Functions of a recruiting manager. Requirements for the recruiting manager. Requirements for the applicant for the position

Job responsibilities hR manager (specialist) may include recruitment, and management functions, and personnel records management. Our sample HR manager (specialist) job description is suitable for such a generalist employee. Add tasks or remove unnecessary ones, write down the details - the main thing is that the job description of the personnel manager (specialist) is specific, real and clear. Moreover, it is possible - you write this job description yourself.

Job description for HR manager (specialist)

APPROVED
General director
Surname I.O. ________________
"________" _____________ ____

1. General Provisions

1.1. The HR manager belongs to the professional category.
1.2. The HR manager is appointed and dismissed by the order of the CEO of the company.
1.3. The HR manager reports directly to the CEO of the company / HR director / HR manager.
1.4. During the absence of the personnel manager, his rights and responsibilities are transferred to another official, which is announced in the order for the organization.
1.5. A person who meets the following requirements is appointed to the position of a personnel manager: education - higher or incomplete higher, experience of similar work from a year.
1.6. The HR manager is guided in his activities by:
- legislative acts of the Russian Federation;
- Company Charter, Internal Labor Regulations, other company regulations;
- orders and orders of the management;
- this job description.

2. Job responsibilities of the personnel manager (specialist)

The HR manager performs the following job responsibilities:
2.1. Provides staffing of the enterprise with workers of the necessary professions, specialties and qualifications.
2.2. Determines the need for personnel, studies the labor market in order to determine possible sources of providing the necessary personnel.
2.3. Conducts interviews, testing and other activities to determine the professional skills and socio-psychological qualities of working personnel and candidates for vacant positions.
2.4. Carries out activities for the induction and adaptation of new employees.
2.5. Organizes personnel training, coordinates the work to improve the qualifications of employees and develop their business career.
2.6. Delivers information on personnel issues and the most important personnel decisions to all employees.
2.7. Organizes the assessment of the results of labor activity of employees, appraisals, competitions for filling vacant positions.
2.8. Together with the heads of structural divisions, he participates in decision-making on recruitment, transfer, promotion, demotion, imposition of administrative penalties, as well as dismissal of employees.
2.9. Advises managers of different levels on the organization of personnel management.
2.10. Takes part in planning the social development of the team, resolving labor disputes and conflicts.
2.11. Draws up and draws up labor agreements (contracts); maintains personal files of employees and other personnel documentation.

3. Rights of the personnel manager (specialist)

The HR manager has the right to:
3.1. Receive information, including confidential information, in the amount necessary to solve the assigned tasks.
3.2. Request the necessary information (reports, explanations, etc.) from the heads of the structural divisions of the enterprise, specialists and other employees.
3.3. Submit proposals to the management to improve their work and the work of the company.
3.4. Require management to create normal conditions for the performance of official duties and the safety of all documents resulting from the company's activities.
3.5. Make decisions within their competence.

4. Responsibility of the personnel manager (specialist)

The HR manager is responsible for:
4.1. For non-fulfillment and / or untimely, negligent fulfillment of their duties.
4.2. For non-observance of the current instructions, orders and orders for the preservation of commercial secrets and confidential information.
4.3. For violation of internal labor regulations, labor discipline, safety regulations and fire safety.

Life goes on, times change, and along with them people and their professions. Over time, society has new requirements and this, undoubtedly, entails certain changes. Quite recently, we called the modern HR manager the head of HR departments, or simply - the HR officer. But now the role of the HR manager has changed somewhat, and began to include not only filling out work books and, according to the Labor Code, sending workers to rest.

What are the responsibilities of a HR manager?

Let's try to understand the current essence of this profession. Its functions primarily include activities for communicating with people, that is, the selection of candidates for a vacant position, the creation of a system of incentives and punishment for employees, as well as maintaining and even developing the corporate style of the company. The atmosphere in the team mainly depends on these people. Therefore, the competence of the HR manager also includes the responsibility to formulate and communicate to employees the goals and mission of the enterprise, to carry out activities that would contribute to strengthening the internal spirit of the organization, as well as to open up to each employee his prospects for the position he occupies. Yes, this profession is not easy and definitely requires special training and skills.

The main requirements for a personnel manager include higher education, it can be legal, economic, psychological, pedagogical, trade - by and large any, but always deep and systemic. Particular attention is paid to moral qualities. An industry professional must be organized, discerning, outgoing and practical. The hiring manager should be good at communicating with people, and people with him. It is important that there is no burden in communication, because you will have to talk a lot by occupation. You need to be able to listen to employees, evaluate the features of their behavior, be able to predict professional success, sometimes even help with practical advice. But at the same time, such a specialist must be a good manager. The HR manager is also required to be authoritative and tough in order to be able to cope with the assigned tasks.

Responsibilities of the HR manager

Today, everyone who, in one way or another, in their position is associated with the profession of a personnel manager, has the following requirements and responsibilities:

In general, we can say that the work of a recruiting manager is a tricky combination of routine and creative tasks, not everyone can cope with them. However, if you feel strong in yourself, feel free to conquer managerial heights.

We bring to your attention a typical example of a job description for a HR manager, sample 2019/2020. A person who has a higher professional education (specializing in management) or a higher professional education and additional training in the field of management, work experience in the specialty for at least 2 years can be appointed to this position. Do not forget, each instruction of the HR manager is handed out against receipt.

This is typical information about the knowledge that a HR manager should have. About duties, rights and responsibilities.

This material is included in the huge library of our site, which is updated daily.

1. General Provisions

1. The HR manager belongs to the category of managers.

2. A person who has a higher professional education (specializing in management) or higher professional education and additional training in the field of management, work experience in the specialty for at least 2 years is accepted for the position of a personnel manager.

3. The HR manager is hired and dismissed by the director of the organization.

4. The HR manager should know:

- legislative and regulatory legal acts regulating the activities of an enterprise, institution, organization for personnel management;

- labor legislation;

- the basics of a market economy, entrepreneurship and business;

- the conjuncture of the labor market and educational services;

- the procedure for pricing and taxation; fundamentals of marketing;

- modern concepts of personnel management; fundamentals of labor motivation and personnel assessment systems; forms and methods of training and advanced training of personnel;

- the procedure for the development of labor agreements (contracts);

- methods and organization of management;

- the basics of production technology and the prospects for the development of an enterprise, institution, organization, management structure and their staff;

- fundamentals of general and social psychology, sociology and psychology of labor;

- the basics of industrial pedagogy;

- ethics of business communication;

- advanced domestic and foreign experience in the field of personnel management;

- the basics of organizing office work;

- methods of information processing with the use of modern technical means, communications and communications, computers;

- internal labor regulations;

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

5. In his activities, the HR manager is guided by:

- RF legislation,

- the Charter of the organization,

- orders and orders of the director of the organization,

- this job description,

- The internal labor regulations of the organization.

6. The HR manager reports directly to the director of the organization, ______ (specify the position)

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

2. Job responsibilities of HR manager

Human Resources Manager:

1. Organizes work with personnel in accordance with the general development goals of the enterprise, institution, organization and specific areas of personnel policy to achieve effective use and professional development of employees.

2. Provides staffing of the enterprise, institution, organization with workers of the necessary professions, specialties and qualifications.

3. Determines the need for personnel, studies the labor market in order to determine possible sources of providing the necessary personnel.

4. Carries out the selection of personnel, conducts interviews with those who are hiring, including graduates of educational institutions, in order to staff the staff.

5. Organizes staff training, coordinates work on improving the qualifications of employees and developing their business career.

6. Communicates information on personnel issues and the most important personnel decisions to all employees.

7. Organizes the assessment of the results of labor activity of employees, appraisals, competitions for filling vacant positions.

8. Together with the heads of structural divisions, participates in decision-making on hiring, transfer, promotion, demotion, imposition of administrative penalties, as well as dismissal of employees.

9. Develops a system for assessing the business and personal qualities of employees, motivating their job growth.

10. Consults managers of different levels on the organization of personnel management.

11. Takes part in planning the social development of the team, resolving labor disputes and conflicts.

12. Draws up and draws up labor agreements and contracts, maintains personal files of employees and other personnel documentation.

13. Manages subordinate employees.

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

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

16. Ensures the observance of cleanliness and order in his workplace,

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

3. Rights of the HR manager

The HR manager has the right to:

1. Submit proposals to the director of the organization:

- to improve the work related to the obligations provided for by this instruction,

- on the encouragement of distinguished workers subordinate to him,

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

2. Request from the structural divisions and employees of the organization the information necessary for him to perform his duties.

3. To get acquainted with the documents defining his rights and obligations in the position held, the criteria for assessing the quality of the performance of official duties.

4. To get acquainted with the draft decisions of the organization's management concerning its activities.

5. Require the management of the organization to provide assistance, including the provision of organizational and technical conditions and the execution of the established documents necessary for the performance of official duties.

6. Other rights established by the current labor legislation.

4. Responsibility of the HR manager

The HR manager is responsible in the following cases:

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

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

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

The job description of the HR manager is a sample of 2019/2020. Responsibilities of the HR manager, the rights of the HR manager, the responsibility of the HR manager.

We often hear: HR inspector, HR worker, HR manager, HR manager, HR department, HR department. What is the difference? And why are there so many different names?

Today it is difficult to imagine the work of an enterprise, organization, institution ( further - enterprise) with a staff of 50 people without employees of the personnel service or personnel service (personnel department (personnel)). However, not all managers understand why they need such a specialist and what to demand from him, and they introduce a new position at the enterprise only because it is fashionable.

Very often you can observe how HR and HR managers are assigned duties that do not know whom to entrust, for example: sending correspondence; control over cleaning in the office, repairs in the office; the purchase of bouquets for various company holidays, etc. Whatever it was, but the head first of all needs to be aware of what kind of HR worker he needs and what responsibilities should be assigned to him.

From HR to HR

For many years, the personnel service was perceived as an auxiliary structural unit, the main function of which was the management of personnel documents. In today's conditions the situation has changed dramatically, although at some enterprises there is still a "Soviet" idea of \u200b\u200bthe organization and goals of the HR department.

In a planned economy, when university graduates were distributed among enterprises, there was no need to look for employees, evaluate, rotate and plan a career. Working conditions and wages at all enterprises were the same, they did not think about motivation, its function was performed by a bonus. Therefore, during the transition to new economic conditions, the personnel department began to evolve. The expansion of the functions of personnel services to personnel services began in the 90s, along with the development of a market economy in the country and a change in the system of people management at the enterprise.

Today, each enterprise has its own structure of service (department), which is responsible for working with personnel. In some enterprises, this is one person - a personnel officer who exclusively conducts personnel office work, while in others there are entire divisions in which the positions of a personnel inspector and a personnel manager, as well as a timesheet and an engineer for labor organization, are provided, each of which, in turn , provides for certain job responsibilities.

HR inspector: responsibilities and requirements

A personnel officer is usually understood as a personnel inspector (KP code 3423, according to the National Classifier of Ukraine, further - KP).

Duties of the HR inspector, according to Issue 1 "Occupations of workers that are common to all types of economic activity" of the Directory of qualification characteristics of occupations of workers, approved by order of the Ministry of Labor and Social Policy of Ukraine ( further - Reference), are:

keep records of the personnel of the enterprise, its subdivisions in accordance with unified forms of primary accounting documentation;
formalize the reception, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise, as well as maintain other personnel documentation; form and maintain personal files of employees, make changes related to work;
take part in the development of long-term and current plans for labor and personnel;
prepare the necessary materials for the attestation, qualification and rate commissions, draft documents relating to remuneration and incentives for employees;
fill out, keep records and store work books, calculate work experience, issue certificates of labor activity of employees;
keep records of the provision of vacations to employees, draw up a vacation schedule and monitor its implementation;
draw up the documents necessary for the appointment of pensions to employees of the enterprise;
study the features of movement and the reasons for staff turnover, take part in the development of measures to eliminate them;
keep an archive of personal files, prepare them for delivery to the state archive;
enter information on the number of personnel and their movement into the data bank, monitor its timely updating and filling;
monitor the state of labor discipline in the divisions of the enterprise and the implementation by employees of the internal labor regulations, as well as keep records of violations of labor discipline and order; control the timely adoption of appropriate measures by the administration and labor collective;
draw up reports on work with personnel.

Qualification requirements:

hR inspector - basic or incomplete higher education in the relevant field of study (bachelor or junior specialist), without requirements for work experience;
senior HR inspector - basic or incomplete higher education in the relevant field of study (bachelor or junior specialist), work experience in the profession of a personnel inspector - at least a year.

Features of the work of the HR inspector

It is impossible to do without document flow at the enterprise. If there is no human resources inspector who is competent and has solid experience in working with regulatory documents, hardly anyone will be able to maintain personnel documents at the proper level. The work of an employee in charge of document flow can seem boring and monotonous, especially if he keeps statistics only for reporting. If the HR inspector does not just collect, but analyzes the information, he will be able to predict staff turnover (for example, due to retirement, conscription, seasonality).

All documents must comply with the law to the smallest detail, so as not to give an employee an unnecessary reason to go to court. Thus, the human resources inspector is legally responsible.

HR manager: responsibilities and requirements

At first glance, the field of personnel management may seem elementary, but it requires experience and education in many areas: psychology, economics, labor law, management, marketing.

At the same time, firstly, you need to get the maximum effect at minimum costs, and secondly, all employees must be satisfied with remuneration (not necessarily material) for their work. Therefore, they use assessment, training, motivation, team building (team building) and much more for a good mood of the staff and high productivity.

Responsibilities of the HR manager:

organize work to provide personnel in accordance with the goals of the enterprise development and the direction of personnel policy for the effective use of personnel;
to ensure the work of staffing the enterprise with personnel of the required qualifications;
facilitate the early adaptation of new employees to work;
study the labor market in order to determine the sources of providing the enterprise with the necessary personnel;
take part in forecasting and identifying staffing needs;
take part in planning the social development of the team, resolving labor disputes and conflicts;
organize work to assess the results of labor activity of employees, to conduct certifications, competitions;
organize work on staff training, professional development;
to develop programs to motivate the personnel of the enterprise.

Qualification requirements:complete higher education in the direction of training "management" (master, specialist) without requirements for work experience; or complete higher education (master's degree, specialist), work experience - at least 2 years and postgraduate education in the direction of "management".

Glossary of terms

Motivation (from the English: motivation - stimulus) - a dynamic process of the physiological and psychological plan, which controls human behavior, determines its direction, organization, activity and stability; a person's ability to actively satisfy their needs.

Team building (team building) (from the English: team building - team building) - a term used in the context of business and applied to a wide range of activities to create and improve the efficiency of the team.

Case method (from the English case method - case method) is a teaching technique that uses a description of real economic, social and business situations. Students should analyze the situation, understand the essence of the problems, suggest possible solutions and choose the best ones. Cases are based on real factual material or are close to a real situation.

In a large enterprise, the responsibilities of the HR manager can be divided among several employees. Thus, it becomes possible to deal in more detail with each direction.

For instance, for one of the employees responsibilities for the search and selection of personnel and everything related to this area are fixed:

determination of the needs of the enterprise in personnel;
placing ads in the media;
conducting interviews;
induction and adaptation of new employees.

For the second employee responsibilities for personnel training are fixed. By evaluating staff, it is first determined who needs to be trained and what. Further, training is carried out with the help of courses and trainings within the enterprise (the role of trainers can be department heads or trainers invited from outside), or the workers of the enterprise are sent to trainings in specialized agencies. Training can also be carried out in the course of the program of adaptation of new employees of the enterprise for faster entry into the position.

Behind third employee responsibilities for the motivation program are fixed. Personnel assessment will help to understand what the employees of the enterprise lack (see p. 44). Based on the assessment results, methods of material and non-material motivation of employees are developed.

HR positions

As we have already mentioned, at large enterprises the HR department can be represented by a fairly wide list of positions, for example:

labor organization engineer (KP code 2412.2);
labor rate engineer (KP code 2412.2);
labor economist (KP code 2412.2);
timekeeper (KP code 4190).

Labor Organization Engineer

Duties labor organization engineer:

develops measures to improve the organization of workplaces, their certification;
analyzes the existing conditions of production, develops and implements, together with other services, rational forms of labor organization, monitors their implementation;
develops methodological and regulatory materials on the organization of labor, taking into account specific production conditions on the basis of industry-wide and industry recommendations.

Qualification requirements:

work organization engineer
labor organization engineer II category - complete higher education in the relevant direction of training (specialist), work experience as an engineer for the organization of labor - at least a year;
labor organization engineer category I - complete higher education in the corresponding direction of education (master, specialist); for a master without requirements for work experience, for a specialist - work experience as a labor organization engineer of the II category - at least 2 years;
lead Labor Organization Engineer - complete higher education in the corresponding direction of education (master's degree, specialist), work experience as an engineer for the organization of labor of the 1st category - at least 2 years.

Labor Rate Engineer

Duties labor rate engineer:

develops and introduces norms of labor costs for various types of work;
determines the time (production) norms for one-time and additional work associated with deviations from technological processes;
determines the number of employees of the enterprise in accordance with the industry standards for the number; monitors compliance with standards;
determines the labor intensity of manufacturing products, takes part in the development of measures to reduce the standard labor intensity;
controls the timely familiarization of employees with the new labor intensity standards; instructs employees on the development of new standards.

Qualification requirements:

labor rate engineer - complete higher education in the relevant field of study (specialist), without requirements for work experience;
labor rate engineer II category - complete higher education in the relevant direction of training (specialist), work experience as an engineer for labor rationing - at least a year;
labor rate engineer category I - complete higher education in the corresponding field of study (master's degree, specialist), for a master's degree without requirements for work experience, for a specialist - work experience as a labor standardization engineer of the II category - at least 2 years;
lead engineer for labor rationing - complete higher education in the relevant direction of education (master's degree, specialist), work experience as an engineer for labor standardization of the 1st category - at least 2 years.

Labor economist

Duties labor economist:

carries out work to improve the organization of labor, forms and systems of wages; calculates the payroll, controls its use; calculates the number of employees, taking into account the most rational use of labor resources;
studies the effectiveness of using existing forms and systems of wages, prepares proposals for their improvement; develops regulations on bonus payments to employees;
takes part in drawing up plans for the social development of the enterprise's team, in the development and implementation of measures to strengthen labor discipline, reduce staff turnover, and comply with internal labor regulations;
draws up the staffing table in accordance with the approved management structure, makes changes to it;
takes part in the development of a collective agreement and controls its implementation;
maintains databases on labor and wages, the number of employees.

Qualification requirements:

labor economist - complete higher education in the relevant field of study (specialist), without requirements for work experience;
labor economist II category - complete higher education in the relevant direction of training (specialist), work experience as a labor economist - at least a year;
labor economist category I - complete higher education in the relevant field of study (master, specialist); for a master - no requirements for work experience, for a specialist - work experience as a labor economist of the II category - at least 2 years;
lead labor economist - complete higher education in the relevant field of study (master's degree, specialist), work experience as a labor economist of the 1st category - at least 2 years.

Timekeeper

Duties timekeeper:

keeps track of the actual time spent by employees at the enterprise, controls their timely arrival to work, stay at work and leaving work;
controls the timeliness of employees' provision of sick leave certificates and other certificates confirming their right to be absent from work;
provides the manager with a time sheet, drawn up in the prescribed manner.

Qualification requirements: complete secondary education and vocational education or complete secondary education and vocational training in production, without requirements for length of service.

When developing the staffing table, in particular the formation of the composition of the personnel service of the enterprise, it should be borne in mind that if one employee is engaged in work with personnel at the enterprise and radically different duties are assigned to him, one should not expect him to perform these duties equally well. After all, the high-quality performance of various functions requires different personal characteristics and knowledge. Therefore, it may be advisable to divide personnel responsibilities among several positions (employees).

Work with personnel: perspectives

For those who want to try themselves in one of the personnel professions, it would be nice to first analyze the pros and cons of working in this area, as well as what skills you need to have and what to expect in terms of career.

Pros and cons of working with staff

As with any job, HR management also has its pros and cons.

Positive features(pluses) professions in the field of personnel management:

constant demand for HR specialists);
direct communication (contact) with the management of the enterprise; the importance and responsibility of the work (in some way, the productivity of workers depends on the work of a specialist in working with personnel);
varied and interesting work. The activities of many enterprises are based not only on clients, services, income, etc., but also on a development strategy (planning). Thus, an employee of the HR department will always have something to do, for example, team building).

Negative features (cons) professions in the field of personnel management:

regardless of your own mood, you need to be constantly optimistic, and even cheer employees;
it is necessary to have resistance to stress and patience, since the work consists in communicating with a large number of people - and this is quite difficult;
irregular working hours (in most cases).

Education requirements

There are several ways to become a HR specialist:

firstly, having received higher education in economic and humanitarian specialties, say, personnel management and labor economics, psychology and sociology, respectively. Note that many employees of the personnel service (personnel service) are also educated in technical specialties. For example, specialty economic cybernetics helps a lot in work: automation of personnel work, document flow and recruitment, etc.
It is good if the received education of the employee of the personnel service and the field of activity of the enterprise coincide. This fact is a definite advantage, since such an employee knows the technological process (at least at a basic level);
secondly, having passed specialized courses, seminars, trainings. Information about them can be found in newspapers, the Internet (they differ in the number of hours, themes and cost). Courses, etc. will familiarize with the peculiarities of the work of the personnel service: ways of processing various documentation; case studies that clearly demonstrate how to act and what to do in various situations;
third, go to work before receiving a diploma (i.e. before graduating from a university). It's a great way, although you certainly won't earn much on a part-time basis, but the best experience can only be gained while working.

Career

If the company is small and management can only take one employee of the personnel department, then such an employee has a wonderful chance to learn "all the intricacies" of work: he will have everything on his shoulders - from search, recruitment, paperwork to adaptation, motivation and team building. But after several years of work (with solid experience), you can go further - for an increase (even for another enterprise, if the one where you work does not grow and does not develop).

There is another way of career growth - to start with an assistant, assistant, junior employee in the personnel management service of a large enterprise. Having established yourself as a good employee, you will get the opportunity to improve further: first, search for and select working specialties, then middle managers, and then top managers. An employee with such experience is expected by the prospect of the head of the personnel selection department, the head of the personnel service, the director of personnel.

Quite often there are heads of the personnel service who began their career as an administrator or secretary.

If the work of searching and recruiting personnel is bored and you like working with documents, then it is better to move towards the profession of a personnel inspector (senior personnel inspector, head of the personnel department).

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