Human Resources Department. The personnel department at the enterprise: functions, responsibilities, structure The work of the personnel service

The formation of the personnel department at the enterprise begins with the approval of the Regulations on structural unit, which contains the description personnel service:

How are job responsibilities distributed among employees?
What are the responsibilities of the Human Resources Department?
the main functions of the unit;
the procedure for interaction with other structural divisions of the enterprise.

This document is optional. However, it is he who allows you to form a personnel service that meets the requirements of the enterprise and has a high level of job responsibility. For a typical provision on the personnel department at an enterprise, you can take a sample, which is in Appendix No. 1 to the Order of the Federal Archive of June 27, 2018 No. 71. You can also use our sample.

What are the responsibilities of the HR department?

Currently approved and put into effect. The professional standard contains a description and description of the functions included in the activities of personnel management, on the basis of which it is possible to formulate job requirements to specific professionals.

Also valid Qualification guide positions of managers, specialists and other employees (Resolution No. 37 of August 21, 1998). It contains qualification characteristics, designed for the correct selection, placement and use of employees, ensuring unity in determining official functions personnel and qualification requirements for them.

These documents are the basis for defining the functions and job responsibilities of the personnel department and for determining the qualification requirements for employees of the service.

In general, job responsibilities can be divided into separate functions:

Maintaining documentation on accounting and movement of personnel:
- registration of admission, transfers, dismissal, granting vacations, sending on business trips, bringing to disciplinary responsibility;
- formation and maintenance of personal files of employees;
- maintenance and storage of work books;
- keeping a time sheet;
- accounting for the provision of staff vacations, control over the preparation and observance of schedules regular holidays;
- accounting, verification of the correctness of registration of disability certificates;
- providing information about current and past labor activity workers.
Staffing activities:
- collection of information about the needs of the enterprise in employees;
- search, attraction, selection and selection of personnel.
Activities for the assessment, certification and development of employees:
- organization and conduct of assessment, certification and training of personnel;
- organizing and conducting events for the development and construction professional career employees.
Formation and submission of established reporting to the relevant authorities.
Implementation of military registration and reservation of citizens in reserve.

What are the duties of a staff member

The definition of what the personnel officer does, the duties entrusted to him for execution, determine the requirements for applicants. For implementation professional activity the personnel department at the enterprise, it is possible to distribute job responsibilities between employees according to the functional principle, that is, duties personnel worker in the enterprise correspond to a specific function.

Or an employee is assigned all personnel work in a certain area.

The effective activity of the personnel department largely depends on the correct distribution of work between its specialists, which is the responsibility of the head of the personnel department.

Qualification requirements, which is the responsibility of the organization's personnel officer, rights and responsibilities are determined in the job descriptions developed for each specialist. When developing job descriptions for each specialist, the list of works is specified and requirements for the necessary special training are established.

How to determine the number of personnel department

What is done in the human resources department, whose responsibilities may vary, affects the staffing and structure of the unit. The current modern standards do not contain instructions on the calculation of the number of personnel of the personnel department at the enterprise, but you can use the Decree of the USSR Ministry of Labor dated November 14, 1991 No. 78 “On approval of intersectoral aggregated time standards for recruitment and accounting of personnel”. The employer has the right to independently determine its number, based on the number of personnel of the enterprise, as well as the scope of functions assigned to the department.

Separately, there are norms for employees who carry out military registration in organizations (Decree of the Government of the Russian Federation of November 27, 2006 No. 719):

1 part-time employee - for 500 personnel;
1 exempt worker - for the number of employees from 500 to 2000;
2 employees with a headcount of 2,000 to 4,000 and further - for every subsequent 3,000 plus one more employee for this direction.

Rights and responsibilities

The basic rights of a HR worker include:

submission of proposals for improvement of work for consideration by the head;
obtaining information and documents necessary for the performance of official functions.

The personnel officer is responsible for causing material damage property of the employer, for the disclosure of personal data of employees, non-compliance with the rules of internal work schedule, as well as non-performance or improper performance of those actions, the performance of which is included in the functionality of a personnel worker.

The personnel service (CS) of an organization is a structural association that performs the duties of controlling personnel. The initial task is to optimize the labor process.

The level of competence of the Constitutional Court and the limits of authority are divided as follows:

Full subordination to the administrative manager (all coordinating schemes are in a single subsystem).
Direct reporting to the director of the enterprise.
It has the status of the second step in the vertical after the head.
The CS is included in the management of the enterprise.

The organizational chart of the service depends on:

activities;
the number of employees by state;
level of managerial potential of the CS.

Organizational structure of the personnel department

Quick response to changes, additions.
Optimization of the functions of employees with the transfer of direct control to the lower management level.
Distribution, consolidation of appointments within the organization.
Regulation of a rational number of employees subordinate to the manager.
Compliance with the rights and obligations of employees.
Clear distribution of organizational powers.
Minimization of expenses of the management structure.

This is an incomplete list. The following groups of factors influence the scheme of work:

Features of the device organization.
Technologies, type of production.
Style of corporate ethics.
Developing or following effective existing patterns.

One or more factors can influence the design of a service organization. For the initial data, indicators are taken:

The number of levels of leadership.
State.
Control type.

The structure of the personnel department combines two levels - functional and linear. The first type of management reflects the division between the management of the enterprise and other links. To build it, fix the technological sequence of production for each manager (or authorized person), the principle of the matrix is used.

Responsibilities of personnel officers

The duties of these specialists are formulated in the Labor Code of the Russian Federation.

The main attention is paid good governance regular resources:

Building relationships.
Evaluation of the suitability of the applicant for the position.
Development of training programs and social projects for company employees.

These functions require regular internal innovations, training of specialists for the service, development of programs, and trainings.

Actions are due to the need for high-quality performance of a number of functional tasks:

Establishment qualification level according to current economic requirements.
Controlling the increase in workflow costs.
Formation of corporate policy, taking into account the established multinational mix of employees.
The HR Department deals with the settlement of working relations with the Labor Code of the Russian Federation.
Implementation of remote access to organization resources.

Conventionally, there are two functional areas of the CS:

Control of relations in the team.
Documentation employment contract.

The first paragraph means:

State planning.
Staffing of the enterprise.
position held.
Education, career growth workers.
The system of encouragement in the social sphere.
Compliance with safe working conditions.

The terms of the employment agreement must be recorded in the documents of the personnel department:

Instructions, orders.
Filling in established accounting information forms.
Preparation and maintenance of labor documentation.
Formation.
Consulting services.
Calculation of the schedule of working hours.
Issuance of documents for payments (benefits, allowances).

The functional range of the CS requires a high-quality selection of its employees.

Organization of the work of the personnel department

The number of specialists for the CS is justified by the rational delimitation and stabilization of the labor process of each individual enterprise. To do this, use the "Qualification Handbook", which indicates the positions:

management staff;
specialists;
technical performers.

For each there is a characteristic, including prescriptions:

range of duties;
special knowledge;
qualification requirements.

The organization of work takes place in accordance with the level of complexity and volume of tasks. Each employee must have the knowledge and skills to:

Full possession of information about the specifics of the enterprise.
Management and leadership qualities.
Learnability.
Possession of the basics of financial formation.
Diplomatic skills.

CS organizations provide the following vacancies:

Head of Human Resources Department.
Manager:
- for personnel work;
- social benefits;
- compensation;
Specialist:
- on work with applicants;
- learning;
- employment;
- personnel management.

The availability of positions is determined by the specifics of the enterprise and the functional tasks of the personnel service.

Human Resources Department is a structure in the organization that deals with personnel management.

The personnel department is not only a functional unit, it is also the face of the company, since it is in the personnel department that any applicant begins to get acquainted with the organization.

HR goal

The purpose of the personnel department is to contribute to the achievement of the goals of the enterprise (organization) by providing the enterprise with the necessary personnel and the effective use of the potential of employees.

The selection of employees is carried out with the help of specially developed strategies: submission of information about vacancies to the media and employment services, the use of selection methods, testing, procedures for the adaptation of specialists and subsequent advanced training.

Tasks of the personnel department

The main task of the personnel department is to correctly take into account the work of employees, determine the number of working days, weekends and sick days for calculating salaries, vacations and submitting information to the accounting department of the organization.

The main tasks of the Human Resources Department are:

organizing the selection, recruitment and hiring of personnel with the necessary qualifications and in the required volume. The selection of employees is carried out using specially developed strategies: from submitting information about vacancies to the media and employment services to the application of selection, testing, adaptation procedures for specialists and subsequent advanced training;

creation of an effective system of full-time employees;

development of career plans for employees;

development of personnel technologies.

In addition, the personnel department must submit information about employees to the Pension Fund of the Russian Federation, Insurance companies, Tax and Migration Service.

Functions of the Human Resources Department

The main function of the personnel department in the enterprise is the selection of personnel.

The main functions of the personnel department in the enterprise include:

determination of the needs of the organization in personnel and selection of personnel together with the heads of departments;

analysis of staff turnover, search for methods to deal with a high level of turnover;

introduction of labor motivation systems;

preparation of the staffing of the enterprise;

registration of personal files of employees, issuance of certificates and copies of documents at the request of employees;

carrying out operations with work books (receiving, issuing, filling out and storing documents);

keeping records of vacations, scheduling and registration of vacations in accordance with current labor legislation;

organization of employee attestation;

preparation of staff development plans.

HR structure

The structure of the personnel department of the enterprise and its number is determined by the director of each company, depending on the total number of personnel and the characteristics of the activity.

In small companies (up to 100 employees), one or two HR employees are sufficient.

At the same time, small enterprises may not have an individual employee, and then such work is performed by the chief accountant or general director.

In medium-sized organizations (from 100 employees to 500 people), it is advisable to create a personnel department of personnel from three to four personnel specialists

On the large enterprises where 500 or more people work, the personnel department may have from 7 to 10 employees.

Relationship between HR and other departments

To effectively perform its functions, the personnel service needs to constantly and closely interact with other departments of the enterprise:

Interaction with the accounting department of the organization

The personnel department interacts with the organization's accounting department to resolve issues related to remuneration.

So, the personnel department submits documents and copies of orders for dismissal, employment, business trips, vacations, incentives or penalties for employees to the accounting department of the organization.

Liaison with the legal department

The Legal Department keeps Human Resources staff updated on the latest developments in current legislation provides comprehensive legal support.

Interaction with other divisions of the company

On personnel issues, the personnel department constantly interacts with all structural divisions of the company.

Still have questions about accounting and taxes? Ask them on the forum "Salary and personnel".

Human resources department: details for the accountant

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The first, most important function of the department is in accordance with the requirements of labor legislation. If office work is not established in an organization, it is always under the sword of Damocles. Under no circumstances should this activity be ignored. In addition, there is another - this is an even more tightly regulated function, which is often imputed to the duties of the personnel department.

The rest of the tasks are optional. The personnel department of the organization is engaged in the following areas:

accounting and regulation of labor;
recruitment;
grade;
development, training;
staff motivation;
formation corporate culture organizations.

What functions the HR department performs is decided by the head of the organization, based on the strategic objectives and development plans of the company.

The structure of the personnel service

The structure of the department depends, firstly, on the size of the company (staff), and secondly, on the tactical tasks assigned to the personnel specialists. In small companies, personnel records management is entrusted to an accountant or even a secretary. If the company is large, actively developing, interested in fast and efficient filling of vacancies, retention of personnel, its development, then individual specialists or groups of specialists should work in each of the areas of work, for example:

personnel department (office management);
labor protection service (a dedicated specialist is required if the organization employs more than 50 people);
recruiting department;
department of adaptation;
assessment center;
Training Center;
Department of Compensation and Benefits.

The service is headed by the Director of Human Resources.

Sometimes office work and labor protection are separated into separate structural units that do not report to the HR director.

How to form a personnel policy

The functionality of employees of personnel services includes not only the conduct of personnel records management. They have to be sometimes secretaries, sometimes lawyers, and sometimes form a personnel policy.

Story

The current work is tired; it became boring to send people on vacation a couple of times a year and submit quarterly reports, and the same episode from the Three Musketeers movie constantly popped up in my head. More precisely, not an episode, but a phrase: "Gentlemen, we are getting dumber in this war." So Alina, dumbfounded by the eternal routine, decided to change jobs. Yes, in the same personnel area (not to go back to the secretaries), but different in content.

She saw an interesting vacancy almost immediately: a small company, but the candidate is expected to organize corporate events (already something lively and creative), participate in filling the corporate website and ... development personnel policy. The latter was a little embarrassing: Alina had never heard of such a thing before.

Google Almighty immediately gave her the article she needed: with a table that included the stages of organization development, types of policies depending on interaction with the external environment, organization of personnel processes, management reactions. The brains began to boil from the abundance of terminology, behind which it was not possible to discern the essence of the described subject. And Alina decided to consult with a friend - she worked as a personnel director and could tell what the personnel policy is in practice.

- First, remember: personnel policy is not a written document, but the actions of management in relation to personnel. If management thinks that you will develop a policy in which everyone will work happily and work well, but the bosses themselves will not change anything in their work, do not agree, because your mission will be impossible and you will be declared guilty.

Secondly, a person is arranged in such a way that he is not able to radically change his behavior even if own desire. So you still have to first fix the current personnel policy, and then gradually change it, focusing on the economic situation and business development plans.

The personnel policy of an organization is a well-thought-out system of interaction between management and employees. All managers of the company are responsible for its implementation - from linear to CEO. The directions of the personnel policy of the organization are passive, reactive, preventive and active.

In the first case, management is practically inactive, eliminating the consequences of negative actions (often resulting in the punishment of the “switchman”), without trying to find out their causes. For example, the search for a new employee begins immediately after the dismissal of the previous one, without formulating and specifying clear search criteria and accusing the recruiter of poor performance.

With a reactive policy, the negative is not only actively and timely eliminated, but also attempts are made to analyze the causes of its occurrence.

A preventive policy allows not only to calculate in advance the possibility of conflicts, poor performance of work, but also to minimize their manifestation. Employees are trained in advance to work on new equipment, found productive use by informal leaders, and they plan in advance to increase staff when expanding the business.

An active policy implies forecasting the medium-term and long term development business, personnel and active conscious and purposeful management of these processes.

Management of the personnel policy of an organization can only develop in stages, it is impossible to jump from passive to active immediately. The development of personnel policy consists of several stages.

Analysis of existing policy.
Development of specific actions to move to the next level.
Training of management to work in new conditions.
Familiarization of staff with the new rules.
Monitoring compliance with the principles of personnel policy.

Personnel technologies in the civil service

All personnel procedures relating to employees government agencies: from hiring to firing, regulated . The main specificity is that it is possible to enter the civil service only by competition (with rare exceptions); qualification and education requirements are clearly defined. For this category of workers, there are a number of restrictions and prohibitions (for example, loss of confidence or citizenship of another state). A civil servant may not engage in business, acquire securities and open foreign bank accounts.

Regulations on personnel service

Such a document is not mandatory - but its presence will help to structure the work of the department: to identify the tasks to be solved, the functions performed, the rights and obligations of specialists, their interaction within the department, the rules for communication with other departments of the enterprise.

After the Regulation is approved by the head of the organization, it becomes local normative act- a kind of job description for the entire department. It is necessary to approach the preparation of the Regulations with all responsibility: in the future, the effectiveness of the department's work is evaluated based on how well the tasks formulated in this document are performed.

All employees of the department must familiarize themselves with the contents of the Regulations and sign.

It is interesting to compare two documents: Regulations on the personnel department and Regulations on the personnel department. The differences in functions are obvious.

Recruitment website « personalka» covers a wide variety of issues related to the organization's personnel management and the work of personnel services. His the target audience are employees and employers, employees and employees of companies, recruitment agencies, labor lawyers, labor law experts and labor inspectors. Useful information presented on the resource in the form of articles and news publications will help those in whose job responsibilities includes HR administration and office work, personnel accounting and management. Our handbook is addressed to a personnel officer, an employer, a middle manager, an employee of a company who wants to learn more about their rights, an HR specialist (as it is commonly called labor resources companies). But the main specialization - "Personals" - is a personnel business, staff and personnel, enterprise personnel management, documenting labor relations according to the labor code of the Russian Federation.

Our project can also be considered as a free manual for the personnel department of an enterprise. Any personnel department (HR) and accounting department of the employer inevitably faces the problems that we discuss on this site: hiring, dismissal, wages, vacations, sick leave and maternity leave, time off and absenteeism, disciplinary action and rewards for outstanding employees. The work of a personnel officer consists of such everyday issues, and it is extremely important that the personnel service solve them competently and efficiently, avoiding conflicts and dismissals of valuable specialists. We give answers to questions that are important for any person, and it is not so important who he is: an employee of the personnel department of a company or an applicant for a job vacancy, or even an unemployed person from the labor exchange. Work is important for everyone! No wonder it is said: "cadres decide everything." Our web project covers the following topics:

labor law and labor Code Russia (TKRF)
personnel policy of the organization, work with personnel
company personnel management, HR management
the work of the personnel department of the organization, personnel records
HR and document management
personnel selection and hiring, employment
education and training, advanced training courses
labor organization, collective labor agreement
salary and bonus pay
vacations and days off, sick leave and benefits
business trips to perform production tasks
disciplinary practice, control over employees
dismissal of employees, search for a new job
protection of the rights of workers in court in labor disputes

Personnel management, or personnel management, is the subtle art of standing on the edge between the employer and the employee, taking into account the interests of both sides, and achieving success in business to mutual satisfaction: high salaries, prestigious positions, pride in working in a prosperous company. However, any HR department already understands this, without our explanations ... it is necessary to engage in the search and selection of qualified specialists, to hire only those who can bring real benefit to the company, to train recruited personnel, trainings, to improve their skills, to prevent labor disputes… but as? How to achieve this - we will tell about this on the pages of our project.

Personnel and personnel, basics of personnel management

Personnel management is a field of knowledge and practice that is aimed at providing the organization with high-quality personnel and optimizing its use. HR management (HR is short for Human Resources, human resources), or personnel management, aimed at effective use human resources by an enterprise in order to achieve the goals of the organization and individuals, through the use of various management methods, such as economic, organizational and socio-psychological. This management activity is focused on the qualitative use of personnel capabilities, their development, is engaged in the search and adaptation of employees, the development of the conditions and strategies of the employing organization as a whole.

What does the HR department do? The work of the personnel officers of the organization

The human resources department (if it is a large organization), or the personnel inspector (in a small company) is engaged in the process of personnel management of the company. What is a personnel service and what exactly do people do in it? These are recruitment, hiring and dismissal, staff training in the form of trainings, control over labor discipline, regulation and accounting of working hours, transfers to new positions, changes in wages, bonuses and incentives for distinguished employees, accounting for sick leaves, interaction with the accounting department of the enterprise , providing paid holidays and days off, and much, much more. Let's look at these issues in more detail.

Human Resources is a group of people in an enterprise who are engaged in management activities and personnel policy aimed at both the manager and specialists in order to achieve the best result of their joint activities. One of the most important functions of the work of the personnel service is the regulation and documentation of labor relations: hiring and dismissal of employees, as well as transfer to another place of work or to a separate department of the enterprise, secondment and provision of sick leave, vacations and days off.

Search and selection of personnel, hiring and dismissal

The success and development of the enterprise depends on the correct selection of personnel. When selecting future employees from among job seekers, vacancies by the employer can be used various methods- from a simple interview and getting acquainted with the resume of a potential employee of the company to all kinds of psychological and professional testing. The areas of personnel search are also diverse - these are employment centers, recruitment agencies and recruitment firms, Internet advertisements, etc.

When hiring, a written agreement is concluded between the employee and the employer. labor contract with a package of documents from a potential employee (passport, employment history, military ID, document on education). The contract must specify the amount wages, the position of the employee and, preferably, the conditions of employment. For example, if installed probation, then its duration and salary for the duration of the test must be documented. It is very important that the employment process is in line with Russia's main labor law, the Labor Code.

The dismissal of an employee is carried out at the enterprise under the articles of the Labor Code (Labor Code), on the basis of a submitted application for dismissal or in connection, for example, with the expiration of the employment contract. Also, the violation of labor discipline at the enterprise - absenteeism, frequent lateness to work, frequent non-fulfillment of official tasks. Dismissal is made out by the order on personnel. At the same time, the article of the Labor Code, according to which the employee of the organization is dismissed, must be indicated.

Vacations, business trips, sick days, maternity leave

The provision of leave is based on a vacation schedule, which is drawn up by personnel officers and executed by order of personnel. If the vacation needs to be postponed to another period, then the employee must write application to the HR department indicating the reason for the postponement of the vacation period. When applying, the type and timing of the leave must be specified. When drawing up a vacation schedule, the peculiarities of the organization, the personal wishes of employees, should be taken into account. A day off is a rest that will be provided to the employee as compensation for being on duty in non-working hours or on his day off.

An employee may be sent on a business trip to perform a job assignment outside the workplace. The secondment of an employee must be justified in the memorandum of the head and issued by order on personnel. The order indicates the terms of the business trip, where the employee will be sent and the name of the enterprise. Expenses during the business trip are paid by the employer, these cash are called business trips. Travel allowances are issued to the employee on a report basis. At the end of the business trip, the employee submits a report on the task performed and on the expenditure of the money given to him.

Sick leave is taken into account on the basis of an employment contract. The personnel service, together with the accounting department, calculates the amount of payment for sick leaves for employees of the enterprise. Sick leave is associated with injuries at the workplace or in connection with an occupational disease, after reinstatement due to wrongful dismissal, temporary disability, caring for a sick child, etc. maternity leave are also paid. The right to receive wages based on sick leave have citizens who are insured and officially registered in the personnel department of the enterprise.

Salary, bonuses and compensation payments

Speaking of personnel management, one cannot ignore the salary as a very important factor and a personnel management tool. Wages are material (monetary) remuneration for the work of an employee in an enterprise. Salary is the most effective way to motivate employees to work effectively and efficiently. This also includes bonuses, various social and insurance packages, percentages of profits, even rewards in the form, for example, of a trip to a resort won, the thirteenth salary based on the results of work over the past year.

If there are changes in the terms of payment or the amount of wages, then orders should be issued for the main activity, and personnel officers should make sure that employees get acquainted with them against signature. Notification of a pay cut must be made no later than two months before this event. In the event of an increase in wages, it is not necessary to notify the employee in advance. Labor law distinguishes between wages and compensation payments, these are also different things in terms of income taxation individuals(personal income tax) and taxes from the wage fund (insurance contributions). On the issue of wages, personnel officers work closely with the accounting department of the enterprise.

Job descriptions and duties of an employee

There must be a very clear connection between the salary and the duties that the employee performs. Duties are prescribed in the instructions that you should have for each workplace. Usually job descriptions creates the head of the organization or its separate department for employees when they are hired. The instructions contain duties, requirements for the employee and the relationship "head - subordinate". They must be drawn up in triplicate - one is intended for the manager, the second copy is for the employee, and the third is stored in the personnel department. By the way, job description serves as a good guide for the personnel manager when looking for personnel - after all, it contains all the basic requirements for the applicant for this position.

Education and training, the role of human resources in education

Adaptation of a hired specialist in a personal workplace is a very important element management activities, which is not always the case, but, nevertheless, is an integral part of the activities of any successful organization. With this procedure the new employee can get acquainted with the work, working conditions, official duties goals and rules of the organization, and with the team too. The success of a labor debut is largely determined by how the process of personnel training is organized in the company. It is extremely important how the company complies with labor rights employee: for leave, for bonuses (encouragement), for safe working conditions.

Personnel training is a set of methods that are aimed at obtaining new knowledge and skills for further more efficient operation at the enterprise. Developing the skills of the workforce must keep up with the pace of progress and the new needs of the organization. Therefore, managers often send their subordinates to advanced training, which is paid by the employer. Indeed, to some extent, the success of an organization depends on the preparedness of employees and their constant growth as specialists. There is also training within the organization, when more experienced staff teach the newly arrived employee the features of work in this organization.

Separately, it is worth mentioning the training. It happens that personnel management service invites corporate training specialists, trainers, pays them a good fee, and then everyone is surprised why there is no return on training. The secret of failure is simple: if the personnel department does not train specialists on an ongoing basis, and the head of the organization does not see the point in improving the professional level of his subordinates, then episodically conducted trainings will not help. First of all, managers from the personnel department are obliged to engage in personnel training, and only in the second place - invited trainers.

Thus, the work of the personnel department reflects, fixes and regulates the main processes of the relationship between the staff and the manager and allows, thanks to timely adjustments and its operational actions, to maintain and improve the activities of the enterprise as a whole.

HR specialist supervises vacancies, maintains a report

The personnel department specialist conducts vacancies, work with personnel, that is, with people who find jobs, leave people, with those who go on vacation. Only relevant specialists work in the department. All specialties that are located in the personnel department are included in the staff list and in the hierarchical structure. The department, as a rule, is located in the structure not so far from the head, in fact, these are also leadership positions. The personnel department specialist works according to a certain scheme, selects employees through the media, the employment service. The HR specialist must have specific selection strategies. Specialists test, carry out adaptation, training, if they see employees who are not competent, who do not want to change their lives, then they say goodbye to them after familiarization procedures. Each HR specialist has their own responsibilities. Several employees may work in one department if the company is large. But if it is small, then one recruitment agent is enough.

In order for all documents to be drawn up correctly, the employees in the department are monitored by higher authorities.

These are mainly bodies in the sphere of labor, that is, the labor committee. Sometimes he arranges checks to find any inconsistencies. There are many documents and each is checked carefully. Especially those related to work books and inserts to them. The management of the company draws up job descriptions for each specialty. Also instructions on technological standards and production. In addition, employees get acquainted with the rules and regulations of other positions. When applying for a job personnel specialist is obliged to instruct, to tell about the rights and obligations of the employee.

Personnel management service: functions, tasks and structure

Familiarize yourself with the internal order. For each position there is an instruction, it describes the duties, safety precautions. The employee must store and take care of all magazines with instructions, briefings.

HR specialist sends vacancies to the pension fund

The HR specialist has such a duty as submitting information to Pension Fund, if necessary, to the migration service - if a citizen of another state gets a job. The personnel department also works with the tax office. She is a trustee of the organization. A certain person in the personnel department has the authority to sign individual papers on behalf of the director, the organization as a whole. I would also like to note that personnel officers are obliged to ensure that conflict situations are excluded in the organization. Thus, the service helps to improve the manageability of the staff. It improves motivation and, most importantly, helps the company avoid such problems as staff turnover. This problem is relevant today. The more competent the hiring, adaptation, communication in the team, the higher the desire of employees to stay to work here.

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The role and place of the personnel service in the personnel management system

In system public service an independent structural subdivision responsible for the development and implementation of the personnel strategy of the authorities and administration, the organization of the system of work with personnel (personnel), is the personnel service.

The main tasks of the personnel service

The personnel service of the state body performs the functions of a personnel management center, ultimate goal which is successful work authorities and management, increasing the professional and material satisfaction of each employee, maintaining the health and safety of employees.

The personnel service is designed to ensure the implementation of universal and special functions of the personnel management system. Among the most important tasks of the personnel service of a state body:

Ensuring the implementation of personnel policy in the state
military service;

Making proposals to the head of the state
implementing authority federal laws and other
regulatory legal acts on public service;

Organization of preparation and execution of decisions of state
public body or its head associated with admission
admission to the civil service, the conclusion of the state
th service contract, appointment to the post of state
military service, its passage, release from duty
ty public service and the dismissal of the public

| employee of the public service; |

Documentation support for the passage of the state
| military service; |

Effective application of personnel technologies;

Conclusion of contracts for training with subsequent
entering the public service;

Organization professional retraining, higher
niya qualifications (internships) of civil servants;

Organization of internal audits;

Organization of verification of compliance with public services
aching restrictions;

Legal advice to civil servants
you and other issues related to public service;

Security methodological guidance activities
personnel services of subordinate organizations, generalization and
dissemination of best practices in work with personnel, its
analysis and adaptation to modern conditions of the state
administration of the Russian Federation.

The list of tasks of the personnel service is not closed.

This is due to the fact that in the Russian Federation there is a reform of the civil service, its formation as a system, as the most important mechanism government controlled.

The structure of the personnel service

The structure and staff of the personnel service of a state body are formed differentially, based on the goals and objectives facing it, its structural and technological features, scope of authority, number of personnel, complexity and volume of work performed.

The elements of the structure of the personnel service are individual positions, divisions of personnel services, relations between which are maintained thanks to vertical and horizontal

tal connections. The approach is considered correct, in which the structures of the personnel services of state bodies are formed on the basis of the general principles of building and designing organizations. The most important of them are the principles: scientific, hierarchical, specialization, simplicity, progressiveness, autonomy and multidimensionality 1 . Approximate structure of the personnel service federal body state power, built on the basis of functional subsystems, is shown in fig. 12.

Head of the federal government body

Rice. 12. The structure of the subsystems of the personnel service of the federal government body 2

Scientific principle requires that the functioning and construction of the structure of the personnel service be based on the achievements of science in the field of personnel management. According to principle of specialization the division of labor and professional activity of employees, the formation of separate units specializing in the performance of homogeneous functions are ensured. When implementing the principle of autonomy rational autonomy of structural subdivisions is ensured. Temporary departure of individual employees does not interrupt the process of personnel work. Therefore, each employee must be able to perform the functions of a superior, subordinate employee and one or two employees of his level. Based the principle of multidimensionality HR departments provide personnel management both vertically and horizontally within their competence and powers. The principle of hierarchy consists in the fact that in any vertical sections, the structure of the personnel service provides a hierarchy of interaction between structural units, individual managers or employees.

The named subsystems of the personnel service in the federal state bodies correspond, as a rule, to such management links as departments. In the state authorities of the constituent entities of the Russian Federation, as well as in municipal bodies, almost all subsystems of the personnel service are retained. However, they are embodied in the volume of tasks and functions, most often in individual positions.

The current status of many personnel services is very low. This indicates that it is advisable to switch to new organizational and structural forms of building and managing the personnel of public authorities.

It is important that the manager understands the role and purpose of the personnel department in the organization's personnel management, builds his work taking into account his recommendations, and leans on the opinion of personnel department specialists.

Personnel services should not be only a technical appendage of the governing structures, being mainly engaged in organizational and design work, they should more actively help the leadership of the state body in determining its personnel policy, manage the promotion of personnel, deal with problems

interpersonal relationships, improving the style of employees' activities and many other issues.

Today, personnel services can no longer do without scientific support for the multifaceted activities of personnel management. It is the scientific approach that constitutes the reserve that can turn personnel work into a powerful means of activating the professional qualities of employees of government and administration.

HR specialists

Improving the activities of personnel services and increasing their role in staffing the apparatus of state authorities with managers and specialists who own modern forms and methods of work are directly dependent on the qualifications of employees of these services. However, the qualifications of employees of many personnel departments and personnel management services do not correspond to their positions.

The relatively low organizing role of personnel departments is explained precisely by the fact that the employees employed in them do not have sufficient knowledge in the field of theory and best practices in working with personnel, scientific organization labor, social psychology, labor and civil law, modern office work.

The obvious insufficiency of the current level of education and qualifications of personnel officers was a consequence of the fact that for many years there was no educational institutions who would prepare specialists of this profile.

Opportunities for self-learning were also significantly limited, since there is little special literature on the problems of working with personnel. In recent years, the situation has changed significantly. In the early 90s. within the framework of the specialty "Management", the specialization "Personnel Management" was opened. The first departments of personnel management appeared ( State University management), which began to train specialists for personnel services (personnel management services) for enterprises in the sphere of material production.

For state and municipal service in 1992-1993 in the Russian Academy of Public Administration under the President of the Russian Federation (formerly the Russian Academy of Management) and its branches within the framework of the specialty "State and municipal administration"

management” began training personnel in the specializations “ Social work and frames", " social management and personnel”, “Social management and personnel work”, “Public service and personnel policy”.

Since 1997, a new specialization "Personnel Management" has been introduced. All this created the prerequisites for solving the issues of training specialists for personnel services at a qualitatively new level.

According to the qualification requirements of employees, the head of the personnel service must have higher education and work experience in managerial positions, including in the personnel service, for at least five years (Fig. 13).

Supervisor

The personnel department should

conductor of personnel and social policy, the social leader of the team, its moral standard

high moral qualities, a pronounced focus on working with people, higher education and special psychological and pedagogical training, at least five years of experience in personnel and leadership work, developed cognitive, organizational, and communication skills

basics of management, tasks facing the organization, prospects for its development, principles of personnel policy, forms and methods of planning and organizing work with personnel, basics of labor legislation, basics of pedagogy, basics of organizing office work in an automated control system

methods of organization and personnel management techniques, methods for assessing the personal and business qualities of employees and the results of teamwork, practical application fundamentals of legislation in work with personnel organization methods educational work in a co-op, ways of mobilizing influence on the team, methods and techniques of public speaking

on methods of research and analysis of socio-psychological processes, application techniques in personnel management and social processes in the labor collective, on the principles of working with public organizations

Rice. thirteen. Qualifications to the HR manager

In the absence of specially trained workers, there are certain difficulties in staffing personnel services with such specialists as lawyers, sociologists and psychologists. In many state authorities, they proceed from the fact that it is as if every competent employee is capable of working with personnel.

But after all, in order to successfully implement the modern functions of personnel services, this is not enough. Without modern scientific special training, only on the basis of personal experience, many of these functions today are practically impossible to perform.

The stereotype of the head of the personnel service that has developed over the years is far from perfect. Usually this is a conscientious and diligent worker, accustomed by the experience of his past work to accuracy and vigilance. Apparently, it is preferable to select people with a higher legal or public administration education for the position of the head of the personnel service. Existing practice confirms that in this case, work with personnel is organized in the most rational way.

In order for personnel structures to be able to competently solve their difficult and responsible tasks, it is necessary to retrain under special programs not only managers, but also employees of these departments, and provide them with educational and methodological materials. This is a problem of paramount importance. The experience of solving such problems has developed in the RAGS under the President of the Russian Federation, where a modern professiogram of a specialist in the personnel service of federal and regional executive authorities has been developed 1 .

So, an analysis of the activities of the personnel services of state authorities in the context of reforming society indicates that their role and capabilities in providing state bodies with highly qualified, active, morally sustained personnel are extremely small. The powers of the personnel services of state bodies so far

determined without regard to perspective, only for the transitional period.

Of course, the tasks, functions and structure of individual bodies in | | public service system should be determined by the specific historical conditions and goals of the state, the needs of management. But it is important to take into account the prospects for the development of the country, the conclusions of science. Only then will they be able to actively influence the staffing reforms.

Enterprise personnel service

The real need for profound changes in the activities of personnel services in the management of public service personnel will require a careful study of scientific achievements and best practices in this area, a careful attitude to domestic and foreign experience, resolute introduction of progressive forms and personnel technologies.

Improving the activities of personnel services of state and municipal bodies for personnel management is possible only as a result of solving the following tasks:

Development and implementation of the regulatory framework, from
meeting the modern needs of reforming the state
gift service, taking into account the strategic directions of its
development;

Creation of federal, branch, regional banks
personnel information;

Raising the status of personnel services of government bodies, opti
mization of their structure, raising the level of qualification of specialists
socialists working in personnel departments;

Providing organizational and scientific and methodological
power to personnel services at the federal and regional levels
not.

In the personnel management system of state bodies, it is necessary to increase the role of the personnel services of the administrations of the constituent entities of the Federation. This requirement is caused by the fact that these bodies are endowed with managerial and coordinating functions, are closest to the population, local governments, and perform a very wide range of state powers. Ultimately, the successful implementation of reforms, their staffing, and the most efficient use of human resources largely depend on their efforts and fruitful activities.

conclusions

Personnel management is a purposeful managerial impact of the management staff and personnel service of public authorities, aimed at solving multifaceted tasks related to the demand both in the interests of the organization and in the interests of the person of his professional capabilities.

In the conditions of modernization of the civil service, the responsibility of personnel services for the formation of a highly qualified apparatus of power and management, the effective use of human resources government agencies.

The personnel services of state bodies should have a higher status and be able to influence the formation of the structure of the apparatus, states, make proposals to the leadership of the authorities to improve the activities of the apparatus and the service of civil servants.

The personnel services of state bodies should have the most experienced specialists in the field of public service and work with personnel.

Their qualitative composition must meet the requirements of the time.

Control questions

1. Name the universal and specific functions of the system
topics of public service personnel management.

2. What is organizational structure control systems
public service personnel?

3. List the factors that determine the need
enhancing the role and status of personnel services in modern
conditions.

4. Describe the content of the basic principles of construction
organizational structure of the personnel service.

5. What are the main tasks of the personnel service of the federal
th authority.

Management of organizational behavior of civil servants

Formation of a new system

social order in Russian society increases the role and responsibility of civil servants. In conditions when statehood based on strict centralization is being replaced by management based on the principle of serving the state to society, the importance of personal factors in the professional activity of civil servants is being updated. Knowledge of the style and forms of personal and group behavior of people in the organization, the system of behavioral norms becomes an important condition for improving the efficiency of the organization in general and personnel management in particular.

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"Personnel service and personnel management of the enterprise", 2006, N 7

Personnel structure: organizational, functional, role-playing, social, full-time.

System analysis allows us to consider personnel as a relationship of structures identified according to various criteria: organizational, functional, role-playing, social, staffing.

1. Organizational structure of personnel- the composition and interaction scheme of the elements of the management subsystem (management units and individual officials) of a particular enterprise. It consists of a set of interconnected management links that act as an independent part of the organizational structure at a certain level of management, the management apparatus and production units. The organizational structure of management is an organizational) form in which the production management process is implemented and is characterized by the hierarchy of the management subsystem (the number of levels or levels of management), the number of elements of the subsystem or management units at each level, their possible specialization, the degree of centralization (decentralization) of management at that or another level and in each unit, as well as the number of managerial personnel and the potential capabilities of managerial units.

2. Functional structure personnel reflects the division of management functions between management and individual divisions of the enterprise and includes the following elements. Management functions are a special type of management activity, a product of the division and specialization of labor in the field of management, which is part of the management process, distinguished on a special basis: by the commonality of the subject of management (quality, labor and wages, scientific and technical progress, labor protection); by the commonality of production resources (labor, material, technical, financial). Usually allocate 10-25 functions. A part of the management function is a set of management tasks, which is a set of tasks that are different in terms of the main functions (rationing, planning, accounting, control, analysis, regulation) and implemented by a small functional unit (department, bureau, group). The number of task complexes can be no more than 200 for one managerial level of the enterprise. The task of management is a set of interrelated information processing operations carried out by personnel with the help of technical means, the result of which is the adoption of a managerial decision. For example, the calculation of the need for personnel for the year for the enterprise. The task of management is the main element of the management process, and several management workers are involved in its implementation. In general, several thousand management tasks are solved in the management of an enterprise. A management operation is a set of labor actions that are aimed at changing the form or content of information.

3. Role structure of staff determines the composition and distribution of creative, communicative and behavioral roles between individual workers and is an important tool in the system of work with personnel. Creative roles are characteristic of enthusiasts, inventors and organizers. Such people are characterized by the variability of thinking and the ability to solve problem situations. Communication roles determine the content and level of employee participation in the information process, the process of acceptance management decisions and interactions in the exchange of information. Behavioral roles characterize typical models of people's behavior at work, at home, on vacation, at work, in conflict situations. To determine the role structure of personnel, socio-psychological methods, testing, analysis of biographical and personnel data, personnel assessment materials, and the results of role-playing games are used.

4. social structure characterizes the labor collective in terms of social indicators (sex, age, profession and qualifications, nationality and education). social structure analyzed according to the following data:

Personnel records;

Results of sociological researches;

Materials of attestation commissions;

Orders on personnel matters.

To obtain reliable and comparable data, the personnel registration sheet is most suitable, since it contains the largest number of information that is confirmed by other documents (passport, copy of education documents, work book, list scientific papers, marriage certificate, etc.).

5. The staffing structure of the personnel determines the composition of units and the list of positions, sizes official salaries salary fund. The staffing structure is determined by the management of the enterprise and is determined by the organizational structure of the enterprise. staffing is developed to determine the structure of the organization's management apparatus and includes the names of the positions of all managerial workers, the number of employees in each structural unit. The staffing table is adjusted and approved annually.

conclusions

Thus, in this control work it was considered that the Linear-functional schemes of organizational structures historically arose within the framework of factory production and were an appropriate "organizational" response to the more complicated production and the need to interact under changed conditions with a large number of institutions external environment(mass consumer, financial institutions, international competition, legislation, government, etc.).

The positive aspects are the clarity of the system of interaction between departments, unity of command (the head takes control of general management), delimitation of responsibility (everyone knows what he is responsible for), the possibility of a quick response of the executive departments to instructions received from above. The disadvantage of the structure is the absence of links that develop a common work strategy. Leaders of almost all levels primarily solve operational problems, not strategic issues. There are prerequisites for the shifting of responsibility and red tape in solving problems that require the interaction of several departments. Enterprise management has little flexibility and does not adapt well to change. The organization and departments have different criteria for evaluating the effectiveness and quality of work. The current trend towards formality in the assessment of these indicators usually leads to an atmosphere of disunity and fear.

The disadvantages of management in this structure are the large number of intermediate links that are between employees and the manager who makes decisions. Top-level managers are prone to overload. The relationship between performance and qualifications, business and personal qualities senior management staff. Thus, we can conclude that in modern conditions a linear-functional organizational structure has more disadvantages than advantages. With this system of organization, it is difficult to achieve quality work enterprises. The shortcomings of the linear scheme are designed to eliminate the linear-staff organizational structure. It allows you to eliminate the main drawback, which is associated with the lack of links intended for strategic planning. This structure provides for a reduction in the workload of top managers, it is possible to attract external experts and consultants. However, the division of responsibility remains unclear.

Lektsii.net - Lectures. No - 2014-2018. (0.008 sec.)

Tasks personnel management services are formulated according to the main purpose of its activities and, as a rule, are fixed in the Regulations on this unit (department).

The work of the personnel service and HR management

The purpose of the service: providing the organization with employees who are able to implement the organizational strategy at the present time and taking into account its changes in the future. In an enlarged version, the tasks of the service are as follows:

– development and implementation of the personnel policy of the organization in accordance with modern concepts management by human resourses, legal and ethical standards and taking into account internal company standards;

– formation and updating of the information and analytical base for making organizational decisions on personnel management issues;

- ensuring safe conditions for decent work, adaptation in the organization, motivation and development of the organization's personnel.

Functions personnel management services are determined by the tasks assigned to it:

– participation in the development and implementation of the goals and policies of the organization in the field of personnel management;

– implementation of predictive and scheduled calculations staffing needs. Development of plans and programs for providing the organization with personnel, its movement, development and release;

– participation in the design of workplaces, the implementation of marketing activities to search for and attract candidates for employment, the implementation (initial or final) assessment of their professional and personal suitability;

– development and implementation of a program for the adaptation of new employees in the organization;

– participation in the preparation and implementation of a competent approach to personnel management (development of a package of individual competencies of employees, diagnostics of their availability, acquisition and evaluation);

– organizing the development of employees through training (selection of personnel for training, selection teaching staff, forms and methods of training and monitoring its effectiveness, cost determination);

– participation in the development of plans for professional and promotion employees, organization of their implementation in the organization;

– formation of a personnel reserve for replacement leadership positions and organization of work on the development of its members;

- organization of the procedure for assessing the activities of employees in the organization in accordance with the standards developed in the organization and the category of personnel being certified;

– participation in the development and improvement of the organization of remuneration and incentives for the organization's personnel (development / selection of forms and systems of remuneration, compensation package);

- organization of a procedure to identify the state of satisfaction of staff with work in the organization (development of questionnaires, choice of survey forms, processing of information, determination of dynamics), participation in solving problems that reduce the discrepancy between the realities and expectations of employees;

– monitoring and ensuring social balance in the departments of the organization: development and implementation of measures to create a psychological climate, prevent cases of mobbing and bossing in the organization. Ensuring compliance with labor laws in work with personnel;

– organization of protection of life and health of employees. Participation in the monitoring of working conditions, the organization of preventive medical examinations and medical examinations of employees, the development of effective measures to identify and treat alcohol and drug addiction;

– implementation of social functions in work with personnel (participation in catering, the work of a library, a first-aid post, sports and recreation departments, etc.);

– continuous monitoring of labor markets, business and vocational education, the main competitors and system partners of the organization;

- improving the efficiency of personnel work on the basis of rationalization of the model, structure and staff of the personnel service, discipline management;

– continuous improvement of the forms and methods of personnel management based on the use of new technologies for the implementation of document management, unification of documentation for personnel office work, efficiency in the profile (personnel) awareness of employees and candidates for vacancies;

– implementation of representative functions in external organizations, public relations, mass media on issues that are core for the unit.

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