The Regulation on the department is a local regulatory act, which establishes the status and functionality of the internal structural unit of the organization. These documents also define the zones of responsibility, which facilitates the addressing of managers and control their implementation.
From the article you will learn:
The type of internal organizational and administrative documentation - the Regulation on the Department
The structure of any organization includes individual divisions, in the functions of which include the management of individual sites and activities. Before each such structural unit (department), the company's management puts its tasks and determines its area of \u200b\u200bresponsibility. But all these departments that make up the organization are interconnected between themselves and are part of a single management and production mechanism. The activities of each of these structural divisions are regulated. local regulatory act - Regulations on the Department.
Such internal organizational and administrative documents are developed for all structural divisions of the enterprise, including departments, working groups, services, laboratories, bureaus. The Regulation on the Department is determined:
- the procedure for the formation of the division;
- legal and administrative status in the general hierarchy of the enterprise;
- standing in front of him goals and tasks;
- functional;
- horizontal and vertical relationships with other structural units;
- the area of \u200b\u200bresponsibility as a division as a whole and its leader.
Development of the Regulation on the department allows us to specify the functionality and performed by the task division. As a result, the assertion of such It allows you to evenly distribute the functions between the units and exclude their duplication.
It is beneficial to all. Performers - the head and staff of each department receive a clear idea of \u200b\u200bthe tasks and functions of the division, its responsibility areas. The management of the enterprise, in turn, gets the possibility of a specific addressing of management decisions and control their implementation.
Note! The more detailed in the position about the department of its function and tasks, the more optimal will be the distribution of guidelines and more efficiently work In total enterprises as a whole.
Who deals with the development of the Region
- Organization of primary accounting and financial accounting of economic activities of the enterprise;
- Ensuring the economic activity of the enterprise;
- Implementation of the monitoring of the safety of property, monetary and other material values, their optimal spending, compliance with the economy regime.
In the Regulations on the Legal Department in the "Tasks" section there will be such items:
- Legal support of the enterprise, legal protection of his rights and interests;
- Effective use of legal instruments for strengthening the financial situation of the enterprise, improving labor productivity and improving the economic indicators of its work.
The list of tasks specified on the labor protection department in may be included, for example, such:
- Ensuring safety and labor protection at the enterprise;
- Control of compliance with the requirements and regulations on the protection of labor established on the state and sectoral level;
- Prevention and prevention of violation of labor protection requirements;
- organizes delivery in the enterprise;
- introduces new technologies for working with documents;
- provides control of timely execution of documents.
When developing the Regulations on the Information Technology Department in the "Functions" section will need to be included:
- study of the production, administrative and organizational activities of the enterprise in order to determine paths and opportunities automation processes;
- participation in development technical tasks to create automated control systems;
- the introduction of automated control systems, staff training, participation in operation and maintenance.
To the types of work that will be able to perform the employees of the unit described in the Regulation on Production Technical Department can be attributed, for example:
- preparation of production (receipt and preparation of project documentation, obtaining permits for the production of works, etc.);
- timely design and issuance of working documentation;
- implementation of technical and technological supervision of production processes.
In the functionality described in the Regulation on the Sales Department, you can include:
- analysis, forecast and preparation of sales plans;
- participation in marketing research and pricing policy development;
- control of commodity reserves stored in stock.
Section "Rights of the Manager" The provisions on the department contains a list of powers that are endowed head of Division In order for it to effectively fulfill his duties and ensure the effective functioning of the department entrusted to him.
In the section "Responsibility", all types of disciplinary, administrative, and other are responsible, which is assigned to the head of the unit when they fulfill their employment duties in accordance with job description or labor contract.
How to approve the Regulation on the Department
After the Division of the Region will be developed in the division, the document will need to be coordinated with those divisions, the interaction with which it is established. In addition, the project should be familiarized with personnel services, personnel, legal.
It is necessary to eliminate inaccuracies in wording and avoid duplication of functions. Lawyers, in addition, will check the provision on the department and for compliance with the norms of existing laws. The normocontrol of the situation can be carried out office work. It should be monitored also because the lack of mandatory requisites may deprive a document of legal force. The order for approving the Regulation on the Department is published only after all approval visas have been obtained.
Good day! We had a question: who is obliged to develop a regulation on the department and job descriptions on employees in each of the divisions? Head of the division in whose subordination staff or someone else?
Answer
Regulatoryly this question is not resolved.
The job description is a major document that defines the tasks, functions, duties and responsibility of the employee of the organization when working on their position. Develop the job description is necessary, based on the tasks and functions, which are assigned to a specific structural unit.
The procedure for compiling the official instructions by law is not resolved, so the employer independently decides how to design it.
➤ Read also
In practice, the process of developing the job instruction is as follows.
Developing job descriptions are suitable together with the heads of structural units, for whose employees these instructions are created. This approach is justified, because the personnel is difficult to determine exactly how the employee must be engaged (for example, sales manager, at the same time, sales director may clearly describe the functions of such a specialist, formulate requirements for professional knowledge and skills, indicate the criteria for evaluating work).
Also, the job instruction should be agreed with the legal department (legal adviser) of the organization, and if necessary, then with other structural divisions of the organization and the superior leader.
Methodical manual of the personnel service When developing job descriptions, it is also necessary: \u200b\u200bthe personnel program knows the qualification characteristics, understands the structure of the job instruction, can suggest how to make this document correctly in order to ensure uniformity of personnel documents in the organization.
Approves the job description by the head of the organization, after which it comes into force. At the same time, the employee must be familiar with it under the painting. The requirements of the job description are mandatory for an employee who works in a specific position, from the moment it is familiarized with the instructions for receipt and before moving to another position or dismissal from work.
The document is valid until it is replaced by the new job description. The agreed and approved instruction is stored in the personnel department.
The job descriptions are for each staffing position of the organization. It is impersonal and declared an employee with a receipt at the conclusion of an employment contract, moving to another position, as well as with the temporary execution of responsibilities by position.
As for the situation on the department, in this case it will also be appropriate to develop it by the personnel department together with the head of the structural unit, while coordinating it with the legal department (legal adviser) of the organization.
Thus, legislation does not contain certain requirements in the development of provisions on departments and job descriptions.
However, based on the practice, it can be concluded that, as a rule, the provisions on the departments and job descriptions of the employees of this department are developed by the personnel department together with the head of the structural unit. Or by order of the employer directly by the heads of departments under the methodical guidance of the personnel department.
At the same time, not rare cases that only the head of the structural unit is involved in this process.
Details in the materials of the system:
- Answer: How to issue job descriptions
Drawing up a job description
The duty to compile is established only for state bodies (). Be fined the organization that is not a government agencies, for the lack of instructions can not ().
At the same time, there are good arguments in favor of execution of the job instruction. Its presence will allow the organization:
evenly distribute the obligations between similar positions;
prove in court the legality of the imposition of disciplinary recovery to the employee;
correctly certify staff and so on.
The job instruction is drawn up for each full-time position.
Editor's Council: Note Instructions Do not form, otherwise they will have to be approved during each shift frames. If several employees occupy the same positions and perform the same duties, it is enough to make a united job description and acquaint each employee with it. If employees occupy the same positions, but do different responsibilities, it is better to rename positions and call them differently.
The procedure for compiling the official instructions by law is not resolved, so the employer independently decides how to design it. In practice, the job instruction can be framed as or as. Similar explanations are contained in.
Sections of the job instruction
Regardless of the process of registration, the job description, as a rule, consists of the following sections:
Section " General provisions»
In the "General" section, specify:
title of position in strict accordance with CO;
requirements for employee;
direct subordination (for example, an accountant is subject to the Direct Accountant directly);
the procedure for appointment and liberation from office;
the presence and composition of subordinates;
replacement procedure (who replaces the employee during his absence and whom he can replace);
the list of documents with which the employee is obliged to be guided in its activities.
Section " Official duties»
In the "Official Responsibilities" section, list all the duties imposed on the employee in accordance with the practice of the distribution of labor functions that prevail in the structural unit. When drafting, you can use, approved, and, approved. They give an exemplary list of duties of various posts.
Section "Rights"
In the section "Rights", we register a list of rights that employee have within the limits of competence in the performance of official duties.
Section "Responsibility"
In the "Responsibility" section, it is customary to specify the types of entrusted responsibility in accordance with the legislation, depending on the official duties of the employee.
If the job instruction is drawn up as an independent document, approve of its head of the organization and familiarize with it by employees taken to the appropriate position, under the signature (, TK RF).
Situation: In what form you need to acquaint employees with job description. The job instruction is framed as an independent document.
There are several options for familiarizing employees with job descriptions. First, you can conduct a special journal of familiarization with the instructions. Secondly, you can attach to the instructions for the review list. And thirdly, the employee can sign on the instructions itself (on both of its copies). To the copy that remains in the organization, suffer a few sheets to familiarize yourself, while crossing them in stamp and signature authorized person (director, head of the personnel department, chief accountant, etc.).
Situation: what to do if an employee refuses to sign approved job descriptions in the new edition
If an employee refuses to sign already approved by the job description in the new edition, make an act for the signature of at least three persons.
Changing the job instruction unilaterally an employer is a special case of changing the conditions of the employment contract, in particular, the employee's labor function (Art., TK RF,). Such a change is possible only with the consent of the employee and requires not only the signing of a new job description, but also to draw up an additional agreement to the employment contract (). To refer to the objective causes of the need to change the job instructions (for example, to change the organizational or technological conditions of labor), the employer is not entitled, since even such reasons do not allow the employee's workflow without its consent ().
To attract an employee to justice for refusing to sign a new job description, the employer is also not entitled, since the duty to acquaint an employee with documents relating to his work is assigned to the employer itself (). The employee's similar duty is obligatory to get acquainted with the employer's documents in the labor code of the Russian Federation does not establish.
In case of refusal to sign a new job description, the employee's responsibility continues to regulate the former job descriptions, an employment contract, as well as local acts with which he is familiar with the signature (). The provisions of the new job description can be applied to new employees after familiarizing them with the instructions for signature.
Nina Kovyzin,
deputy Director of the Department of Education
and personnel resources of the Ministry of Health of Russia
Actual personnel changes
-
Checking from Git are already working on the new regulations. Find out in the journal "Personnel Business", which employers and personnel appeared for the rights from October 22 and for what mistakes will not be able to punish you. -
In the Labor Code, there is no uniform mention. But this optional document is simply necessary for the personnel. In the journal "Personnel" you will find up-to-date instructions for the personnelovik, taking into account the requirements of the professor. -
Check your PVT on relevance. Due to changes in 2019, the provisions of your document may violate the law. If the Git will find outdated wording, it will finish. What are the rules to remove from PVT, and what to add - read in the "Personnel Business" magazine. -
In the journal "Personnel Business" you will find the current plan, how to make a safe vacation schedule for 2020. The article is all innovations in laws and practices that need to be considered. For you - ready-made solutions to situations with which four companies are facing in the preparation of the schedule. -
Get ready, the Ministry of Labor changes the Labor Code again. Total amendments six. Find out how amendments will affect your work and what to do now so that the changes do not find surprise, learn from the article.
Each department solves their tasks. In order for all the company's units to work simply, approve the Regulation on the Department - a convenient regulation that enshrines the functions of the structural unit and the procedure for interaction with other services.
From the article you will learn:
The Regulation on the Department is a local organizational and administrative document, often used in large companies with independent structural units. The development of a regulatory situation for each department allows us to regulate its daily activities, identify the main tasks, outline the internal structure and distribute the zones of responsibility. Such a document can be compiled for each service or laboratory, for individual workshops, sites and bureaus.
At the same time, small businesses with a simple organizational structure and limited number of employees usually do not need to be regulatory acts of this kind. If there is no division on independent structural units (departments, services), then the provisions governing their legal status and establishing the procedure for interaction with other units are not needed. Read more about the rules of labor legislation, designed specifically for small organizations, read in the articles " . What rules for microenterprises will be useful to other companies "and" Checks: Can According to the complaint of the employee? ".
Download documents on the topic
Position of the Department: Structure and Content
In order to competently compile the situation in 2018 on the personnel departments, accounting or any other structural division of the enterprise, we recommend using a convenient template.
The type of section contains the following sections:
- general provisions;
- structure;
- main tasks (mission);
- functions;
- rights and obligations;
- a responsibility;
- relationship with other divisions.
The General Provisions section indicates the full name of the department and the details of the document, on the basis of which it was created, and the procedure for submission is prescribed. Private employees are subject to the head of the department, and the one, in turn, is accountable to the director of the enterprise. In more detail, the structure of the division "folded over the shelves" in the second section of the document: the categories of personnel are allocated, its number is determined.
The section "Tasks", asking the vector of activity of the department, is very important. The employer himself decides how detailed the wording should be. Usually it is only about key areas of activity. For example, if we consider a sample position of the personnel department ( personnel service), the list of tasks should include selection and education of personnel, ensuring employees of rights and guarantees in accordance with current labor legislation and local standards, conducting recruitment, etc.
Order on the approval of the Regulation
The last stage is the statement of the "position" by the head of the organization (of course, in the absence of objections to the proposed project). If the content or execution of the document does not suit the company's management, it goes on refinement.
You can approve a local regulatory act in two ways: to publish a separate order or put the stagnation of "Approving" on the document itself. The employer who has chosen the first method is an order to approve the Regulation on the Department in free form. As a template, you can use a sample order on the approval of the rules of the internal labor regulation or any other regulatory act:
Download V.Doc.
Download V.Doc.
Changes and amendments to local regulations are made as needed. If there is a need to revise the provision, use the recommendations of experts (see Articles "How to Develop and Approve in the organization "," How much time should notify And other personnel issues ").
Regulations on the structural division - the document in which the procedure for creating (education) of the unit is determined; the legal status of the unit in the structure of the organization; structure of the division; tasks, functions, rights and responsibility of the unit; The procedure for the interaction of the division with other structural units of the organization.
Regulation on the structural division
1 OKD code 0211111
2 Number of instances 2 or more
3 format format A4
4. Shelf life constantly
5 Developer Engineer for the Organization of Production Management, personnel specialist
The procedure for the development of this document is similar to the procedure for developing job descriptions. Therefore, in this section, we will restrict ourselves to the consideration of the models of provisions and give recommendations for the development of some sections.
One of the simplest is the layout in which sections are allocated:
1. General Provisions.
2. The main tasks of the division.
3. Functions of the unit.
Also in layouts of the provisions, you can find the following blocks:
1. Organizational division structure.
2. Division rights.
3. Relationships (service links) divisions with other units.
4. Division's responsibility.
Now briefly for each of the sections.
Section 1. "General Provisions"
1.1 Place of division in the management structure of the organization
It is indicated whether the division is independent or included in the other division
1.2 Procedure for the creation, reorganization and liquidation of the division
Determined: who (body or official) creates a division, which documents; Who decides on the reorganization or liquidation of the division
1.3 Subordination
It is indicated who from the leadership (the head of the organization or his deputies, other managers) is subject to an independent division. Subordination is determined by the structure of the organization's structure
1.4 Guide to the division
1.5 Fundamental Organizational and Legal Documents Guided by the Division in its activities
It is indicated which official leads the activities of the division, in which order is appointed to position and exemption from office, qualification requirements for it
1.6 Planning of the Division
It is indicated by what plans are the work of the division
1.7 Forms of reporting on the activities of the division
Here you can specify, in what order the division is reported: represents a written report once a month (quarter, year); The head of the Organization hears the report of the head of the division; Other forms
1.8 Explanations of the Terminals used
Are given if the units perform specific functions and are characterized by special terminology
Section 2. "The main tasks of the division". The main tasks of the division are usually determined on the basis of the distribution matrix of control functions. If the organization costs without it, you can take the provisions of the qualifying reference book of managers, specialists and other employees. If the unit includes structural units, then the breakdown of tasks is recommended to be carried out in the same directions.
Section 3. "Unit" functions. When developing this section, the control matrix of control functions is also used. If there is no one, then you can use the qualifying directory of managers, specialists and other employees - "withdraw" functions from the official duties of managers of the relevant units. It will help to determine the functions of the structural unit and GOST 24.525.5-81 "Management of the Production Association and Industrial Enterprise. Resource management. Basic provisions "*.
* M.: Gosstandart of the USSR, 1981.
The structure of the section "Unit functions" can be represented as text or tables, schemes. For example, for the Regulation on the Legal Department:
III. Functions
Name function
Title of the document
Determination of forms of contractual relations
Schemes of contractual relations
Preparation of project projects
1. Projects of contracts
2. Preliminary agreements
Coordination of draft contracts with counterparties
1. Protocols of disagreements
2. Protocols matching disagreements
Table form is convenient. The difficulty is only that the document is the result of not any function, therefore, in front of the individual functions will be affixed.
In order for the same functions to be duplicated in the positions of different units, you can use a method that is used in the development of job descriptions (see recommendations on the development of the "Official Responsibilities" section of the job instruction in paragraph 3.1 of paragraph 3 of this chapter - p. 61 ). But, in principle, the use of the distribution matrix of the control functions should exclude duplication.
Section 4. "Organizational structure of the unit". The name of this section may be different, for example, "Structure" or "Structure and Station Number".
Proposals for the structure of the unit are developed by the head of the department together with the department of organization and remuneration. As the division activity, the structure may vary.
The structure of the unit can be brought by a simple listing, for example: "The personnel department includes: the reception sector, the dismissal sector, the metering sector, the consulting sector of workers. The structure can be represented as a scheme, for example:
HUMAN RESOURCES DEPARTMENT
Bureau (sector, group)
Bureau (sector, group) accounting
The scheme may also be more complex - reflect the relationship between the structural units included in the division.
In the section "Structure", it is also necessary to determine the procedure for approving the provisions on structural unit units.
In small organizations, the divisions may not be structured into smaller units. In this case, groups of specialists who perform work in individual areas are indicated, or in general, individual specialists, and also determined, in what order approved job descriptions of the department of units.
This section also indicates the staff number of the division. It can be caused in the very position or decorated with a separate application.
Section 5. "Division's rights". Before developing this section, we recommend paying attention to the procedure for developing the "Rights" section of job descriptions (see paragraph 3.1 of paragraph 3 of this chapter - p. 66). Unlike the official instructions, the Regulations on the division gives the rights of not a separate employee, but all the division. If there is a desire, you can "paint" the rights of employees. But it is best to give a common list of rights and a separate unit to master the rights of the head for the head of the division and its employees. Having endowed the last rights, preference should be given to functional rights, since it has the same work as far as the employees of the division.
Let us give a very general example of the "Rights" section of the Personnel Department:
1.1. Control on issues within the competence of the department, the activities of the structural divisions of the organization and individual specialists.
1.2. Request from structural units information, documentation and materials necessary to address issues related to the implementation of the tasks assigned to the Division.
1.3. Invite representatives of third-party organizations to address issues within the competence of the department.
1.4. Deputy general Director Personnel for consideration by the Director General of the proposal on the issues included in the competence of the department.
3. The Head of the Department has a personal right:
3.1. Participate in the selection of employees of the department for vacancies.
3.3. Representing the interests of the Organization on the selection of personnel in employment services, recruitment agencies by proxy.
3.4. Participate in the preparation and coordination of plans for the organization related to personnel.
3.6. In coordination with the Deputy General Director for Personnel, to attract experts, specialists in the field of personnel management of third-party organizations for consultation, preparation of conclusions, recommendations and proposals.
5. Employees of the department are endowed:
5.2. Require officials of the organization of observance of labor legislation, eliminating violations of labor legislation.
When developing this section, you should use the recommendations given in paragraph 3.1 " Official instructions»This book, as well as analyze the following options for provisions.
Section 6. "Relationships (Service Communications) of the Division". All recommendations for the preparation of the same name of the same name, but only job descriptions are given in paragraph 3.1 "job descriptions" of this book. One should only pay attention to the fact that "signs" the interaction of units, not individual workers. Therefore, first of all, it is necessary to focus on official ties between the heads of various divisions, and in the second (if there is a need for this) - on coordination of official relations between ordinary employees of units (i.e., it is necessary to receive consent to the head of his department whether to coordinate their actions with the head of another unit before interacting with his employees).
Methods of registration (text, schemes, tables, etc.) may be the same as "job descriptions" of this reference book specified in paragraph 3.1.
Section 7. "Division's Responsibility". The procedure for the development of this provision block is also largely similar to the procedure for compiling the "Responsibility" section of the Officer's instruction (see paragraph 3.1 of paragraph 3 of this chapter - p. 69). Meanwhile, there are also features. So, it is desirable in the position, along with the responsibility of the entire unit, to allocate the responsibility of his leader, since, as a general rule, he is guided by the situation in its activities and in most organizations, official instructions are not developed on it.
You can share responsibility on personal (for example, the head of the department) and collective (division workers).
If the developer is not in sufficiently listed partitions, we recommend the following structure of the text of the divisions of the divisions:
Option 1
1. General Provisions.
2. Basic tasks.
3. Structure and regular number.
5. Guide (management).
6. Funds.
7. Control, checking and auditing activities.
8. Change, termination of activities.
Option 2.
1. General Provisions.
2. Basic goals and objectives.
3. Functions.
4. Rights and obligations.
5. Interaction.
6. Responsibility.
7. Encouragement.
8. Property and funds.
9. Organization of activities.
10. Labor relationship.
11. Structure and regular number.
Regulations on structural divisions are compiled by the department of organization and wages or laboratory (bureau) on the organization of labor. If there are no such units - you can consolidate this feature for the legal department or the personnel department. Development can be entrusted with individual specialists, such as a production management engineer.
General control and management of development provisions on structural divisions is carried out by the Deputy Head of the Human Resources Organization.
The position on the structural unit must contain the following details:
1. Name of the organization.
2. Name of the document.
3. date and number.
4. Title to the text (the name of the structural unit).
5. Foreign approval.
7. Signature of the developer.
8. Approval visas (if the situation is subject to external coordination, then the harrity of the coordination).
The list of persons who must put their visas are usually determined by the head of the organization in accordance with the order on the distribution of responsibilities, as well as on the operation of the operaogram. In order to avoid inaccuracies and duplication of individual functions, service relationships, and accordingly, the subsequent differences between the heads of various divisions are practiced to visiting the position of a particular division by the heads of those units with which it interacts. If the number of visas is over 3, then they are issued on a separate page or in the form of a separate "sheet of approvals".
A number of organizations provide for the visiting provisions on divisions by the head of the legal department or a lawyer of the Organization.
Approves the provisions on the structural divisions of the head of the organization. The right of approval can be endowed with other senior workers (for example, deputy head of the organization, providing the activities of divisions groups).
The provision must be familiarized by the employees of the division. This may be a graph about acquaintance or a graph about bringing the position to the attention of employees. At the same time, the signatures are affiliated in the order of seniority (first the head of the unit, then all the others). To fix familiarization with the position, the method specified for job descriptions can also be used and the compilation of the review list.
The basis for making changes to the Regular Division is the order of the Head of the Organization. The order and methods of its design are similar to the procedure for issuing an order to make changes to the job description. However, it should be borne in mind that the introduction of changes to the Regular Division may, and in some cases there should be a revision of the official instructions of the employees of this unit.
In order to show different models of the provisions below, the samples below are designed for one department - the personnel department. Samples of positions on other divisions (over 60) are given in the practical manual "Frames of the enterprise. 60 samples of regulations on the departments and services "*.
* Shchur D.L., Trukhanovich L.V. Cadres of the enterprise. 60 samples of the provisions on the departments and services: a practical manual. 2nd ed. - Pererab. and add. - M.: Publishing House "Case and Service", 2002.
Sample position
(option 1)
CJSC "Alcotreed"
Approve
(name of company)
CEO
POSITION
O. A. Onufriev
(signature)
(full name)
About the department of personnel
(Division name)
1. General Provisions
1.1. The personnel department is an independent structural division of the organization subordinates directly to its leader.
1.2. The personnel department heads the head.
1.3. The appointment and liberation of the head of the personnel department is carried out by the order of the Director-General.
2. The main tasks of the personnel department
2.1. Organization and work on the selection, arrangement and education of personnel.
2.2. Studying the qualities of workers in their practical activity.
2.3. Creating a reserve of personnel to nominate leaders and materially responsible positions.
2.4. Organization of all types of accounting and reporting on personnel.
3. Frame functions
Human Resources Department:
3.1. Develops proposals on the nomenclature of the posts of employees appointed and liberated by the Director General.
3.2. Together with the heads of interested units, employees select and makes appropriate proposals for their appointment to these posts, issues the documentation necessary for this.
3.3. Together with the heads of units, the business and moral qualities of workers in the process of their practical activity and makes proposals for the movement and extension of employees.
3.4. Provides certification of employees, maintains constant monitoring of the implementation of the recommendations of the Attestation Commission.
3.5. In accordance with the requirements of labor legislation, with the participation of departments, proposals make proposals on the release and movement of employees and makes the necessary design.
3.6. Given the development of the organization, the need for specialists and employees of mass professions is determined by the sources of staff replenishment.
3.7. Takes steps to the device of young professionals and ensures their correct use.
3.8. Considers the complaints and statements of employees on reception, displacement and dismissal issues, violation of labor legislation, makes proposals for the resolution of these complaints.
3.9. He accounts for accounting employees of the organization, in the prescribed manner arranges and keeps their personal affairs and other personnel documents.
3.10. Produces reception, filling, storage and issuing workbooks.
3.11. Carries out control over the timely provision of regular holidays to employees.
3.12. Together with the Legal Department controls the correctness of the organization and applying material responsibility to employees of the organization.
3.13. Together with other divisions, offers and prepares the appropriate documentation on awarding workers and other incentives.
3.14. Makes reporting on frames for approved forms.
3.15. On behalf of the Organization, it is representatives on the issues of working with personnel in state and municipal bodies, organizations, enterprises and institutions.
The personnel department within its competence is entitled:
4.1. Request in the structural divisions the necessary data on employees, and when admission to work and movements of workers, the opinion of the heads of the relevant structural units.
4.2. Require when applying for work and in other established cases of submission of relevant documents and materials (labor books, copies of diplomas about education, etc.).
4.3. Control in structural divisions compliance with labor legislation workers, as well as the procedure for providing established benefits and advantages.
4.5. Make the management of the organization's proposals on working with personnel, including the improvement of workers' work.
5. Guide
5.1. Manages the work of the department head of the personnel department.
5.2. Head of Personnel:
Organizes the work of the department;
Takes measures to improve the work of the department;
Provides interaction with other structural units.
5.3. The head of personnel department is personally responsible for the implementation of the tasks assigned to the Division.
5.4. Official duties, rights and responsibilities of personnel employees are established by job descriptions.
I. M. Sverdlov
(signature)
(full name)
Head of the legal department
K. V. Almenov
(signature)
(full name)
With the position acquainted
Head of Personnel Department
VC. Smirnova
(position)
(signature)
(full name)
(position*)
(signature)
(full name)
Sample position
(option 2)
CJSC "Alcotreed"
Approve
(name of company)
CEO
(Director; Deputy Director for Human Resources; other official authorized to approve the job description)
POSITION
O. A. Onufriev
(signature)
(full name)
About the department of personnel
(Division name)
I. General provisions
1. The personnel department is an independent structural division of the organization.
2. The department is created and liquidated by the order of the Director-General.
3. The department obeys directly to the Director-General *.
* May also be subject to the Deputy Director General for Human Resources.
4. The department heads the head * appointed by the order of the Director General.
* The head of the personnel department can be deputy director of personnel.
5. The Head of the Department should have a vocational education and work experience in organizing personnel management on engineering and leadership positions for at least 5 years.
6. In its activities, the department is guided:
6.1. Constitution of the Russian Federation.
6.2. Labor Code of the Russian Federation and other regulatory legal acts containing labor law norms.
6.3. Charter.
6.4. Regulations on staff.
6.5. This Regulation.
7. The work of the department is conducted on annual and quarterly plans.
8. Head of the Department once a quarter * represents the Director-General Report on the work of the department.
* Another regularity may be indicated.
II. Structure
1. The structure and staffing of the department approves the Director-General based on the conditions and features of the organization's activities, on the submission of the head of the personnel department and in coordination with the department of organization and remuneration.
2. The personnel department has in its composition structural units (groups, sectors, bureaus, sites, etc.) according to the following scheme *.
* In the composition of the personnel department, other structural units, for example, the Bureau (Sector) on the design of pensions, on controlling the state of labor discipline, etc., may be formed.
HUMAN RESOURCES DEPARTMENT
Bureau (sector, group)
Bureau (sector, group) dismissal
Bureau (sector, group) accounting
Bureau (Sector, Group) Consulting employees
3. Distribution of duties between employees of the Bureau (Sectors, Groups) is made by the head of the personnel department.
4. The main specialists (executives) of the Bureau (Sectors, Groups, etc.) as part of the personnel department, other employees of the department are appointed and exempt from posts by order of the Director-General for the submission of the personnel department.
5. Employees of the department in their activities are guided by job descriptions.
III. Tasks
1. Selection, arrangement and education of frames.
2. The study of business and moral qualities of workers in their practical activity.
3. Accounting frames.
4. Ensuring the rights, benefits and guarantees of employees of the organization.
5. Control over the state of labor discipline in the organization.
IV. Functions
1. Development of personnel policy and organization strategy.
2. Development of forecasts, determining the current need for personnel and sources of its satisfaction based on the study of the labor market.
3. Ensuring the organization of employees, employees and specialists of the required professions, specialties and qualifications in accordance with the objectives, strategy and profile of the Organization, changing the external and internal conditions of its activities.
4. Formation and maintenance of the data bank on the quantitative and qualitative composition of personnel.
5. Selection and selection of employees in conjunction with the leaders of interested units and making appropriate proposals for their appointment to these posts, registration of orders for employment and other necessary documentation.
6. Development of proposals for admission to the competition in accordance with the procedure established by the legislation, the preparation and organization of the work of the Competition Commission.
7. Informing employees of the organization about available vacancies; Use of media for hiring workers.
8. Establishing direct links with educational institutions and employment services.
9. Registration of reception, translation and dismissal of workers in accordance with labor law, regulations, instructions and orders of the Director-General.
10. Accounting for personnel.
11. Issuing certificates of the present and past work activities of employees.
12. Reception, filling, storage and issuance of labor books.
13. Maintaining established personnel documentation.
14. Preparation of materials for the presentation of personnel to promotions.
15. Preparation of materials on attracting workers to material and disciplinary responsibility.
16. Personnel layout based on the assessment of their qualifications, personal and business qualities.
17. Control over the correctness of the placement of workers and the use of their labor in the structural divisions of the organization.
18. The study of the professional, business and moral qualities of workers in the process of their work activity.
19. Organization of certification of employees of the organization, its methodical and information support, participation in the analysis of the results of certification, the implementation of continuous monitoring of the implementation of the decision-making of the attestation commission.
20. Preparation of relevant pension insurance documents and submit them to social security bodies.
21. Issuing certificates of work in the organization held by the post and size of wages.
22. Ensuring social guarantees of workers in the field of employment, compliance with the procedure for employment and retraining of election workers, providing them with established benefits and compensation.
23. Drawing up the schedule of vacations, accounting for the use of vacation workers, the design of regular holidays in accordance with the approved schedule and additional leave.
24. Registration and accounting of travel.
25. Tabel account.
26. Control over the state of labor discipline in the divisions of the organization and in compliance with the employees of the internal regulations.
27. Analysis of frame flow.
28. Development of measures to strengthen labor discipline, reduction of personnel turnover, loss of working time, control over their implementation.
29. Consideration of complaints and applications for employees on reception, displacement and dismissal issues, violations of labor legislation.
30. Taking measures to identify and eliminate the reasons that generate complaints of employees.
1. The personnel department for performing functions assigned to it is given right:
1.1. Control in structural divisions compliance with labor legislation workers established by the procedure for providing benefits and advantages.
1.2. Request in structural divisions the necessary data on employees, and when admission to work and movements of employees - the opinion of the heads of the relevant structural units.
1.4. To give the managers of structural divisions of mandatory instructions on issues related to the competence of the department
1.5. To conduct correspondence on the selection of personnel, as well as on other issues within the competence of the department and not requiring agreement with the Director General.
2. The rights granted by the Department implements the head of the department, as well as the department employees in accordance with the required job descriptions of the distribution of responsibilities.
3. The head of the personnel department is endowed with the following rights:
3.1. Subject to the Director General of the proposal on issues included in the competence of the department.
3.2. Make proposals on the activities of other divisions of the organization.
3.3. To reflect on the established procedure on behalf of the Organization on issues related to the competence of the department in relations with state and municipal bodies, as well as other enterprises, organizations, institutions, including agencies for hiring and employment services.
3.4. Participate in the preparation and coordination of organization plans in terms of personnel.
3.5. Give subordinate instructions of instructions, mandatory for execution.
3.6. In coordination with the Director General, to attract experts from third-party organizations, specialists in the field of personnel management for consultations, preparation of conclusions, recommendations and proposals.
3.7. Dispose of dedicated labor, material, financial and technical resources and distribute them between structural units.
4. Head of the personnel department signs (embarks) documents related to the selection and personnel movement, accounting forms.
5. Employees of the personnel department are endowed:
5.1. Attending the organization's divisions to control the state of labor discipline, compliance with the labor rights of employees.
5.2. Require officials of the organization of compliance with labor legislation.
5.3. Set deadlines and control the execution of requirements.
5.4. In identifying violations of labor laws, report acts, reports, reports and submit them to the legal department for legal analysis and the subsequent transfer to the Director-General to bring those responsible to justice.
5.5. To be present at meetings and participate in the discussion of the issues within the competence of the department.
Vi. Relationships (Service Communications)
To fulfill the functions and realization of the rights, the personnel department interacts with the divisions of the organization according to the following scheme:
Name division
Documents and information
Gets
Provides (sends)
All structural units
Applications for workers and employees
Decisions on the promotion of workers
Presentations on encouragement
Extracts from orders (copies of orders) for personnel (at the request of managers of units)
Characteristics on employees
Approved vacation schedule
Materials for attracting workers to disciplinary and material responsibility
Copies of orders for the promotion of workers, on the imposition of disciplinary penalties
Explanatory notes from labor and production discipline violators
Prescriptions to eliminate violations of labor legislation
Projects of vacation schedules for divisions
Decisions of the Attestation Commission
Materials on commander
Copies of orders for commodity
Home Accounting
Payroll certificates for pensions
Materials for issuing certificates to workers about work in the organization, held position and salary
Projects of orders for the reception, dismissal and movement of financially responsible persons
Information about financially responsible persons
Projects of Treaties on Material Responsibility
Working time accounting table
Vacation schedule
Temporary disability sheets for payment
Certificates about changing the name of the employee
Orders for travel, other documents for travelery payments
Executive sheets from ships for retention from employee wages
Department of organization and remuneration
Regular schedule
Information about the reception, movement and dismissal of workers
Schemes of job salary, surcharge, wage allowances
Information about the list of employees
Labor standards
Personnel flow certificates
Regulations on staff
Reports, statement about the status of labor discipline
Regulations on the material and moral promotion of workers
Regulation on disciplinary responsibility
Regulations on structural divisions of the organization
Calculations of wage and personnel rates
Calculations of the need for workers and employees
Department of Training Personnel
Graphs Direction of managers and employees in educational institutions to improve the qualifications
Calculating the need for qualified personnel
Preparation plans, personnel retraining, advanced training
Information about the qualitative composition of workers and employees
Information about student performance and learning time
Lists of workers
Results of final exams, qualifying samples, competitions of professional skills
Projects of employment contracts with teachers and instructors
Offers for the composition of attestation commissions
Information about candidates for teachers and instructors
Legal department
Information about changes in labor legislation, social security legislation
Projects of employment contracts with senior employees of the organization
Regulatory legal acts
Applications for finding the necessary regulatory legal acts of explanation of current legislation
Explanations of the current labor legislation and the procedure for its application
Orders for sight
VII. A responsibility
1. The responsibility for the proper and timely execution of the functions provided for in this Regulation is borne by the head of the personnel department.
2. The head of the personnel department is involved responsible for:
2.1. Inappropriate organization of the activities of the department for the implementation of tasks and functions assigned to the department.
2.2. Late and poor-quality preparation of documents.
2.3. Inappropriate maintenance of office work in accordance with applicable rules and instructions.
2.4. Providing unreliable information on issues included in its competence.
2.5. Non-compliance with employees of the department of labor and production discipline.
2.6. Unclutting measures to eliminate large-scale disorders of labor discipline in the organization.
2.7. The absence of the safety of the property located in the department and non-compliance with the rules of fire safety.
2.8. The inconsistency of the current legislation of the viced (subscribed) projects of orders, instructions, regulations, regulations and other documents.
2.9. Irrational use of labor and material resources.
3. The head of the personnel department for committing offenses in the process of its activities is involved in the manner prescribed by labor, administrative, criminal law.
4. Employees of the personnel department in assessing the business qualities of employees of the organization are obliged to proceed only from officially received data and materials and not have the right to disclose the available data on the personal lives of workers.
5. The responsibility of employees of the personnel department is established by their job descriptions.
Head of the department of organization and remuneration
I. M. Sverdlov
(signature)
(full name)
* Visas of the heads of structural units with which the department interacts, other officials.
Head of the legal department
K. V. Almenov
(signature)
(full name)
With the position acquainted
Head of Personnel Department
VC. Smirnova
(position)
(signature)
(full name)
(position*)
(signature)
(full name)
* Posts, signatures of other employees of the personnel department, reference dates.
Sample position
(option 3)
CJSC "Alcotreed"
Approve
(name of company)
CEO
(Director; Deputy Director for Human Resources; other official authorized to approve the job description)
POSITION
O. A. Onufriev
(signature)
(full name)
About the department of personnel
(Division name)
1. General Provisions
1.1. The present position determines the main tasks, functions, rights and responsibility of the personnel of the closed joint-stock company "Alcotreed" (hereinafter - the joint-stock company).
1.2. The personnel department in its activities is guided by labor legislation Russian Federation, The charter of the joint-stock company, the provision of personnel, the rules and standards of documentation management of management, other regulatory legal and regulatory and methodological documents on personnel work.
1.3. The personnel department is an independent structural division of the joint-stock company and is subject to the Director-General.
1.4. The staff number and structure of the department are determined by the Director General of the Joint Stock Company.
1.5. This provision determines the procedure for holding work on the selection, placement and education of personnel, personnel accounting, management of labor discipline in a joint-stock company.
1.6. The direct leadership of the department is carried out by the head of the personnel department, for the position of whom the order of the Director-General appoints a person with a higher professional education and work experience in organizing personnel management on engineering and technical positions for at least 5 years.
1.7. For the period of absence of the head of the department (vacation, travel, illness, etc.), his duties are assigned to the senior personnel engineer who acquires relevant rights and is responsible for non-fulfillment of responsibilities.
2. Basic goals and objectives of the department
2.1. The main purpose of creating a personnel department is the implementation of personnel policies in a joint-stock company.
2.2. The main tasks of the department are:
Selection, alignment and education of personnel;
Registration and accounting of personnel;
Ensuring the rights, benefits and guarantees of employees of the joint stock company;
Control over the state of labor discipline in a joint-stock company.
3. Functions department
To solve the tasks, the personnel department performs the following functions:
3.1. Develops a personnel policy, as well as a set of measures to implement it.
3.2. Makes the calculations of the need for personnel and determines the sources of its satisfaction based on the study of the labor market.
3.3. Provides a joint-stock company with workers and employees of the required professions, specialties and qualifications in accordance with the objectives, strategy and the subject of the joint-stock company.
3.4. Forms and leads a data bank on the quantitative and qualitative composition of personnel.
3.5. Together with the heads of structural divisions, the selection and selection of employees also contributes to their appointment.
3.6. Informs employees of the joint-stock company about vacancies available.
3.7. Sets links with educational institutions, employment services, personnel agencies for staff selection, as well as media for the placement of ads for hiring employees.
3.8. Receives reception, translation and dismissal of workers in accordance with labor legislation, regulations, instructions and orders of the Director General of the joint-stock company.
3.9. Heads accounting for personnel, established personnel documentation.
3.10. Issues certificates about the employment of employees held by the post and the amount of wages.
3.11. Adding, filling, storing and issuing labor books.
3.12. Prepares materials for the presentation of workers to promotions, to attract workers to material and disciplinary responsibility.
3.13. Together with the heads of structural divisions, the personnel is aligned on the basis of their qualifications, personal and business qualifications.
3.14. Organizes the certification of employees of the joint-stock company, its methodical and informational support.
3.15. Analyzes the results of certification.
3.16. Organizes in accordance with regulatory legal and methodological documents of inspection in the divisions of the joint-stock company:
Compliance with the correctness of labor utilization in the structural divisions;
State of labor discipline;
Execution of solutions of the attestation commission.
3.17. Carries out accounting and analysis of the results of inspections and, if necessary, the intervention of the Director-General informs it about the existing violations and how to eliminate them.
3.18. Prepares documents for registration of pensions and presents them into social security bodies.
3.19. Provides social guarantees of employees in the field of employment, compliance with the procedure for employment and retraining the released employees, providing them with established benefits and compensation.
3.20. It is a vacation schedule, keeps accounting for use by vacation workers, make up vacation in accordance with the approved schedule.
3.21. Regulates business trips and keeps accounting travel.
3.22. Provides service accounting.
3.23. Develops measures to strengthen labor discipline, reduce the flow of personnel, loss of working time, monitors their implementation.
3.24. Considers complaints and statements by employees on reception, displacement and dismissal issues, violation of labor legislation.
3.25. Takes measures to identify and eliminate the reasons that generate complaints of employees.
4. Rights of the department
4.1. The personnel department has the right to:
In the structural divisions, the necessary data on employees in the structural divisions, and when admission to work and movements of employees - the opinion of the heads of the relevant structural units;
Carry out control over the activities of any structural division of the joint-stock company for compliance with labor legislation, the rules of the internal labor regulation, as well as on other issues within its competence;
Participate in the work of commissions, on which personnel issues are considered, as well as hold meetings on issues within the competence of the department;
Subject to the leadership of the joint-stock company proposals, acts, conclusions on the involvement of heads of structural units for the violation of labor legislation allowed by them.
4.2. The specific rights of the head of the department and department employees are established by job descriptions.
5. Responsibility
5.1. The personnel department is collective responsibility for:
The quality and timeliness of the tasks and functions assigned to the department, as well as for the full implementation of the rights provided by the Department;
Compliance with the requirements of labor legislation;
The correctness, completeness and quality of activities for the implementation of personnel policies in the joint-stock company.
5.2. Individual (Personal) The responsibility of the department's employees is established by job descriptions.
6. Interaction
6.1. The personnel department performs its functions in close contact with all structural divisions of the joint-stock company on personnel alignment, execution of personnel documentation, applying to employees of encouraging measures and recovery, certification, vacation design, and observance of labor discipline.
6.2. To fulfill its functions and the implementation of the rights provided, the personnel department interacts:
With the main accounting of information on the exchange of information: the wages of workers; standard numbers; accounting work time; financial support for vacations, business trips, dismissal; other objects and subjects;
With the department of organization and remuneration on information exchange issues: on the management structure; staff schedule; schemes of job salary; payroll calculations; labor standards; calculations of the need for personnel; reception, movement and dismissal of workers; fluidity personnel; other objects and subjects;
With the training department for information exchange: on qualified personnel needs for individual posts, specialties, profession; qualitative composition of employees; the order of the direction of management workers and specialists in educational institutions to improve the qualifications; plans for holding activities; information about student performance and learning timing; the results of the final exams, qualification samples, competitions of professional skills; composition of attestation commissions; other objects and subjects;
With the economic department of office equipment, office supplies, as well as on repairs in premises enshrined at the personnel department.
6.3. Interaction with the structural divisions of the joint stock company should not be extinguished beyond the competence of the personnel department, as well as lead to the fulfillment of personnel functions by other divisions.
7. Material and technical support
7.1. The material and technical basis of the department's activities are the premises, furniture, office equipment, computing, software, Documents necessary to perform the tasks assigned to the task.
7.2. Employees of the department are individual and collective responsibility for the safety of property and funds enshrined at the Department.
8. Organization of work
8.1. The work of the personnel department is carried out in accordance with the approved plans.
8.2. Department's plans are compiled by the head of the department.
8.3. Instructions of the department of the department are mandatory for subordinate workers.
8.4. Department employees perform the functions assigned to the department. Require employees of the fulfillment of duties not specified in the employment contract and not defined in job descriptions is prohibited.
8.5. For high-quality and complete performance of functions in the department, groups of workers responsible for the following directions are created:
2) dismissal;
3) travel, vacation, business trips;
4) study and evaluation of personnel;
5) the state of labor discipline;
6) Registration of pensions.
8.6. The staff number of the department is 12 people.
9. Change
Changes and additions to this Regulation are coordinated with the head of the personnel department and are submitted to the situation on the basis of the order of the Director General.
Application:
1. Plans of the premises, a list of logistical
2. Official instructions of the department of department (12 pcs.).
Head of the department of organization and remuneration
I. M. Sverdlov
(signature)
(full name)
* Visas of the heads of structural units with which the department interacts, other officials.
Head of the legal department
K. V. Almenov
(signature)
(full name)
With the position acquainted
Head of Personnel Department
VC. Smirnova
(position)
(signature)
(full name)
(position*)
(signature)
(full name)
* Posts, signatures of other employees of the personnel department, reference dates
Shchur D.L., Trukhanovich L.V.
- Personnel office work
Keywords:
1 -1
In any organization, whether it is a budgetary or commercial structure, a question of delimitation of liability is often raised not only between employees, but also between the structural links. The Regulation on the department responds to the question of why this unit has been formed in the company, what is his goals, tasks, rights. This allows you to organize the work of the entire enterprise, resolve emerging disagreements, to determine responsibility.
About Regulation
What is the purpose of creating provisions on the departments of the enterprise? The main task of this document is to mostly describe the department (services, sectors) in the company, as well as its composition, status and procedure for interaction with external and internal counterparties.
Thanks to a clearly stated description of the goals, employees are much better understood by the company's strategy, the contribution of its structural unit into common achievements.
The Regulation on the department has the status of an organizational and legal document. Its main role is that along with the structure and staffing, it regulates the completeness of the functions, the priority of issues, the area of \u200b\u200bresponsibility, the procedure for managing the division in the company. For example, the position of the personnel department describes how it is responsible for what tasks for working with the personnel, who can occupy the position of the manager, which rights are endowed with the boss and so on.
How to create a position?
If there are many structural units in the company, then it is recommended to develop a template. A typical document will serve as a basis for writing other documents. For example, you can first create provisions on the administration departments, and by coordinating their structure and design, proceed to the creation of similar documents on other divisions and branches.
Typical position of the department The position can be used as a standard by laying into it. proper design. In this case, all locally normative acts will be made in a single corporate style. This technique is quite often used in work, especially if there are many structural links in the enterprise, territorial disunity. In addition, the creation of provisions on the type-based division will take much less time.
Registration
The development of the document should be held in accordance with the State Standard 6.30-2003. For budget and municipal enterprises, this requirement is required, and for commercial companies at will. However, it is recommended to use the specified GOST when creating documents of an organizational and administrative nature.
The text is placed on the enterprise form, while it must contain parameters:
- Document type.
- Date and number.
- Place of compilation.
In addition, several officials in the organization are usually involved in the adoption of organizational and legal documents in the organization, so it is necessarily assigned a place for the grid of approval and signatures.
Main blocks
In the Regulations on the structural divisions, there are no rigidly fixed sections, but based on the purposes of the document, the following parts include it:
- General.
- Functions.
- Tasks.
- Structure.
- A responsibility.
- Interaction.
In the first section, you need to reflect full and, if there is an abbreviated name of the unit. It is listed here who is entitled to create and eliminate the department, which legal and local regulations is guided in its work. Reflects the procedure for appointing managers of a structural unit and exemption from work.
Specific job names within the framework of tasks are listed in terms of document called "Functions". This section gives a description in the form of working operations. production process Department. For example, a position on the personnel department in terms of functions will contain such a wording "provides issuance of payroll certificates" and so on.
In the third block, only major tasks of the department, which he solves within its direction of activity, is listed.
The "Structure" section reflects the department in the company, subordination. This is especially important when the company has a branched device with branches and separate divisions.
In the fourth block of the document, borders are defined, within which the department is invalid responsibility for their actions. It can be a disciplinary, criminal, administrative. Accordingly, describes the degree of guilt of the head of this structural unit.
It is very important to clarify in the fifth section of the provisions with whom in what cases and for what issues the interaction of the department is being interacted. Thus, the structural units bind reporting, information flows.
In addition to the listed blocks, the enterprises have the right to complement the document by other required sections of information.
The Regulation on the Department is an important document that instills the right understanding of the goals and objectives, introduces the clear order of work, determines the responsibility.
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