I. General provisions

1. Personnel Inspector belongs to the professional category.

2. A person with an average professional education without presenting requirements for work experience or initial vocational education, special training according to the established program and work experience in the profile for at least 3 years, including this enterprise at least 1 year.

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

4. The HR inspector must know:

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

- labor legislation;

- structure and staff of the enterprise;

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

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

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

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

- basics of office work;

- means of computer technology, communications and communications;

- internal rules work schedule;

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

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

- the legislation of the Russian Federation,

- the charter of the organization,

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

- this job description,

- The internal labor regulations of the organization,

- __________________________________________________.

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

7. During the absence of the HR inspector (business trip, vacation, illness, etc.) his duties are performed by a person appointed by the director of the organization in in due course which acquires the corresponding rights, duties and is responsible for the fulfillment of the duties assigned to it.

8. __________________________________________________________.

II. Job responsibilities.

HR Inspector:

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

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

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

16. Ensures cleanliness and order in his workplace,

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

1. __________________________________________________________________________.

III. Rights.

The Human Resources Inspector has the right to:

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

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

- on the encouragement of distinguished workers subordinate to him,

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

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

IV. Responsibility.

The Human Resources Inspector is responsible for the following:

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

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

Job description developed in

According to____________________________

(name, number and date of the document)

_________________________________________

(job title)

AGREED:

Head of the legal department

__________________________________

(signature) (surname, initials)

Human Resources Specialist - a qualified employee who has undergone training. He works both with people and with documents, knows the current legislation and personnel office work. He is also responsible for violation of the rules for working with personal data. Read the HR Specialist Job Description.

HR SPECIALIST JOB INSTRUCTIONS

I. General provisions

1. Human Resources Specialist belongs to the category of specialists.

2. A person with a higher professional education is appointed to the position of a human resources specialist without presenting requirements for work experience.

3. Appointment to the position of a personnel specialist and dismissal from it is carried out by order

4. The HR specialist must know:

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

4.2. Labor law.

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

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

4.5. Sources of providing the enterprise with personnel.

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

4.7. Regulations on certification and qualification tests.

4.8. Procedure for election (appointment) to office.

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

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

4.11. The procedure for compiling reports on personnel.

4.12. Fundamentals of psychology and sociology of labor.

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

4.14. Internal labor regulations.

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

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

II. Job Responsibilities

HR Specialist:

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

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

3. Conducts research and analysis:

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

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

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

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

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

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

7. Takes part in the adaptation of newly hired employees to production activities.

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

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

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

11. Controls:

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

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

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

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

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

12. Compiles the established reporting.

13. Performs individual official assignments of his immediate supervisor.

The HR specialist has the right to:

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

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

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

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

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

IV. Responsibility

The Human Resources Specialist is responsible for:

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

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

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

Reading 6 min. Views 139 Published on 12.08.2018

The personnel service is one of the main structural divisions of each organization. The task of the employees working in this department is to manage labor resources. Among the functional responsibilities of personnel workers, it should be noted such tasks as preparing documents for the hiring and dismissal of employees, preparing orders for personnel movements between departments, as well as scheduling work activities. In this article, we propose to consider the question of what the specialist of the personnel department does and carefully study the job description of this employee.

HR is a specialist in the personnel department of a company.

HR specialist: the essence of the profession

The position of a specialist in the personnel department involves working with documents related to the company's personnel. The sphere of activity of these employees includes both accounting for the labor activity of each employee and elements of office work. It is important to note that in modern business There are several job positions that have a high similarity with the profession in question. These positions include:

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

The first personnel workers appeared during the Soviet era. Their main task was to fill in the personal files of workers, to monitor compliance with the rules of labor process safety. In addition, it was the responsibility of the specialists to draw up job descriptions for the rest of the employees of the enterprise. Today, the job responsibilities of a human resources specialist include many more different functions. The main reason for innovation is the widespread introduction 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 a part of the company's document flow, dealing with the personal files of the staff. In addition, the task of "personnel officers" is to develop a personnel policy 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 the chosen field of activity. Another advantage of this direction is the absence of the need for special education. A person with both technical and humanitarian education can cope with the daily tasks of a personnel officer.

The only requirement of many employers is the passage of a short training course at special lectures intended for retraining specialists.

This work involves a standard five-day working week. The main task personnel worker is the formation of various documents, ranging from service notices to orders on behalf of management.

Cons of activity

Despite all the above advantages, work 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 the 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 personnel officer acts as a link between ordinary employees and the company's administration. It is this factor that causes HR managers to often face conflict situations. Purpose disciplinary action, issuance of reprimands and dismissal of 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, leader personnel service waiting for penalties.

Employees of this service must meet high professional standards. professional standard- a certain level of qualification necessary for conducting labor activity.

Responsibilities of a personnel officer

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

HR Specialist

To begin with, we propose to consider the job description of an ordinary specialist. The primary task of the HR manager is to keep track of personnel. This means that personnel officers are responsible for the formation of personal documents, the issuance of various certificates and acts. One of the tasks of "personnel officers" is to arrange vacations and fix the movement of employees between different departments.

As mentioned above, the task of the HR department is to draw up work books and management orders. After issuing the order, 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 and development of work schedules.

Personnel Inspector

According to the established rules, an applicant who does not have professional experience can take this position. An internal instruction is a kind of regulation that regulates the range of duties of an official.

Human Resources Specialist - professional standard established for personnel inspectors:

1. Accounting for personnel operations.
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 base data and documentation archiving.

All of the above functional responsibilities are related to business. In addition, the personnel inspector conducts interviews with applicants for vacant positions, checking their level of professional knowledge.

When keeping records of personnel operations, a special calculator is used. The calculator for the HR specialist is a special software that allows you to maximize short term calculate the amount of compensation payments, the duration of the vacation, the number of working days in the reporting period and the amount of the employee's insurance period.

Head of Human Resources

An employee with a higher education can take the post of head of a department. In addition, in order to take office, you must have a certain practical experience. As a rule, the appointment of an employee to the post of head is handled personally 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 is to manage personnel and develop domestic policy companies in relation to employees. It is not uncommon for this officer to be tasked with conducting an analysis of a company's need for restructuring or staff relocation. In addition to the above functions, the head of the OK is engaged in the certification of employees in order to identify the level of professional compliance with the position held.

As a rule, the function of control over the department entrusted to him is assigned to the authorities. This means that the head of the OK should conduct a systematic analysis of the activities of employees in order to identify employees with high performance. Based on this analysis, a list of employees who are entitled to bonus payments or other incentives is compiled.

All documents intended for the head of the company, closely related to personnel matters must be approved by the Head of Human Resources. Also, the level of competence of the management of the structural unit extends to the solution of various issues related to the activities of personnel. The employee holding this post must be well aware of all the norms of the Civil and Labor Code. These standards must be taken into account in the formation of documents and the regulation of various conflicts between employees and top management.

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Human resources and the role of relevant professionals are rapidly rising in value due to frequent changes in labor laws and increasing penalties for non-compliance. The organization of the structure of personnel services with competent decisions ensures the observance of the interests of the employer and hired personnel, reduces the risk of financial sanctions during inspections, serves as a "buffer" in the event of litigation. The job description of the personnel officer includes requirements to ensure the stable operation of the legal and individual, systematic study of legislation and timely implementation of updated regulations.

The Role of Human Resources

Until 01/01/2015, financial sanctions for non-compliance with labor laws were purely symbolic, which was reflected in the duties of a personnel officer. The management was afraid of the restoration of the “offended” employee by a court decision and the associated compensation payments for forced absenteeism and moral damage, rather than fines labor inspectorate.

Since the above date, the situation has changed dramatically with the appearance of financial sanctions for:

• the absence of a concluded employment contract, what does the personnel officer do;
• registration of contractual obligations in violation of applicable laws;
• conclusion of a civil law contract instead of a labor contract in order to conceal payments to the budget and social funds.

The functions of a human resources specialist with the introduction of penalties and introductions in the accounting of personnel innovations require the systematization of knowledge and constant improvement of the level of qualification. The retention period for documents on personnel has increased from 50 to 75 years from 03/13/2016.

Legislative changes

Starting from 2018, a short list of personnel innovations that are within the competence of the personnel officer is presented in the table:

Failure to comply with any of their requirements presented in the above table is fraught with the imposition of penalties on personnel workers in the amount of 10,000 to 20,000 rubles, and on entity- from 50,000 to 100,000 rubles.

Responsibilities of the Human Resources Specialist

When performing the functions of a personnel officer in the singular, the employee is obliged to draw up not only routine documents, but to combine the study of regulatory literature, the organization of workflow and the implementation of innovations in practice.

Job responsibilities of a HR worker in an enterprise include:

• development and implementation of regulations on personnel policy;
• participation in the creation of a collective agreement;
• drawing up a schedule for recording and using working time;
• formation of orders for the hiring and dismissal of employees with making entries in the work book;
• drawing up a vacation schedule and monitoring the use of the vacation period;
• filling out forms of sheets for temporary disability in terms of insurance experience, the control of which is the responsibility of the department;
• analysis and calculation of the staff turnover rate and proposal of measures to reduce the indicator;
• timely archiving of documents that are within the competence of the personnel officer;
• observance of secrecy, known by virtue of the performance of official duties of a personnel worker.

Additional requirements include commitment, attentiveness and timeliness of work. The labor function of a human resources specialist is a kind of beginning and end of relationships, both for the enterprise as a whole and for each employee in particular. Personnel documentation is the second step after the registration of the enterprise upon opening and the final one upon liquidation. The creation of orders for admission and dismissal with reflection in the work book - "alpha" and "omega" for the employee is also the responsibility of the personnel department.

Errors in the work of frames lead to the distortion of information by services that follow the frames, like a thread behind a needle. For example, incorrect filling of timesheets leads to distortion in accrual wages, untimely issuance of vacation pay, providing dissatisfaction with employees and penalties for inspectors.

Competent document management is becoming increasingly important, and the job description of a specialist in the personnel department is acquiring new requirements related to ensuring accounting in in electronic format, the study of regulatory literature and the ability to theoretically and practically follow "in step with the times."

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[Name of company]

Job description

I approve

[Position name] [Organization name]

______________/___[FULL NAME.]___/

HR Specialist

1. General Provisions

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

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

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

1.4. A person who has secondary vocational education without presenting requirements for work experience or initial vocational education, special training according to the established program and at least 2 years of work experience in the profile, including at this enterprise at least 1 year, is appointed to the position of a specialist in the personnel department.

1.5. The Human Resources Specialist must know:

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

labor law;

The structure and staff of the enterprise;

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

The procedure for establishing the names of professions of workers and positions of employees, general and continuous work experience, benefits, compensations, registration of pensions for employees;

The procedure for accounting for the movement of personnel and the preparation of established reporting;

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

Fundamentals of office work; means of computer technology, communications and communications;

Rules and norms of labor protection.

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

Local acts and organizational and administrative documents of the Company;

Internal labor regulations;

Rules of labor protection and safety, ensuring industrial sanitation and fire protection;

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

This job description.

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

2. Functional responsibilities

The Human Resources Specialist performs the following labor functions:

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

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

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

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

2.5. Fills in, takes into account and stores work books, calculates the length of service, issues certificates on the current and past labor activities of employees.

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

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

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

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

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

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

2.12. Prepares prescribed reports.

2.13. Accepts necessary measures security/non-disclosure trade secret of the Company, as well as personal information about the employees of the Company.

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

The Human Resources Specialist has the right to:

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

3.2. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues of production activities that fall within the competence of the HR inspector.

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

4. Responsibility and performance evaluation

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

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

4.1.2. Failure or improper performance of labor functions and the tasks assigned to him.

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

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

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

4.1.6. Failure to comply with labor discipline.

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

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

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

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

5. Working conditions

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

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

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