This job description has been developed in accordance with the provisions of the Labor Code Russian Federation, (code A “Documentary support for work with personnel”, qualification level - 5), approved by order of the Ministry of Labor and Social Protection of the Russian Federation dated October 6, 2015 No. 691n, and other regulations governing labor relations in the Russian Federation.
From July 1, 2016, organizations will have to apply professional standards if the labor code, other federal laws, and other regulatory legal acts establish qualification requirements, necessary for the employee to perform a certain labor function (Part 1 of Article 195.3 of the Labor Code of the Russian Federation as amended, effective from July 1, 2016).
Possible job title:
— HR specialist;
— specialist in documentation support for work with personnel;
— specialist in documentation support of personnel;
- personnel specialist.
Performed tasks:
— maintaining organizational and administrative documentation for personnel;
— maintaining documentation on personnel accounting and movement;
— administration of processes and document flow for accounting and movement of personnel, submission of personnel documents to government bodies.
Education requirements:
Secondary vocational: training program for mid-level specialists, additional vocational training in professional retraining and advanced training programs
Note:
An employee who was previously hired and does not meet the requirements of the professional standard for the position he occupies cannot be fired. In the event that his level of education is lower than required, he needs to continue his education or develop an individual training program.
If the name of an employee’s position specified in the employment contract does not correspond to the professional standard, the requirements of which apply to him, this is also not grounds for his dismissal. In this case, the employer must transfer him to another position with the appropriate name. And only if the employee refuses such a transfer, management has the right to dismiss him, reducing his position, in compliance with the established procedure (Article 180 of the Labor Code of the Russian Federation).
If an employee refuses to improve his skills or receive additional education, he can be fired based on the results of the certification. This can be done if his consent has not been obtained or the employer does not have the opportunity to offer him a vacancy that corresponds to his specialty and qualifications (clause 3 of part one of Article 81 of the Labor Code of the Russian Federation).
If an employee conscientiously fulfills his job duties, and even more so has passed certification, the employer has no grounds to dismiss him.
I APPROVED
General Director of JSC "AAA"
_____________ A. A. Ivanov
"___"_______________ 2019
Job Description for HR Specialist
1. GENERAL PROVISIONS.
1.1. This job description defines the functional duties, rights and responsibilities of a personnel specialist at AAA CJSC (hereinafter referred to as the “Organization”).
1.2. A personnel specialist is appointed to a position and dismissed from a position in accordance with the procedure established by current labor legislation by order of the head of the Organization.
1.3. The HR specialist reports directly to (the head of the HR department, the head of a structural unit that is part of the HR department; other official)________________ of the Organization.
1.4. A person with secondary vocational education or additional vocational education is appointed to the position of HR specialist - professional retraining programs, advanced training programs, without presenting requirements for work experience.
1.5. The HR specialist should know:
— labor legislation of the Russian Federation;
— legislative and regulatory legal acts, methodological materials on personnel management;
— legislation of the Russian Federation on personal data;
— fundamentals of archival legislation and regulatory legal acts of the Russian Federation, regarding the maintenance of personnel documentation;
— internal labor regulations;
— structure and staff of the Organization, its profile, specialization and development prospects;
— local regulations of the organization regulating the procedure for drawing up administrative and organizational documents for personnel;
— basics of document flow and documentation support;
— technologies, methods and techniques for analyzing and systematizing documents and information;
— the procedure for registration, maintenance and storage of personnel documents;
— the procedure for recording the movement of personnel and drawing up established reporting;
— the procedure for calculating length of service, benefits, compensation, and registration of pensions for employees;
— rules and regulations of labor protection;
— basic principles of computer science, structural construction of information systems and features of working with them;
— standards of ethics and business communication.
1.6. During the period of temporary absence of a personnel specialist, his duties are assigned to ___________________________.
2. FUNCTIONAL RESPONSIBILITIES.
The HR specialist is assigned the following functions:
2.1. Maintaining organizational and administrative documentation for personnel.
2.2. Maintaining documentation for personnel records and movement.
2.3. Administration of processes and document flow for accounting and movement of personnel, submission of personnel documents to government bodies.
2.4. Analysis of the state of labor discipline and compliance by employees of the Organization with internal labor regulations, personnel movement, participates in the development of measures to reduce turnover and improve labor discipline.
2.5. Controls the timely processing of the admission, transfer and dismissal of employees, the issuance of certificates about their present and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, processing employee pensions and other established personnel documentation, as well as entering relevant information into the Organization’s personnel data bank.
2.6. Prepares prescribed reports.
3. JOB RESPONSIBILITIES.
To perform the functions assigned to him, the HR specialist is obliged to:
3.1. Process and analyze incoming personnel documentation.
3.2. Develop and execute personnel documentation (primary, accounting, planning, social security, organizational, administrative).
3.3. Carry out registration, accounting and current storage of organizational and administrative documentation for personnel.
3.4. Prepare draft documents on personnel management procedures, accounting and personnel movement.
3.5. Organize a system for the movement of documents among personnel.
3.6. Collect and check personal documents of employees.
3.7. Prepare and prepare, at the request of employees and officials, copies, extracts from personnel documents, certificates, information about length of service, benefits, guarantees, compensation and other information about employees.
3.8. Issue personnel documents to the employee about his work activities.
3.9. Bring to the attention of personnel the organizational, administrative and personnel documents of the organization.
3.10. Keep records of employees' working hours.
3.11. Carry out registration, accounting, prompt storage of personnel documents, preparation for their submission to the archive.
3.12. Organize document flow for accounting and personnel movement.
3.13. Organize document flow for submitting personnel documents to government agencies.
3.14. Organize registration of the organization with government agencies.
3.15. Prepare upon request government agencies, trade unions and other representative bodies of workers originals, extracts, copies of documents.
3.16. Prepare notifications, reporting and statistical information on personnel.
3.17. Prepare information on the conclusion of an employment or civil contract for the performance of work (provision of services) with a citizen who has held positions in the state or municipal service, the list of which is established by regulatory legal acts of the Russian Federation.
3.18. Participate in the development of current labor plans.
3.19. Prepare prescribed reports.
4. RIGHTS.
The HR specialist has the right:
4.1. Get acquainted with the draft decisions of the enterprise management concerning its activities.
4.2. Submit for management consideration proposals for improving work related to the responsibilities provided for in these Instructions.
4.3. Receive information and documents from heads of structural divisions, specialists on issues within his competence.
4.4. Involve specialists from all structural divisions of the enterprise to resolve the responsibilities assigned to it (if this is provided for by the regulations on structural divisions, if not, with the permission of the head of the enterprise).
4.5. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues production activities within the competence of the HR specialist.
4.6. Represent the interests of the Organization in third-party organizations on issues related to his professional activities.
4.7. Require the management of the enterprise to provide assistance in fulfilling its job responsibilities and right.
5. RESPONSIBILITY.
The HR Specialist is responsible for:
5.1. For failure to perform or improper performance of their official duties as provided for in this Job Description, within the limits determined by the labor legislation of the Russian Federation.
5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the administrative, criminal and civil legislation of the Russian Federation.
5.3. For causing material damage - within the limits determined by labor, criminal and civil legislation of the Russian Federation.
5.4. Failure to comply with orders, instructions and instructions from the head of the Organization.
5.5. For violation of internal labor regulations, fire safety rules, safety regulations, labor protection standards established in the Organization.
5.6. For the disclosure of information containing personal data and confidential information (constituting a trade secret).
6. WORKING CONDITIONS.
6.1. The work schedule of a HR specialist is determined in accordance with the Internal Labor Regulations established in the Organization.
6.2. Due to production needs, the HR specialist is required to go on business trips (including local ones).
6.3. Job evaluation:
- regular - carried out by the immediate supervisor during the performance of labor functions by a personnel specialist;
— __________________________________________________________________________.
(indicate the procedure and grounds for other types of performance evaluation)
7. RIGHT OF SIGNATURE.
7.1. To ensure his activities, the HR specialist is given the right to sign organizational and administrative documents on issues included in his functional responsibilities.
__________________________ ______________ ______________________
(manager position) (signature) (full name)
"___"____________ ____ G.
AGREED:
Legal Advisor _________________ _______________________
(signature) (full name)
"___"___________ ____ G.
I have read the instructions ________________ ___________________
(signature) (full name)
Sample job description for HR specialist
The sample job description is compiled taking into account the professional standard
1. General Provisions
1.1. The following person is hired for the position of HR specialist:
1) having secondary vocational education in training programs for mid-level specialists;
2) having additional professional education under professional retraining programs and advanced training programs.
1.2. The HR specialist should know:
1) regulatory legal acts of the Russian Federation regulating the rights and obligations of government bodies, trade unions and other representative bodies of workers to provide accounting documentation;
2) legislation of the Russian Federation on personal data;
3) the procedure for registration, maintenance and storage of personnel documents;
4) the procedure for recording the movement of personnel and drawing up established reporting;
5) basics of document flow and documentation support;
6) technologies, methods and techniques for analyzing and systematizing documents and information;
7) the procedure for calculating length of service, benefits, compensation, and registration of pensions for employees;
8) structure of the organization;
9) the basics of archival legislation and regulatory legal acts of the Russian Federation regarding the maintenance of personnel documentation;
10) local regulations of the organization regulating the procedure for drawing up administrative and organizational documents for personnel;
11) standards of ethics and business communication;
12) basic principles of computer science, structural construction of information systems and features of working with them;
13) labor legislation and other acts containing labor law norms;
14) Internal labor regulations;
15) labor protection requirements and fire safety rules;
16) ……… (other requirements for necessary knowledge)
1.3. The HR specialist must be able to:
1) develop draft organizational and administrative documents for personnel;
2) draw up personnel documents in accordance with the requirements of the labor legislation of the Russian Federation and local regulations organizations;
3) keep records and register documents in information systems and on tangible media;
4) organize the storage of documents in accordance with the requirements of labor and archival legislation of the Russian Federation and local regulations of the organization;
5) analyze personnel documents and transfer information to databases and reports;
6) identify errors, inaccuracies, corrections and inaccurate information in documents, determine the legitimacy of documents;
7) work with information systems and databases for maintaining statistical and reporting information on personnel;
8) develop draft personnel documents;
9) develop a plan for adjusting the established procedure for processing personnel documents and implement the adopted changes;
10) control the presence of employees at the workplace;
11) draw up accounting documents submitted to state bodies, trade unions and other representative bodies of workers;
12) analyze the rules, procedures and procedures governing the rights and responsibilities of government bodies and organizations regarding the exchange of personnel documentation;
13) conduct business correspondence;
14) comply with the ethical standards of business communication;
15) ……… (other skills and abilities)
1.4. A HR specialist in his activities is guided by:
1) ……… (name of the constituent document)
2) Regulations on ……… (name of structural unit)
3) this job description;
4) ……… (names of local regulations regulating labor functions by position)
1.5. The HR specialist reports directly to ……… (name of the manager’s position)
1.6. ……… (other general provisions)
2. Labor functions
2.1. Documentation support for work with personnel:
1) maintaining organizational and administrative documentation for personnel;
2) maintaining documentation on accounting and movement of personnel;
3) administration of processes and document flow for accounting and movement of personnel, submission of personnel documents to government bodies.
2.2. ……… (other functions)
3. Job responsibilities
3.1. The HR Specialist performs the following responsibilities:
3.1.1. Within the framework of the labor function specified in paragraphs. 1 clause 2.1 of this job description:
1) processes and analyzes incoming personnel documentation;
2) develops and prepares personnel documentation (primary, accounting, planning, social security, organizational, administrative);
3) carries out registration, accounting and current storage of organizational and administrative documentation for personnel.
3.1.2. Within the framework of the labor function specified in paragraphs. 2 clause 2.1 of this job description:
1) prepares draft documents on personnel management procedures, accounting and personnel movement;
2) organizes a system for the movement of documents for personnel;
3) collects and checks personal documents of employees;
4) prepares and prepares, at the request of employees and officials, copies, extracts from personnel documents, certificates, information about length of service, benefits, guarantees, compensation and other information about employees;
5) issues personnel documents to the employee regarding his work activities;
6) brings to the attention of personnel organizational, administrative and personnel documents of the organization;
7) keeps records of employees’ working hours;
8) carries out registration, accounting, prompt storage of personnel documents, preparation for their submission to the archive.
3.1.3. Within the framework of the labor function specified in paragraphs. 3 clause 2.1 of this job description:
1) organizes the document flow for accounting and personnel movement;
2) organizes the document flow for the submission of personnel documents to government bodies;
3) registers the organization with government agencies;
4) prepares:
At the request of government bodies, trade unions and other representative bodies of employees, originals, extracts, copies of documents;
Notifications, reporting and statistical information on personnel;
Information on the conclusion of an employment or civil contract for the performance of work (provision of services) with a citizen who held positions in the state or municipal service, the list of which is established by regulatory legal acts of the Russian Federation.
3.1.4. As part of the performance of his job functions, he carries out instructions from his immediate supervisor.
3.1.5. ……… (other duties)
3.2. ……… (other provisions on job responsibilities)
4. Rights
The HR specialist has the right:
4.1. Participate in discussions of draft decisions, in meetings on their preparation and implementation.
4.2. Request clarifications and clarifications from your immediate supervisor regarding these instructions and assigned tasks.
4.3. Request, on behalf of the immediate supervisor, and receive from other employees of the organization the necessary information and documents necessary to carry out the assignment.
4.4. Get acquainted with draft decisions of management relating to the function he performs, with documents defining his rights and responsibilities for his position, criteria for assessing the quality of performance of his labor functions.
4.5. Submit proposals for the organization of work within the framework of their labor functions for consideration by their immediate supervisor.
4.6. Participate in discussions of issues related to the duties performed.
4.7. ……… (other rights)
5. Responsibility
5.1. The HR specialist is held accountable for:
For improper performance or failure to fulfill one’s official duties as provided for in this job description - in the manner established by the current labor legislation of the Russian Federation and accounting legislation;
For offenses and crimes committed in the course of their activities - in the manner established by the current administrative, criminal and civil legislation of the Russian Federation;
For causing damage to the organization - in the manner established by the current labor legislation of the Russian Federation.
5.2. ……… (other liability provisions)
6. Final provisions
6.1. This job description has been developed on the basis of the Professional Standard "", approved by Order of the Ministry of Labor of Russia dated 06.10.2015 N 691n, taking into account ……… (details of local regulations of the organization)
6.2. The employee is familiarized with this job description upon hiring (before signing employment contract). The fact that the employee has familiarized himself with this job description is confirmed by ……… (by signature on the familiarization sheet, which is an integral part of this instruction (in the journal of familiarization with job descriptions); in a copy of the job description kept by the employer; in another way)
6.3. ……… (other final provisions)
The HR manager (also known as HR manager or personnel officer) is engaged in the selection of personnel in accordance with the requirements put forward by the customer company for each of the specialists it needs.
An HR manager belongs to the category of middle or senior managers (a top manager is often called a HR director). In many ways, the success of the entire company depends on his work, because it is he who chooses the people who should lead the company to prosperity.
The profession of an HR manager requires a specialist not only to have knowledge in the field of labor law and psychology, but also to have well-developed intuition (the ability to “understand people”).
Places of work
The position of HR manager is in demand in recruitment agencies, organizations involved in advanced training of specialists, and in the personnel departments of large companies and enterprises.
Responsibilities of an HR Manager
Main job responsibilities of the HR manager:
- Formation personnel policy companies.
- Recruitment of personnel in accordance with personnel policy.
- Development and practical application of a personnel training system (trainings, seminars).
- Adaptation of new employees.
- Development of an employee motivation system.
Sometimes the functions of an HR manager may include:
- Drawing up and execution of employment contracts.
- Maintaining personnel documentation.
Requirements for a HR manager
Main requirements for an HR manager:
- Higher education.
- Knowledge of labor legislation.
- Knowledge of the basics of psychology and sociology.
- Experience in developing personnel training and motivation systems.
- Knowledge of personnel assessment methods.
- Competent speech, communication skills.
Additional HR Manager Skills:
- PC knowledge.
- Skills in working with personnel documentation.
- Knowledge in English(when working in international companies).
- Organizational skills.
Resume sample
How to become a HR manager
To master the specialty of HR manager, you need to graduate from any university in the field of training “Human Resources Management”. Today, this knowledge is provided by higher educational institutions of both humanitarian and economic profiles. Teachers, psychologists and sociologists may also have the necessary skills to work as a personnel manager.
HR manager salary
The salary of an HR manager varies from 20 to 70 thousand rubles per month. The salary of this specialist largely depends on the volume of work and the list of functions he performs. The average salary of an HR manager is 45 thousand rubles per month.
Where to get training
In addition to higher education, there are a number of short-term training on the market, usually lasting from a week to a year.
Interregional Academy of Construction and Industrial Complex and its courses in the direction of "".
Modern Scientific and Technical Academy (SNTA) and a number of its courses in the direction of "".
Institute vocational education“IPO” invites you to take distance courses in the “” direction (there are options of 256, 512 and 1024 academic hours) to receive a diploma or state-issued certificate. We have trained more than 8,000 graduates from almost 200 cities. You can undergo external training and receive interest-free installments.
HR manager is a profession that is in high demand today. Most managers of large companies understand that effective work human resource is the most important factor in the success of an enterprise. Consequently, the selection and development of personnel must be carried out by a highly qualified specialist who knows the technologies of working with the team and understands what personnel are needed to achieve the company’s priority objectives.
Profession HR manager - description
Personnel selection is the most important part of the work of an HR manager. Requirements for candidates for a particular position are either developed jointly with the HR manager or communicated to him by the company management. In the first case, of course, it is easier for the manager to efficiently perform the duties assigned to him, since he clearly understands what business and personal qualities the applicant needs for successful work.
If the requirements for a candidate are developed without the participation of an HR specialist, certain difficulties may arise due to the fact that the HR manager’s and the manager’s expectations of the applicant may differ.
Effective and quick search for the required specialist is another most important responsibility assigned to the HR manager. Holders of in-demand or rare professions, with a high level of skills and the ability to work effectively in a team - these are the employees that the HR manager is looking for.
However, the functional responsibilities of an HR manager are not limited to the search and selection of employees. Creating a unified team, developing principles of effective incentives, improving the skills of existing personnel - all this should be done by an effective HR manager. Quick and comfortable integration of a new employee into the existing team is also his concern.
Responsibilities for monitoring the implementation of labor legislation, preventing staff turnover, and maintaining a normal working atmosphere in the team also fall on the shoulders of the HR manager.
Profession HR manager - pros and cons
The main difficulty of the profession is due to the fact that an HR manager, on the one hand, must select appropriate personnel and increase the efficiency of using the enterprise’s labor resources, but, on the other hand, is often not endowed with the powers necessary to perform these functions and has only an advisory voice in making decisions. important decisions.
Accordingly, the development of new principles of personnel motivation, plans for conducting training and advanced training courses and other actions aimed at improving the professional skills of employees may remain unrealized if they do not find understanding among officials who have the right to make decisions on the introduction of any innovations.
Another difficulty of the job is the need for constant constructive communication with people in a state of conflict or stress. An HR manager must be a good psychologist, be able to understand the motives and motivations of employees, and smooth out conflicts that arise during the work process. Often it is also necessary to reduce to a common denominator real opportunities the team and the aspirations and expectations of the company's management.
Without such a compromise, it will be very difficult to establish normal dialogue between management and subordinates, and the gap between the management and executive levels threatens any enterprise with great difficulties in achieving its goals. Therefore high stress resistance and flexibility - qualities absolutely necessary for the position of HR manager.
At the same time, the complexity of the work is compensated by the decent level of wages that employers usually offer HR specialists, the high potential of the position and the diversity and non-triviality of the tasks that are solved daily by the HR manager.
Profession HR manager - salary
The need for HR specialists is quite great, because large companies may have several dozen such employees. The salary of HR managers starts from 40,000 rubles.
It, accordingly, varies depending on the size of the organization or enterprise, and on the industry in which this or that organization or enterprise operates.
Profession HR manager - training
On this moment The profession of “personnel management” is popular and in demand in domestic universities. You can master it both in specialized and humanitarian or technical higher education courses. educational institutions. In addition, there are courses in which people who have received non-core higher education, can master the features of this profession in a relatively short time.
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