Currently, probably, no profession has such a range of names as the profession of a personnel officer. In the Unified Qualification Directory you can find seventeen positions that are in one way or another related to personnel work. This circumstance makes us think about the differences between these positions and the functional load of each of them. Particularly relevant and acute today is the question of what an ordinary personnel inspector should write down for himself in his job description. We will try to consider the responsibilities of this employee in as much detail as possible.

Importance of HR Department

Many organizational leaders still believe that the purpose of the HR department is narrowly focused, related only to office work. However, today our country, following the West, has embarked on the transformation of the personnel service into a unit involved in the management of labor resources, because it is the personnel officer who is the most important link between the employee and the employer.

Currently, a personnel specialist is primarily a manager, the same can be said about a position such as a personnel inspector, whose responsibilities today often include not only processing and maintaining documentation. This is especially true for small companies, where the HR inspector may be responsible for personnel selection, training and many other functions.

Number of personnel

The names and number of divisions of the personnel management service depend on the size of the enterprise, its traditions and the specifics of its activities. This should take into account the size of the organization, the direction of the business, the strategic goals of the enterprise, the stage of its development, the number of employees and priority tasks in working with personnel.

In large organizations, the HR department may include several departments. For example, the payroll department, employment department, training and development department, office management and accounting department. In small organizations, all functions of the personnel service can be performed by only one specialist - a personnel inspector, whose duties in fact should include a minimum list of functions: personnel records management and personnel selection.

Service specialists

HR departments or services are usually headed by a middle manager: the head of a service or department, who reports to the HR director. Departments can be divided into smaller units - groups or sectors, headed by managers who report to service heads.

In medium-sized enterprises (100-1000 employees), the organization of the personnel service most often involves the presence of the following employees:

• records management specialist;
• labor law specialist;
• recruitment specialist;
• development and training manager,
• trainer or training manager;
• benefits and compensation manager;
• corporate events manager.

In smaller organizations (number of employees up to 100 people), almost all functions of these employees are the job responsibilities of a personnel inspector.

Requirements for a personnel officer

Of course, all of the above positions cannot be combined by a single specialist - a human resources department inspector. The responsibilities of this employee are primarily related to personnel records management. Therefore, when hiring, relatively low professional requirements are imposed on a potential candidate for this position.

The qualification directory informs that a personnel inspector must have a specialized secondary education (his work experience does not matter) or secondary education (special training and professional experience of at least three years are required).

HR inspector: responsibilities

So, the functions of this specialist are as follows:

• maintaining records of the personnel of the enterprise;
• registration of various personnel transactions (reception, transfer, dismissal);
• registration and maintenance of personal files of employees, making changes to them;
• accounting, storage and filling out work books;
• accounting of work experience;
• preparation of certificates of employees’ work activities (past and present);
• registration of pension insurance cards and other documents necessary for assigning pensions to employees and their families, compensation and benefits;
• accounting for the provision of vacations, monitoring how vacation schedules are drawn up and observed.

Recruitment

The responsibilities of a human resources inspector often include recruiting personnel for vacant positions. This work is related to the placement of information in various sources about the available vacancy, including cooperation on this issue with the employment service, appointment and interviews with an explanation to the applicant of the nature of the vacancy, working conditions and salary level, determining the general level of the applicant for the vacant position , his experience and degree of professionalism.

Often, the job responsibilities of a personnel department inspector involve conducting competitive selections among specialists applying for a vacant position. The personnel officer develops recruitment measures and monitors the passage of future employees through the tests established when concluding an employment contract with them.

Additional functional responsibilities of the HR inspector

There are some additional functions that are most often classified as HR work. What other tasks should the HR inspector solve? Responsibilities may include:

• preparing the necessary materials for certification, qualification, and competition commissions, nominating employees for awards and incentives;
• studying the reasons why staff turnover occurs, developing and implementing measures to reduce it;
• preparing documents for filing in the archives;
• control over labor discipline;
• organization of advanced training and professional retraining;
• organizing examinations to confirm qualifications;
• development of a system for assessing the personal and business qualities of employees, motivating them for career growth;
• registration of service certificates and their issuance;
• formation and effective use of personnel reserve.

Military registration

Many employers believe that the functional responsibilities of a personnel department inspector include military registration of enterprise employees. According to Decree of the Government of the Russian Federation No. 719 of November 27, 2006 “On approval of the Regulations on military registration”, the number of employees carrying out this activity must be directly proportional to the number of employees subject to registration.

In particular, in an enterprise where there are less than five hundred citizens registered with the military, the records are kept by one employee who performs these functions part-time. Thus, a personnel inspector in an organization where the number of people on military registration does not exceed five hundred people can deal with military registration, but only under the condition of internal part-time work. And if there are a larger number of people to be counted, a separate staffing unit should be allocated for these purposes.

The work of personnel officers in a crisis

In the last year, enterprise management has been faced with the sad circumstances of a financial crisis, when they have to reduce the volume of production of goods and services and reduce their own costs, including by reducing the number of personnel. Against this background, there is an increasing need for personnel workers to possess the qualities of full-time psychologists who are forced to manage the emotional background in the team and find words of consolation, for example, when handing notices of dismissal to colleagues.

The role of HR is increasing as human resources become increasingly important to an organization's financial success. In this regard, the traditional responsibilities of HR officers do not disappear. Personnel services remain in charge of issues of personnel records management, remuneration, hiring and training of specialists. However, the HR department is an integral element of competent enterprise management. Good luck in job!

The company's personnel records are handled by a personnel department inspector, in other words, a personnel inspector or personnel officer. A resolution of the Ministry of Labor dated August 21, 1998 outlined in detail his daily duties. At the same time, a specialized unified directory of qualifications indicates about 15 professions, focusing on the job description of a personnel officer. It clearly defines the boundaries of interaction with personnel, the main responsibilities, requirements and functions, as well as the rules and procedures for maintaining documentation. Despite the fact that this is his main and fundamental task, he can also participate in solving other tasks in employee management. It all depends on the requirements that the particular organization in which he carries out his work activities puts forward to the specialist.

Job requirements for a personnel officer

A HR specialist can be called a specialist in the HR department, a HR inspector, the head of the HR department, and also, to one degree or another, associate a dozen other professions with this name. But despite the general focus in working with personnel documents, there are significant differences. Let's look at them.

Requirements for a calving personnel specialist

The job description of a HR specialist is developed by the head of the HR department. And it is approved by the top management of the organization. It clearly states the job responsibilities, powers, functions of the specialist, and indicates the internal regulations of the organization. A person who has sufficient professional training, one year of work experience and the necessary education can become a specialist.

Since this specialty provides access to confidential information, the employee is responsible for his actions. And if his actions caused damage to the company, he will be held accountable in accordance with current legislation.

The HR specialist solves the following tasks:

• Preparation of documentation when hiring or dismissing personnel, transferring them to other staff units in accordance with the labor code and orders of managers.
• Accounting for work and changing any data of employees at all levels in accordance with documentary standards, and making these changes into personnel databases.
• Collection of data for certification or to improve the level of qualifications.
• Management of the reward and punishment mechanism.
• Maintaining personal files of employees, collecting personal information.
• Preparation of work books and contracts.
• Development of a schedule and monitoring of its implementation.
• Determination of vacation periods and monitoring their implementation.
• Maintaining documentation for the archive.

Requirements for a HR inspector

Job responsibilities include:

• Maintaining documentation on the hiring and dismissal of employees, changes in positions.
• Maintaining personal files of staff, making changes and additional data.
• Registration of work books and their storage.
• Work with sick leave, vacations and benefits payments. Monitoring their compliance.
• Processing of documentation for calculating pensions, labor benefits and compensation.
• Making changes to personnel data in the database.
• Identification of possible problems in the team and reasons for staff turnover.
• Working with the archive.

At first glance, there are few differences between the profession “HR inspector” and the profession “HR specialist”. But they exist: a person with secondary education can be hired for this position. Work experience is not one of the main requirements and may not be taken into account at all.

The inspector’s responsibilities include selecting personnel for open vacancies in accordance with the established professional requirements.

Requirements for the head of the HR department

It is possible to occupy a leadership position only if you have a higher education and at least three years of experience in a similar position. A person is appointed to the position of chief by order of a senior leader. After which he remains accountable directly only to the head of the company. Its activities take place strictly within the framework of the organization’s internal charter, labor code, civil law and other regulatory documents, based on the job description.

Job responsibilities:

• Development and monitoring of compliance with the organization’s personnel policy.
• Monitoring the need to update working personnel.
• Management of staff units according to available authorities.
• Carrying out certification and analysis of its results.
• Improving existing mechanisms for dismissal, hiring or transfer of personnel to other positions.
• Improving the system of interaction between personnel.
• Monitoring the performance of HR department employees of their duties.
• Monitoring the implementation of awards and incentives.
• Implementation of measures to establish labor discipline and increase the level of motivation of employees for their direct work activities.

The head of the human resources department prepares and reviews proprietary information that is intended for senior management. It is also within his competence to conduct consultations in accordance with the direction of his position. The high level of training of the head of the HR department is evidenced by his knowledge of the regulatory documents of the Russian Federation, various methods for assessing the work of personnel, understanding of the structure of the organization, knowledge of the requirements for filling out and processing documentation, and existing labor standards. The instructions, which spell out all the job responsibilities of the head of the personnel department, inspector and specialist in working with personnel, are drawn up according to the model for each category. And signed during the job application process.

In order to apply for a HR position, you must:

• Provide all necessary documents, depending on the chosen position, including: a diploma of the necessary education, documents confirming work experience, etc.
• Completed application according to the sample.

According to the general sample job description, a personnel officer is a specialist. His appointment or dismissal from his position occurs on the basis of an order from the general director of the organization on the recommendation of his immediate superior.

Earlier in the article, we reviewed the requirements for applicants for each possible position. Depending on the category (inspector, specialist or supervisor), when hiring, the immediate supervisor monitors their compliance.

In the event that a personnel officer is temporarily unable to perform his duties, they will be performed by his replacement.

The HR person should know the following:

• Legal and legislative documents in any way related to the labor process, the process of maintaining and managing personal files of employees, registration of pensions, maintaining work books and concluding employment contracts.
• The structure of the company and the ways in which personnel interact within it.
• Current labor legislation.
• Rules for working with personnel and preparing reports.
• Rules for maintaining personal data of employees.
• The procedure for maintaining pensions, vacations, accrual of benefits, compensation, etc.

In accordance with the legislation, the Regulations on the personnel department of the immediate organization itself, its charters, internal regulations, orders of management and job descriptions, the activities of a personnel officer are carried out.

In accordance with the existing and established basic responsibilities and rights prescribed in the Resolution of the Ministry of Labor of August 21, 1998, the organization draws up job descriptions for the positions held. It may contain additional clauses on processing or vacation conditions, schedule, additional requirements and other important conditions.

The development of instructions is carried out by the top management of the organization, their deputies or immediate superiors of personnel officers. During the process, it is agreed upon with lawyers, signed and comes into force.

Here is an example of a sample job description, on the basis of which an organization can draw up its own version:

As can be seen from the instructions, a personnel specialist must not only engage in the selection and placement of workers, but also other types of activities.

An equally important point that must be indicated in the instructions is the rights of the employee.

And an equally important section is the responsibility of the specialist, since he works mediocre with personal affairs and has confidential information.

Rights of a HR specialist

When drawing up instructions, this is an important point that absolutely cannot be omitted. Despite the fact that coordination of the compiled job description with representative bodies for personnel protection is not provided for by the legislation of the Russian Federation, approval usually takes place with the legal department in order to avoid violation of the rights of employees.

The personnel officer has the following rights:

• Get acquainted with existing documentation and decisions of company managers directly related to its activities.
• Have access to information that is necessary to perform his job duties.
• Make proposals for improving work and conditions directly related to the performance of its activities.
• Receive fully high-quality organization of technical and informational conditions for the performance of duties.

Responsibilities of the HR specialist

The personnel officer is responsible in accordance with Russian legislation for violation of his direct duties:

• In case of non-fulfillment or poor quality of performance of their immediate duties.
• In case of violation of instructions and orders of the organization, labor regulations and due discipline.
• In case of violation of trade secrets or disclosure of personal data of personnel.

The head of the company or the head of the human resources department, whose task is to regulate the activities of the human resources department, may be held liable for:

• Lack of formalized contracts with employees.
• Lack of personal matters.
• Lack of a vacation schedule.
• Lack of documentation on labor protection.

Peculiarities of the profession that a personnel officer encounters

A personnel officer, despite the extensive list of his responsibilities, is primarily involved in maintaining documentation in a particular organization. These are orders, employment contracts, regulations, employee statements, maintaining military records, pensions, benefits, etc.

What special features does a specialist occupying this position face?

The positive ones include:

• Working hours. In rare cases, overtime may occur. Basically, this is a standard schedule with fixed usual days off (Saturday and Sunday), as well as non-working days on public holidays. Most often, work is from 9:00 to 18:00, including a lunch break.
• A stable social package that includes all necessary payments.

In small organizations, the rights of employees may be violated, there may be no social package or official registration. Therefore, when applying for a job, you should give preference only to trusted companies that care about their employees.

• Paper work without much mobility.
• Opportunity for career growth and high salaries.
• Office work.

The negative ones include the following:

• In addition to direct responsibilities, there is a large amount of additional responsibilities, not always directly related to the specialty.
• Being between employees and management. This can be a disadvantage when you have to resolve negative situations.
• For some, paperwork in the office will seem like a minus.
• Monotone.
• Possible emergence of disagreements in working with accounting department.
• Responsibility in case of dishonesty of the hired employee.

An HR employee constantly encounters new people and must have communication skills, be able to organize people and his work, be friendly and at the same time master modern methods of personnel assessment. He must have the skills of mutual understanding and base his work on mutual cooperation. In addition, in his activities, the personnel officer constantly encounters interactions with third-party organizations. Such as the Pension Fund, State Labor Inspectorate and others).

The competence of a specialist in this field also depends on his ability to use technology and automation tools.

Conclusion

To summarize, we can say that the profession of a personnel officer is significant and important in the current modern world. He deals not only with personnel selection for the company, but also with a large amount of documentation. Basically, this work is related to it: maintaining an archive, personal files, documenting the hiring, dismissal and movement of employees to other positions, military registration, registration of pensions, vacations and schedules. This profession is suitable for those who like inactive work in a cozy office.

Despite this, the position of a specialist in the HR department implies the following skills: communication skills, goodwill, organizational skills, good knowledge of the legislation, which to one degree or another relates to labor records management.

The HR department also has a choice of vacancies: inspector, specialist and chief. Each assumes its own level of certain skills and qualities. For example, only an applicant who has a higher education and work experience in a similar position can become a boss. Without experience, you can become an inspector and then move up the career ladder.

As for any other specialty, for a personnel officer there is an established sample job description, on the basis of which various organizations approve theirs. At the same time, they indicate additional conditions depending on the details of the company, requirements for the profession and obligations. They also spell out all the employee’s rights, responsibilities and terms of cooperation.

In this video you can get acquainted with the features of the profession of a personnel specialist, and perhaps learn something new for yourself that was not discussed in the article:

A HR specialist falls into the category of technical performers.

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

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

The HR specialist should know:

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

The HR Specialist reports directly to the HR Director.

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

Job responsibilities

HR Specialist:

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

Rights

The HR specialist has the right:

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

Responsibility

The HR specialist is responsible for:

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

The job description has been developed in accordance with:

• Labor Code of the Russian Federation, taking into account amendments and additions.
• Resolution of the Ministry of Labor and Social Development of the Russian Federation dated August 21, 1998 “Qualification reference book for positions of managers, specialists and other employees.”
• Charter of the enterprise.
• Enterprise quality management standards.

[Name of company]

Job description

I approve

[Job title] [Organization name]

______________/___[FULL NAME.]___/

HR specialist

1. General Provisions

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

1.2. A HR department specialist is appointed to a position and dismissed from a position in the manner established by current labor legislation by order of the head of the Company.

1.3. The HR department specialist belongs to the category of employees and reports directly to [name of the position of the immediate manager in the dative case] of the Company.

1.4. A person with secondary vocational education without requirements for work experience or primary vocational education, special training according to an established program and work experience in the profile of at least 2 years, including at least 1 year in the given enterprise, is appointed to the position of HR department specialist.

1.5. The HR specialist should know:

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

Labor legislation;

The structure and staff of the enterprise;

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

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

The procedure for recording the movement of personnel and drawing up established reporting;

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

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

Labor protection rules and regulations.

1.6. The HR specialist in his daily activities is guided by:

Local acts and organizational and administrative documents of the Company;

Internal labor regulations;

Rules for occupational health and safety, ensuring industrial sanitation and fire protection;

Directions, orders, decisions and instructions from the immediate supervisor;

This job description.

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

2. Functional responsibilities

The HR specialist performs the following job functions:

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

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

2.3. Forms and maintains personal files of employees, makes changes to them related to work activities.

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

2.5. Fills out, records and stores work books, calculates length of service, issues certificates of current and past work activities of employees.

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

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

2.8. Prepares pension insurance cards and other documents necessary for assigning pensions to enterprise employees and their families, establishing benefits and compensation.

2.9. Studies the causes of staff turnover and participates in the development of measures to reduce it.

2.10. Prepares documents upon expiration of the established periods of current storage for depositing in the archive.

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

2.12. Prepares prescribed reports.

2.13. Takes the necessary measures to ensure the safety/non-disclosure of the Company’s trade secrets, as well as personal information about the Company’s employees.

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

The HR specialist has the right:

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

3.2. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues of production activities that are within the competence of 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 HR department specialist bears administrative, disciplinary and material (and in some cases provided for by the legislation of the Russian Federation, criminal) responsibility for:

4.1.1. Failure to carry out or improperly carry out official instructions from the immediate supervisor.

4.1.2. Failure to perform or improper performance of one's job functions and assigned tasks.

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

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

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

4.1.6. Failure to ensure compliance with labor discipline.

4.2. The assessment of the work of a HR specialist is carried out:

4.2.1. By the immediate supervisor - regularly, in the course of the employee’s daily performance of his labor functions.

4.2.2. By the certification commission of the enterprise - periodically, but at least once every two years, based on documented results of work for the evaluation period.

4.3. The main criterion for assessing the work of a HR specialist is the quality, completeness and timeliness of his performance of the tasks provided for in these instructions.

5. Working conditions

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

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

I have read the instructions ___________/___________/ "__" _______ 20__

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

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

Purpose of HR Department

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

The selection of workers is carried out using specially developed strategies: submitting information about vacancies to the media and employment services, using selection methods, testing, procedures for adapting specialists and subsequent advanced training.

Tasks of the HR department

The main task of the HR department is to correctly take into account the work of employees, determine the number of working days, days off and sick days for calculating wages, vacations and submitting information to the organization’s accounting department.

Also, the main tasks of the HR department are:

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

creating an effective staffing system;

development of employee career plans;

development of personnel technologies.

In addition, the HR department must submit information about employees to the Pension Fund of the Russian Federation, insurance companies, Tax and Migration Services.

Functions of the HR department

The main function of the HR department at an enterprise is personnel selection.

The main functions of the HR department at an enterprise include:

determining the organization’s personnel needs and recruiting personnel together with department heads;

analysis of staff turnover, search for methods to combat high levels of turnover;

introduction of labor motivation systems;

preparation of the company's staffing table;

registration of personal files of employees, issuing certificates and copies of documents upon request of employees;

carrying out operations with work books (reception, issuance, filling out and storing documents);

keeping records of vacations, drawing up schedules and processing vacations in accordance with current labor legislation;

organization of employee certifications;

preparation of employee training plans.

HR department structure

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

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

At the same time, in small enterprises there may not be a separate employee, and then such work is performed by the chief accountant or general director.

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

In large enterprises with 500 or more employees, the HR department may have from 7 to 10 employees.

Relationships between the HR department and other departments

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

Interaction with the organization's accounting department

The HR department interacts with the organization's accounting department to resolve issues related to wages.

Thus, the HR department submits documents and copies of orders on dismissal, hiring, business trips, vacations, incentives or penalties for employees to the organization’s accounting department.

Interaction with the legal department

The Legal Department supplies HR employees with information on the latest changes in current legislation and provides comprehensive legal support.

Interaction with other departments of the company

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

Still have questions about accounting and taxes? Ask them on the "Salaries and Personnel" forum.

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09/06/2018 provide the HR department with a certificate from a medical institution confirming the fact... the execution of the order is entrusted to the head of the HR department V. D. Egorova. Ground: personal... .) (signature) (F. I. O.) Head of the HR department Egorova V.D. __________ /___________________________ ... donate blood and contacted the HR department with a question about...

• Indexing the staffing table in “1C: Salaries and HR Management 8”

  The HR department employee has to make changes to the current staffing table due to... The HR department employee has to make changes to the current staffing table due to...

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