duties of the HR inspector

There are some additional features that are most often attributed to personnel work. What other tasks should be performed by the HR inspector? Duties may include:

• training necessary materials for attestation, qualification, competitive commissions, presentation of employees for awards and incentives;
• study of the reasons why staff turnover occurs, development and implementation of measures to reduce it;
• preparing documents for archiving;
• control over labor discipline;
• organization of advanced training and professional retraining;
• organization of qualification examinations;
• development of a system for assessing the personal and business qualities of employees, motivating them for career growth;
• registration of service certificates and their issuance;
• formation and effective use personnel reserve.

military registration

Many employers believe that functional responsibilities personnel department inspectors include military registration of employees of the enterprise. According to Decree of the Government of the Russian Federation No. 719 of November 27, 2006 “On approval of the Regulations on military registration”, the number of employees engaged in this activity should be directly proportional to the number of employees to be registered.

In particular, at an enterprise where less than five hundred citizens are registered with the military, the records are kept by one employee who performs these functions part-time. Thus, a personnel inspector in an organization where the number of military registered does not exceed five hundred people can be engaged in military registration, but only on condition internal combination. And when more people to be recorded, a separate staff unit should be allocated for these purposes.

The work of personnel officers in a crisis

IN Last year the management of enterprises faced the sad circumstances of the financial crisis, when they had to reduce the volume of production of goods and services, reduce their own costs, including by reducing the number of staff. Against this background, there is a growing need for cadre workers to possess the qualities of full-time psychologists who are forced to manage the emotional background in the team and find words of consolation, for example, by handing notices of dismissal to colleagues.

The role of the personnel service increases as the importance of human resources increases for an organization to achieve financial success. In this regard, the traditional duties of personnel officers do not disappear. Personnel departments are still in charge of personnel records management, remuneration, hiring and training of specialists. However, at the same time, the personnel department is an integral element of competent enterprise management. Good luck in job!

Performs work on staffing the enterprise with the required professions, specialties and qualifications. Participates in the selection, selection, placement of personnel. Carries out the study and analysis of the job and professional qualification structure of the personnel of the enterprise and its divisions, the established documentation for personnel records related to the recruitment, transfer, labor activity and dismissal of employees, 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, preparing proposals for filling vacant positions and creating a reserve for promotion. 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. Informs employees of the enterprise about available vacancies. Participates in the development of long-term and current labor plans. Carries out control over the placement and placement of young professionals and young workers in accordance with the received in educational institution profession and specialty, conducting their internships, takes part in the adaptation of newly hired employees to production activities. 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. Takes part in the organization of work, methodological and informational support of qualification, attestation, competitive commissions, registration of their decisions. Analyzes the state labor discipline and compliance by employees of the enterprise with the rules of internal work schedule, movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.

Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information in the data bank on the personnel of the enterprise. Prepares prescribed reports.

Must know

The HR specialist must know:

• legislative and regulatory legal acts, teaching materials for personnel management
• labor law
• structure and staff of the enterprise, its profile, specialization and development prospects
• the procedure for determining the prospective and current staffing needs
• sources of enterprise staffing
• methods for analyzing the professional and qualification structure of personnel
• regulations on certification and qualification tests
• procedure for election (appointment) to office
• procedure for registration, maintenance and storage of documentation related to personnel and their movement
• the procedure for the formation and maintenance of a data bank on the personnel of the enterprise
• HR reporting procedure
• fundamentals of psychology and sociology of labor
• fundamentals of economics, labor organization and management
• labor law
• means of computer technology, communications and communications
• labor protection rules and regulations

Qualification Requirements

Higher professional education no requirement for work experience.

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QUALIFICATION DIRECTORY OF POSITIONS OF MANAGERS OF SPECIALISTS AND OTHER EMPLOYEES (approved by the Decree of the Ministry of Labor of the Russian Federation dated ... Relevant in 2018

HUMAN RESOURCES SPECIALIST

Job Responsibilities. Performs work on staffing the enterprise with the required professions, specialties and qualifications. Participates in the selection, selection, placement of personnel. Carries out the study and analysis of the job and professional qualification structure of the personnel of the enterprise and its divisions, the established documentation for personnel records related to the admission, transfer, labor activity and dismissal of employees, 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, preparing proposals for filling vacant positions and creating a reserve for promotion. 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. Informs employees of the enterprise about available vacancies. Participates in the development of long-term and current labor plans. Carries out control over the placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, conducting their internships, takes part in the work on adapting newly hired workers to production activities. 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. Takes part in the organization of work, methodological and informational support of 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, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information in the data bank on the personnel of the enterprise. Prepares prescribed reports.

Must know: legislative and regulatory legal acts, methodological materials on personnel management; labor legislation; the structure and staff of the enterprise, its profile, specialization and development prospects; the procedure for determining the prospective and current need for personnel; sources of providing the enterprise with personnel; methods of analysis of the professional qualification structure of personnel; provisions on certification and qualification tests; the procedure for election (appointment) to a position; the procedure for registration, maintenance and storage of documentation related to personnel and their movement; the procedure for the formation and maintenance of a data bank on the personnel of the enterprise; the procedure for compiling reports on personnel; fundamentals of psychology and sociology of labor; fundamentals of economics, organization of labor and management; labor legislation; means of computer technology, communications and communications; labor protection rules and regulations.

Qualification requirements. Higher professional education without presenting requirements for work experience.

Can an HR specialist be a leader? Order of the Ministry of Health and Social Development dated May 29, 2008 No. 247n allows such an intra-official title, but regional legislation does not provide for the rating of the position "leading personnel specialist". Personnel officers are advised to sue the regional administration. But this is futile. Anyone stand up for the personnel?

Answer

Answer to the question:

Maybe.

Don't Miss: Major HR Changes

What is accepted and entered into force this month.

The employer, as a rule, determines the names of positions and professions at his own discretion.

However, if the labor legislation connects the provision of compensations and benefits (early pension, additional leave) or establishes any restrictions, then the names of such positions and professions must correspond to qualification reference books. This correspondence should be observed as in employment contract with an employee, where his position will be indicated (performance of work by profession), and in the organization's staffing table. non-compliance specified condition will deprive the employee of the right to receive benefits and compensation.

Having considered your question, we can say that the category "leading" is a derivative of the corresponding basic positions contained in the Qualification Handbook, approved by the Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37.

Job responsibilities of the category "leading" set on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a leader and responsible executor of work in one of the areas of activity of the organization or its structural divisions, or duties of coordination and methodological leadership of groups of performers created in departments (bureaus). The requirements for the required work experience of the "leading" category are increased by 2-3 years compared to those provided for specialists of the first qualification category.

Thus, in this case, we can say that the legislation does not contain a ban on the use of the word “leading” in the title of a HR specialist.

At the same time, the job descriptions of these employees should provide for the duties of both the position held and the functions of the head and the responsible performer of the work, or the duties of coordination and methodological leadership of groups of performers created in departments (bureaus).

Also, in the job descriptions of these employees, it is necessary to indicate the requirements for the required work experience by 2-3 years higher compared to the requirements for employees without specifying the leader.

As for regional legislation, as we understand, you mean the Law Lipetsk region dated 10/07/2008 N 182-OZ (as amended on 12/26/2014) "On the remuneration of employees of regional public institutions"(adopted by the resolution of the Lipetsk Regional Council of Deputies dated September 25, 2008 N 725-ps), which provides only for the position of a personnel specialist (1 qualification level, salary 4440 rubles). However, this normative act does not contradict federal law conclusions not stated above.

Details in the materials of the System Personnel:

1. Answer:How to apply for additional payments and salary increments established at the initiative of the organization

Establishment of surcharges and allowances

How to establish additional payments and allowances to the employee's salary at the initiative of the employer

The administration of the organization can independently establish additional payments and allowances for the employee's salary (). For example, additional payments for length of service in the organization, lack of disciplinary action etc. For this, the size and procedure for paying allowances and surcharges must be prescribed:

• in ();
• in another local act of the organization, for example, in (and the Labor Code of the Russian Federation).

In addition, indicate the established surcharges and allowances with the employee (and the Labor Code of the Russian Federation).

Nina Kovyazina,

2. Situation:In what cases is the official title “chief”, “leading”, “senior” introduced?

The use of the official title "senior" is possible if the employee, along with the performance of the duties provided for by the position held, manages the executors subordinate to him. This position can be established as an exception and in the absence of performers in the direct subordination of the employee, if he is assigned the functions of management independent site work. At the same time, for positions of specialists for which qualification categories are provided (for example, an engineer of category I), the official title "senior" is not used.

Job responsibilities of the "leading" category are established on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a leader and responsible executor of work in one of the areas of activity of the organization or its structural divisions, or duties of coordination and methodological leadership of groups of performers created in departments (bureaus). The requirements for the required work experience of the "leading" category are increased by 2-3 years compared to those provided for specialists of the first qualification category.

Such rules are established by the section " General provisions» Qualification handbook approved by .

The category "main" in some cases is directly provided for, approved, in the title of the position and is associated with increased qualification requirements for such positions Chief Engineer, Chief Accountant, chief power engineer, etc.). In addition, the category "chief" can be established by a local act of the organization, depending on the requirements for education and qualifications of the employee, for example, "chief specialist in ..." ().

Nina Kovyazina,

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

3. Situation:How to indicate the names of positions and professions when compiling the staffing table

When drawing up a staffing table, the employer can use the approved form, or. In the specified form, you need to enter the names of positions (specialties, professions) for the organization's staff units. By general rule positions are provided for employees who are primarily engaged in mental work: management, collection, analysis, processing of information (for example, deputy head of the production department, head of the department). In turn, the concept of "profession" refers to employees employed production process, physical labor (builders, electricians, mechanics).

The employer, as a rule, determines the names of positions and professions at his own discretion. For example, the position of the head of an organization may appear in the staffing table as a director, CEO, company president, etc.

However, if the labor legislation connects the provision of compensations and benefits (early retirement, additional leave) with the performance of work in certain positions or professions or establishes any restrictions, then the names of such positions and professions must correspond to qualification reference books. The indicated correspondence should be observed both in the employment contract with the employee, where his position (performance of work by profession) will be indicated, and in the organization's staffing table. This follows from the provisions of paragraph 2 of Article 57 Labor Code RF. Failure to comply with this condition will deprive the employee of the right to receive benefits and compensation.

Speaking of qualification guides First of all, you need to use the following ones:

• , approved ;
• , approved ;
• , accepted ;
• unified tariff-qualification reference books of jobs and professions of workers by industry.

In addition to the above documents, organizations should also be guided by: Decree of the Cabinet of Ministers of the USSR dated January 26, 1991 No. 10
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Human Resources Specialist, Human Resources Inspector, Human Resources Manager, Human Resources Specialist personnel office work The names are different, but the essence is the same. Many people have a very vague idea of ​​this profession, hence incorrect judgments appear, like this one: "Sits all day, does nothing, only shifts papers from place to place."

But what does a HR specialist do anyway?

The answer is obvious: he maintains personnel documentation at a particular enterprise. HR documentation- these are all orders, contracts, notices, additional agreements, regulations, etc. for employees of the enterprise. Also, in the duties of a personnel specialist, everything founding documents, military records, orders for the main staff and much more. And this is just the tip of the iceberg. Many applicants (especially the female half, although there are many men) find this profession suitable and attractive. Let's look at it from the inside.

Pros and cons of the profession "HR Specialist"

Pros:

• Labor mode. Basically, such a profession involves a five-day week with two standard days off: Saturday and Sunday. Opening hours approximately: from 9.00 to 18.00 with a lunch break. You will spend all public holidays (including long New Year holidays) at home with your family.
• Social package. Along with a tempting work regime, there is also a stable social package, with all official payments (of course, if this is a serious enterprise), which is also important condition labor.
• The work itself is essentially paper., sedentary, which is also a plus for someone.
• Employee Respect, even with some sycophancy, since the HR specialist is a person close to the leader.
• Pretty dynamic work. You definitely won't be bored with it. There are no impossible tasks - this is the motto of the personnel officer.
• If you prove yourself well, then you can count on quite high wages.
• Warm, bright and comfortable office. For many it has great importance. come to this workplace pretty nice.

And of course, the disadvantages of this profession:

• "Between two fires" - employees and superiors.“Yulia Nikolaevna, ask Alexei Mikhailovich to sign my application for leave in July for a month. Well, please, what does it cost you! ”,“ How did you not sign? So it was a bad request." This is a rather generalized situation, but it still has a place to be. And you, besides the disgruntled employee, listened to the angry tirade of the boss because of the same vacation.
• In addition to the main duties, a bunch of others are “hung” on the HR specialist: military registration, labor protection, primary accounting, etc. And if you don’t have time or forget something, then you get a portion of anger from the leader, or even a fine.
• Sedentary, paperwork at the computer. For some, a plus, but for health it is definitely a minus with concomitant diseases in the future.
• Skirmishes with the accounting office. Human resources specialist and accountant are closely related professions. It follows from this: dissatisfaction with each other at various working moments, shifting responsibilities onto each other, and even slander.
• Monotony of work. The same actions every day, the same monitor in front of tired eyes - all this gets boring at some point.
• Human Resources Specialist is also a Human Resources Manager(selects candidates for vacant positions). Conducting interviews, where each person comes with his own mood and character. And if the selected candidate turned out to be dishonest, then the guilty one will be clear to everyone.

This is one of the few moments of this profession. Naturally, each enterprise has its own laws and regulations, and there are simply no many disadvantages in them. Good luck and success in this difficult, but still interesting profession - a human resources specialist.