A HR specialist falls into the category of technical performers.

A person with secondary specialized or higher professional education is appointed to the position of HR specialist without presenting requirements for work experience.

Appointment to the position of HR specialist and dismissal from it is made by order general director on the recommendation of the HR Director.

The HR specialist should know:

• organization of office work at the enterprise;
• organizational structure of the enterprise;
• basics of labor organization;
• internal labor regulations;
• labor protection rules and regulations;
• legislative and regulatory legal acts;
• teaching materials on personnel management;
• labor legislation;
• the procedure for determining future and current personnel requirements;
• sources of supplying the enterprise with personnel;
• methods for analyzing the professional and qualification structure of personnel;
• provisions on certification and qualification tests;
• procedure for election (appointment) to a position;
• the procedure for registration, maintenance and storage of documentation related to personnel and their movement;
• the procedure for creating and maintaining a data bank about the personnel of the enterprise;
• the procedure for drawing up reports on personnel; fundamentals of psychology and sociology of labor;
• fundamentals of economics, labor organization and management; labor legislation;
• computer facilities, program 1 C.
• labor protection rules and regulations;
• the main provisions of the quality management system in force at the enterprise.

The HR Specialist reports directly to the HR Director.

During the absence of the HR Specialist (illness, vacation, etc.), his duties are performed by the HR manager or a person appointed by order of the General Director.

Job responsibilities

HR Specialist:

• Organizes work with personnel in accordance with common goals development of the enterprise and specific areas of personnel policy to achieve effective use and professional development workers.
• Communicates information on personnel issues and personnel decisions to enterprise personnel.
• Draws up all documents, together with the heads of structural divisions, related to issues of hiring, transfer, promotion, demotion, imposition of administrative penalties, and dismissal of employees.
• Performs timely registration of admission, transfer and dismissal of employees, issuing certificates about their present and past labor activity, compliance with storage and filling rules work records, preparation of documents for establishing benefits and compensation, registration of pensions for employees and other established personnel documentation, as well as entering relevant information into the data bank about the personnel of the enterprise (including electronic program 1C).
• Maintains all necessary personnel logs and registers of personnel documents.
• Draws up and executes employment contracts and agreements thereto, maintains personal files of employees and other personnel documentation.
• Works with personnel (consulting employees on labor legislation, issuing certificates, copies of work books, etc.).
• Prepares necessary materials for qualification, certification, competition commissions and nomination of employees for incentives and awards.
• Prepares prescribed reports.
• Keeps records of personnel and their departments, enters relevant information about the quantitative, qualitative composition of workers and their movement into the data bank about the enterprise’s personnel, monitors its timely updating and replenishment (including in the 1C electronic program).
• Makes the necessary requests with the administrative staff to provide staff with special clothing and an electronic access card and time tracking.
• Participation in the creation personnel documents: instructions, regulations and agreements.
• Maintaining an archive of personnel documents.
• Performs individual tasks and instructions from his immediate supervisor.

Rights

The HR specialist has the right:

• Get acquainted with draft decisions of the enterprise management concerning its activities.
• Make proposals for improving work related to the responsibilities provided for in these instructions.
• Within your competence, inform your immediate supervisor about all shortcomings identified in the course of your activities and make proposals for their elimination.
• Request personally or on behalf of management from heads of departments of the enterprise and specialists information and documents necessary to fulfill his official duties.
• Demand that the management of the enterprise provide assistance in the performance of its official duties and rights.

Responsibility

The HR specialist is responsible for:

• For improper performance or failure to fulfill one’s job duties as provided for in this job description - within the limits determined by the current labor legislation of the Russian Federation.
• For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
• For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

Job description designed in accordance with:

• Labor Code of the Russian Federation, taking into account amendments and additions.
• Decree of the Ministry of Labor and social development RF dated 08.21.98 “ Qualification Handbook positions of managers, specialists and other employees.”
• Charter of the enterprise.
• Enterprise quality management standards.

I APPROVED Head "_________________" _________________ (____________)

JOB DESCRIPTION

HR specialist

1. GENERAL PROVISIONS

1.1. This job description defines functional responsibilities, rights and responsibilities of the HR specialist “________________” (hereinafter referred to as the “Organization”).

1.2. A HR specialist is appointed to a position and dismissed from a position in accordance with the procedure established by current labor legislation by order of the head of the Organization.

1.3. The HR specialist reports directly to the __________________ Organization.

1.4. A person with a higher professional education is appointed to the position of HR specialist without presenting any work experience requirements.

1.5. The HR specialist should know:

Legislative and regulatory legal acts, methodological materials on personnel management;

Labor legislation;

The structure and staff of the Organization, its profile, specialization and development prospects;

The procedure for determining future and current staffing needs;

Sources of staffing for the Organization;

Methods for analyzing the professional qualification structure of personnel;

Regulations on certification and qualification tests;

The procedure for election (appointment) to a position;

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

The procedure for creating and maintaining a data bank about the Organization’s personnel;

The procedure for drawing up reports on personnel;

Fundamentals of psychology and sociology of labor;

Fundamentals of economics, labor organization and management;

Labor legislation;

Computer technology, communications and communications;

Labor protection rules and regulations.

1.6. During the period of temporary absence of a HR specialist, his duties are assigned to ___________________________.

2. FUNCTIONAL RESPONSIBILITIES

The HR Specialist performs the following responsibilities:

Performs work to staff the Organization with personnel of the required professions, specialties and qualifications.

Takes part in the recruitment, selection, and placement of personnel.

Conducts a study and analysis of the official and professional qualification structure of the personnel of the Organization and its divisions, established documentation for personnel records related to the hiring, transfer, labor activity and dismissal of employees, the results of certification of employees and their assessment business qualities in order to determine the current and future personnel needs, prepare proposals for replacement vacant positions and creating a reserve for promotion.

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

Informs employees of the Organization about available vacancies.

Participates in the development of long-term and current labor plans.

Monitors the placement and arrangement of young specialists and young workers in accordance with the received educational institution profession and specialty, conducting their internships, takes part in the work of adapting newly hired workers to production activities.

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

Takes part in the organization of work, methodological and information support qualification, certification, competition commissions, registration of their decisions.

Analyzes the state of labor discipline and compliance by the Organization's employees with internal labor regulations, personnel movement, participates in the development of measures to reduce turnover and improve labor discipline.

Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates about their current and past work activities, compliance with the rules for storing and filling out work books, the preparation of documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as entering the relevant information in the data bank about the Organization’s personnel.

Prepares prescribed reports.

The HR specialist has the right:

3.1. Request and receive the necessary materials and documents related to the activities of the HR specialist.

3.2. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues of production activities that are within the competence of a human resources specialist.

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

4. RESPONSIBILITY

The HR specialist is responsible for:

4.1. Failure to fulfill one's functional duties.

4.2. Inaccurate information about the status of the work.

4.3. Failure to comply with orders, instructions and instructions from the head of the Organization.

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

4.5. Failure to ensure compliance with labor discipline.

5. WORKING CONDITIONS

5.1. The work schedule of a HR specialist is determined in accordance with the Internal Labor Regulations established in the Organization.

5.2. Due to production needs, the HR specialist is required to go on business trips (including local ones).

6. RIGHT OF SIGNATURE

6.1. To ensure his activities, the HR specialist is given the right to sign organizational and administrative documents on issues included in his functional responsibilities.

I have read the instructions __________________/_________________/
(signature)

Reading time: 6 minutes. Views 215 Published 08/12/2018

The HR department is one of the main structural units of every organization. The task of employees working in this department is to manage labor resources. Among the functional responsibilities of personnel workers, it should be noted such tasks as processing documents on the hiring and dismissal of employees, preparing orders on personnel movements between departments, as well as drawing up work schedules. In this article, we propose to consider the question of what a HR specialist does and carefully study the job description of this employee.

A personnel officer is a specialist in a company's personnel service.

HR specialist: the essence of the profession

The position of HR specialist involves working with documents related to company personnel. The scope of activity of these workers includes both recording the work activity of each employee and elements of office work. It is important to note that in modern business There are several job positions that are highly similar to the profession in question. These positions include:

• HR administrator;
• personnel manager;
• HR manager.

First personnel workers appeared during the USSR. Their main task was to fill out workers’ personal files and monitor compliance with labor safety rules. In addition, the responsibility of the specialists was to draw up job descriptions for the rest of the enterprise’s employees. Today, the job responsibilities of a HR specialist include many more different functions. The main reason for innovation is the widespread implementation modern technologies into the production process.

Pros of work

Every company with more than fifty employees needs to organize a personnel department. Employees representing this division take on part of the company's document flow, managing personal files of staff. In addition, the task of “HR specialists” is to develop personnel policies aimed at improving the professional skills of employees.

The main advantage of this profession is its demand. As practice shows, every company needs HR managers, regardless of its structure or chosen field of activity. Another advantage of this direction is the absence of the need for special education. A person with both a technical and humanitarian education can cope with the daily tasks of a personnel officer.

The only requirement of many employers is to complete a short training course at special lectures designed to retrain specialists.

This work involves a standard five-day working week. The main task HR employee is the formation of various documents, ranging from official notices and ending with orders on behalf of management.

Disadvantages of the activity

Despite all the above advantages, working with personnel has a number of significant disadvantages. In order to obtain the position in question, the applicant for the vacancy must carefully study the current Labor Code. Ignorance of the standards established by control authorities can lead to an error that violates the rules established by law. Such a mistake can result in litigation, which will negatively affect the company’s image.

The HR employee acts as a link between ordinary employees and the company administration. It is this factor that causes HR managers to often face conflict situations. Purpose disciplinary sanctions, issuing reprimands and dismissing employees leads to inevitable conflicts, which sometimes develop into litigation. It is important to pay attention to the fact that the heads of this department are financially responsible persons. In case of violation of the rules, established by law, manager personnel service penalties await.

Employees of this service must meet high professional standards. Professional standard- a certain level of qualifications required to carry out work activities.

Job responsibilities of a personnel officer

The job description of an HR specialist varies depending on the position he occupies.. This means that the responsibilities of a worker holding an ordinary position will differ from the obligations of the head of a department.

HR specialist

To begin with, we suggest considering the job description of an ordinary specialist. The primary task of a human resource manager is to account for personnel. This means that personnel employees are responsible for the preparation of personal documents and the issuance of various certificates and acts. One of the tasks of “HR officers” is to process vacations and record the movement of workers between different departments.

As mentioned above, the task of the HR department is to prepare work books and management orders. After the order is issued, the leading specialist of the department in question is obliged to familiarize all workers with the contents of the document. Often, employees are tasked with compiling staffing table and development of work schedules.

HR inspector

According to the established rules, this position can be filled by an applicant who does not have professional experience. An internal instruction is a kind of regulation regulating the range of responsibilities of an official.

HR specialist – professional standard established for personnel inspectors:

1. Accounting for personnel transactions.
2. Formation of personal files of employees.
3. Making changes and adjustments to personnel documents.
4. Processing of incoming documents.
5. Processing of documentation related to the assignment of severance pay, compensation payments and pensions.
6. Formation electronic database data and documentation archiving.

All of the above functional responsibilities relate to office work. In addition, the personnel inspector conducts interviews with applicants for available positions, checking their level of professional knowledge.

When keeping records of personnel transactions, a special calculator is used. Calculator for HR specialists - special software that allows for maximum short term calculate the amount of compensation payments, the duration of vacation, the number of working days in the reporting period and the amount of insurance coverage of the employee.

Head of HR Department

An employee with a higher education can occupy the post of department head. In addition, to take up a position you must have a certain practical experience. As a rule, the appointment of an employee to the post of manager is personally carried out by the general director of the company. Also, the top management of the organization is provided with the functions of monitoring the activities of the head of the personnel service.

The task of this employee includes personnel management and development domestic policy companies in relation to hired employees. Often, this official is tasked with conducting an analysis of the company's need for restructuring or personnel relocation. In addition to the above functions, the head of the QA is responsible for conducting certification of employees in order to determine the level of professional compliance with the position held.

As a rule, the management is entrusted with the function of control over the department entrusted to it. This means that the head of the OC must conduct a systematic analysis of the activities of employees in order to identify employees with high performance in their work activities. Based on this analysis, a list of employees who are entitled to a bonus payment or other incentive is compiled.

All documents intended for the head of the company, closely related to personnel issues, must be approved by the head of the personnel department. Also the level of management competence structural unit extends to the solution of various issues related to the activities of personnel. An employee holding this position must have an excellent knowledge of all the norms of the Civil and Labor Code. These standards must be taken into account when drawing up documents and regulating various conflicts between employees and top management.

Conclusions (+ video)

In contact with

The success of any enterprise depends on its personnel. It is the personnel department employees who manage by human resourses. They are obliged to ensure that employees receive the necessary qualifications and are responsible for their movement between divisions of the company, hiring or dismissal.

These employees keep records of hours worked, vacations and days off. To be able to regulate the relationship between superiors and subordinates, the job description of a HR specialist is used. It contains all the necessary information for the normal operation of the company.

Provisions

The employee hired for this position is a specialist. He is required to obtain a certificate of completion of higher education vocational education. Employers also usually require work experience of three years or more. Only the general director, to whom he is directly subordinate, can appoint or dismiss an employee. In his activities, the worker must take into account guidance materials, orders from superiors, the company’s charter and the job description of a HR specialist.

Knowledge

The employee is obliged to study the laws and regulations by which the activities of the company in which he is employed are regulated. He must be familiar with labor legislation, the goals and development strategy of the organization. In addition, the employee must know what methods of qualitative and quantitative analysis the company’s personnel, how forecasting and planning for the need to hire new employees goes.

The job description of a HR specialist assumes that he knows the basics of sociology, economics and labor psychology, monitors modern trends development of personnel management, is able to apply his knowledge in practice.

Other knowledge

The employee must understand the forms and systems of remuneration for labor activities, know incentive methods efficient work. This specialist is required to have knowledge related to the drafting and development of contracts and employment contracts, as well as the ability to regulate disputes in this area. The job description of a HR specialist assumes that he knows how to evaluate company employees and the results of their work.

He must have a good understanding of standards and unified forms of personnel documents, industrial pedagogy, and conflict management. This is due to the fact that in the course of its activities it will have to prevent and eliminate conflicts. He is also required to know labor safety and have a good understanding of the market. work force, advanced training services, understand what methods and forms of training and educational work with company employees are available.

Tasks

The tasks of this specialist include the development of corporate policies and concepts regarding personnel management under the leadership of the general director of the company. Also, with his assistance, the employee is obliged to form corporate culture, participate in its development. in personnel records management assumes that his task is to implement decisions on the hiring, transfer, and promotion of company employees.

He also decides who should be thanked and encouraged, and who should be punished, who should be demoted or dismissed. He does management social processes in the organization, including creating a favorable climate in the team, resolving conflicts and labor disputes.

Other tasks

The job description of a leading HR specialist assumes that the employee’s tasks include managing work aimed at forming a personnel reserve based on the current staff. Also, the tasks of this employee include working with the labor market, namely the search and selection of professions, qualifications and specialties, necessary for the company.

He must take part in the development of plans for monitoring the effectiveness of personnel, based on current data and calculating the future. Organizes employee training, coordinates activities to improve their qualifications, and develops their business career. In addition, the employee’s tasks include organizing the necessary personnel records and office work, taking into account state standards and legal requirements, management of employees subordinate to him, etc.

Functions

Job responsibilities HR specialists include planning their own activities based on the strategic objectives of the company and the real situation in the organization. He does this in accordance with semi-annual, quarterly and monthly reporting in accordance with the concept and corporate policy of the company where he is employed.

This also includes the study and analysis of labor market conditions, written reports, including an overview wages in competitive structures for similar positions, taking into account all systems and levels. This employee is searching for personnel using own strength and, if provided for by the company’s budget, involving public and private structures involved in this area. Work is carried out to search for personnel, taking into account the accepted procedure in the organization and applications received from departments and services.

Responsibilities

The functions of a HR specialist include conducting preliminary work with job applicants. This includes questionnaires, interviews, etc. It is this employee who must select the most promising employees and send them for an interview with senior management. He also carries out adaptation measures. This means introducing new employees to the team, the company, the formal and informal rules of the organization, labor regulations and other traditions and values ​​of the company.

He is responsible for quality control, completeness and other factors influencing entry into a position, and conducts examination checks for the suitability of employees. Prepares and conducts annual professional certification, develops its plans and program, draws up schedules, and requests management to evaluate the performance of subordinates. In addition, he is engaged in the selection of promising employees to enroll them in personnel reserve and further promotion to leadership positions.

Other functions

Personnel records management includes monitoring the atmosphere in the team from the point of view of the social and psychological aspects. It analyzes the business, functional, moral and psychological qualities of personnel. Motivates employees and ensures that they are satisfied with the quality and working conditions. Submits reports every quarter regarding personnel and social issues. If problems arise that require similar intervention, reports this to management with personal options for solving them.

Together with management, he draws up plans for conducting trainings and educational seminars approximately every six months at the time of forming the company’s budget. Involves employees of his department in this, if necessary, and monitors the implementation of planned activities. He must think through and propose methods for motivating employees, improving working conditions, rationalizing payments and financial incentives. He develops job descriptions for staff and monitors compliance with labor discipline. Provides consultations to heads of departments and branches, as well as employees regarding issues labor law And social protection.

Other responsibilities

The job description of a HR and records management specialist assumes that he performs work to monitor compliance with labor laws and provides solutions personnel issues, is developing personnel regulations. This employee must approve contracts and prepare them in accordance with current legislation and company rules. Engages and leads accounting documentation for government agencies. The employee must carry out hiring, transfers and dismissal of personnel, taking into account labor legislation, instructions, regulations and orders that are adopted in the company.

Other functions

The job description of the leading HR specialist assumes that he is involved in the formation and maintenance of personal files of the company's employees, while making the necessary changes to them in a timely manner. Responsible for filling out, recording and storing work books, calculating the length of service of employees, compiling and issuing certificates regarding the current and past activities of company employees.

Maintains records regarding conscripts and military personnel among the company’s personnel, archives personal files, prepares documentation regarding the expiration of preservation periods or transfer of data to government bodies. In addition, he must transfer personal data of employees to the accounting department for tax inspection. Helps accounting employees prepare documentation for receiving benefits, benefits, pensions and other social payments to company employees and their families with subsequent transfer to the relevant authorities.

Other responsibilities

A sample job description for a HR specialist is presented in the article. This document assumes that the employee is drawing up vacation schedules, studying the reasons for staff turnover and suggesting methods to improve the situation. Generates estimate documentation, maintains all reporting forms, ensures safety trade secret and confidentiality of the information received. This refers to data on trade turnover and financial relations between the company and suppliers, about the internal financial documentation of the company, information about the addresses and telephone numbers of all employees and managers of the company, about wages and other data subject to secrecy.

Rights

There are a number of rights that an office management specialist has. The job description must include a complete list of them. An employee has the right to represent the interests of the company in government and commercial establishments on all matters relating to the development, use or formation of the workforce. He has the right to conduct independent correspondence within his competence, take part in the preparation of projects and orders relating to his activities, and request necessary information from the heads of departments.

He may request the preparation and creation of documentation without going beyond his competent capabilities. The employee has the right to sign and endorse documentation, offer management incentives or penalties from employees. He has the right to security normal conditions labor, gaining access to technical means and other social guarantees. He also has the right to receive assistance from management in performing his duties.

Responsibility

According to the sample job description of a HR specialist, his activities include the responsibilities that are assigned to the employee in the course of performing his duties. He is responsible for improper or incomplete performance of the functions assigned to him within the limits current legislation countries. He may be held accountable if he violated the labor, administrative or criminal code, as well as for causing material damage to the company and making other mistakes in the course of his work.

An employee may be held accountable for violating trade secrets, disclosing confidential information, or leaking company financial records. He is also responsible for exceeding his powers or using them for personal gain. Other responsibilities may also be taken into account depending on the needs of the company and the personal requirements of management.