What does a staff member do? Personnel service - functions, organization and composition. Relationship between HR and other departments

Introduction

1. The concept, tasks and functions of the personnel service

2. Basics of the personnel service

2.1 Regulations on the personnel department

2.2 Job descriptions of personnel department employees

2.3 Structure and forms of personnel service

2.4 Labor rationing for HR workers

3. Normative acts regulating issues HR records management in Russia

4. Documents of the personnel service

4.1 Employment contract

4.2 Personnel orders

4.3 Employee ID card

4.4 Work book

4.5 Logs of accounting and control and internal official correspondence

Conclusion

List of sources used

Introduction

The theme of the course work is "Organization of the work of the personnel service."

Human Resources - business card enterprises. The first step of a person in an enterprise is personnel service. A person tends to remember the beginning and end of different events. This has been established by psychologists. For each person you just need to find their place. In one place, the employee is ineffective, and in another - brilliant. In each one can find abilities that will allow a person to work in a certain area with maximum efficiency.

The relevance of the topic is justified by the fact that the necessary recruitment of personnel, the rationality of selection and the plan will depend on the correct organization of the activities of personnel services. HR strategy, the necessary number of personnel so that in the future it could carry out a personnel policy, preventing the reduction or dismissal of personnel.

The purpose of this course work is to analyze the organization of the work of the personnel service in the enterprise.

To achieve this goal, it is necessary to solve the following tasks:

identify the tasks and functions of the personnel service of the enterprise;

to study and analyze the normative documents regulating the activities of the personnel department;

explore the features of personnel documentation.

The object of research is the personnel service of the organization.

The subject of the work is the documents regulating the work of the personnel service of the organization.

Course work consists of an introduction, four chapters, a conclusion, a list of references, an appendix.

1. The concept, tasks and functions of the personnel service

Personnel service (personnel management service) - structural subdivision authorized to carry out personnel management and organizational and methodological management of personnel management measures implemented at the enterprise.

Currently, HR departments can perform following features:

· planning of labor resources - determination of the need for personnel depending on the strategy of the organization, search for specialists, creation of a reserve of personnel;

· staffing - selection of candidates and selection of personnel from the reserve group;

· organization of office work - preparation and execution of personnel documents (contracts, orders, work books, etc.), organization of work with them (registration, control, current storage, nomenclature of cases, examination of value, preparation and transfer to storage in the archive);

· carrying out certification of employees of the organization;

· training, retraining and advanced training of personnel;

· analysis of movement and staff turnover;

· identification of social tension in the team and its removal;

· coordination of work to stabilize working conditions and observe safety measures;

· discipline management.

In recent years, it has been proposed to include the organization of remuneration in the functions of the personnel service, which implies attestation of jobs, determining the structure of remuneration and the structure of benefits, systems of labor indicators, and analysis of the labor market.

The main tasks of personnel work at the enterprise can be divided into the following areas:

.The accounting and control direction of personnel work involves the solution of the following main tasks:

· admission of employees to the enterprise;

· accounting of employees;

· dismissal of employees;

· work with temporarily absent employees of the enterprise (who are on vacation, absent due to illness, who have gone on business trips, etc.).

2. Planning and regulatory direction:

· selection (search and selection) of employees for the enterprise;

· placement of employees of the enterprise;

· movement of employees of the enterprise;

· promotion and adaptation of employees.

3. Reporting and analytical direction of personnel work:

· study of employees;

· assessment of the work of employees;

· analytical work;

· preparation of reports.

4. Coordination and information direction:

· professional training (training and retraining) of employees;

· organization of reception of employees of the enterprise (on official and personal issues);

· work with written appeals of employees of the enterprise;

· archival and reference work.

5. Organizational and methodological direction:

· documenting the activities of employees of the enterprise;

· personnel work in departments of the enterprise;

· HR planning;

· personnel management.

All tasks of the personnel department are determined by the specifics of the work of the organization, while taking into account:

· the size of the organization;

· line of business (manufacturing, trade, services to the population);

· strategic goals organizations;

· stage of development of the organization;

· number of staff;

· priority tasks of work with personnel.

Construction principles modern system personnel management are:

· the effectiveness of the selection and placement of employees;

· fair remuneration and motivation, remuneration not only for individual, but also for collective achievements;

· promotion of employees in accordance with the results of work, qualifications, abilities, personal interests, needs of the organization;

· fast and effective solution personal problems.

The work of personnel services has two directions: tactical and strategic.

As part of the tactical direction, the current personnel work is carried out:

· analysis of the state and planning of staffing needs, development of staffing tables, implementation of recruitment, evaluation and selection of personnel;

·testing;

· planning of the next personnel transfers and layoffs, current accounting and control, training, retraining and advanced training, formation of a reserve for promotion, promotion of organizational values ​​and education of personnel in their spirit.

The main activity of the personnel departments is considered to be the formation of labor resources: planning the need for them and organizing practical recruitment activities, resolving conflicts, conducting social policy.

The essence of personnel work is to determine what exactly, by whom, how and with the help of what should be done in practice in this moment in the field of personnel management. The solution of these daily tasks is based on administrative methods.

The strategic direction of the work of personnel services is focused on the formation personnel policy organizations - a system of theoretical views, ideas, requirements, practical measures in the field of work with personnel, its main forms and methods.

Based on this chapter, we can note that the personnel service is an obligatory link in the organization of an enterprise and the tasks of the work of the personnel service depend on the activities of the enterprise. As well as the correct organization of personnel records management is the key to the prosperity of the enterprise, but the work of the personnel service is not limited to accounting and statistics, as it is the basis for analysis and planning of the enterprise's potential.

2. Basics of the personnel service

1 Provision of the human resources department

One of the first steps in organizing the work of an enterprise is drawing up a regulation on the personnel department. It includes the tasks, functions, rights and obligations of the organization's personnel.

· The Regulation on the Human Resources Department includes several sections:

· general provisions;

·tasks;

·structure;

functions;

· relationships with other departments of the enterprise;

·rights;

· responsibility.

In chapter " General provisions» indicates the subordination of the personnel department to the director of the enterprise.

The "Tasks" section contains clearly formulated areas of activity of the department, the most important of which are the organization of work to ensure the selection, placement, use of workers and specialists; formation of a stable working team; creation of a reserve; organization of personnel accounting system.

In the "Structure" section, the procedure for developing and approving the structure of the department, its size, areas of work and assigned divisions of the department are indicated.

In the "Functions" section, functional responsibilities in the field of personnel work:

· development of staffing plans;

· registration of reception, transfer and dismissal of employees in accordance with labor legislation;

· accounting of the personnel of the enterprise;

· storage and filling of work books, documentation of office work;

· control over the execution by the heads of departments of orders and instructions for working with personnel;

· study of the movement of personnel, analysis of staff turnover, development of measures to eliminate it;

· analysis of the composition, business qualities of the enterprise's specialists for the purpose of their rational use;

· creation of conditions for improving the educational and qualification level of specialists;

· work on creating a reserve for promotion;

· preparation of proposals for improving the placement and use of workers;

· preparation and systematization of materials for the attestation commission;

· preparation of materials for the provision of workers, specialists and employees for promotion and rewarding;

· taking measures for the employment of laid-off workers;

· monitoring and instructing employees of the personnel department;

· organization of control over the state labor discipline and internal labor regulations;

· Maintaining all HR records.

The section "Relationships with other divisions of the enterprise" contains a list of documents that are received by the personnel department, and documents that are sent from the personnel department to other departments.

From other divisions, the personnel department receives applications for the admission of workers and employees, ideas for promotion, vacation schedules.

Information about violators of labor discipline, copies of orders for admission, movement within the enterprise, dismissal of personnel, changes in labor regulations, information on labor discipline issues are sent from the personnel department to the divisions.

In the "Rights" section, the main powers of the personnel department are indicated:

· the right to demand from all departments of the enterprise the materials necessary for the full-fledged work of the personnel department;

· the right to receive employees of the enterprise on issues of admission, movement and dismissal;

· the right to communicate with other organizations on recruitment matters;

· the right to demand from other units the mandatory implementation of those instructions that are provided for by the regulation on the personnel department.

The section "Responsibility" establishes the responsibility of the head of the personnel department for the performance of the functions assigned to the department and the responsibility of the employees of the department, which is established by job descriptions.

2.2 Job descriptions of personnel department employees

The job description of an employee of the personnel department, like any other job description, in accordance with paragraph 5 of the Decree of the Ministry of Labor of the Russian Federation of February 9, 2004 No. 9 “On Approval of the Procedure for Applying the Unified Qualification Handbook for the Positions of Managers, Specialists and Employees” consists of three sections: “ Job Responsibilities”, “Knowledge Requirements” and “Qualification Requirements”.

The duties of the Head of Human Resources are:

· management of the work of the department;

· ensuring the performance of work;

· development necessary documentation, suggestions, recommendations, instructions;

· ensuring the rational use of material, financial and technical means;

· carrying out work to protect information constituting a trade secret;

· ensuring a rational distribution of the load between the employees of the department;

· creation of conditions for staff development;

· monitoring compliance by employees with the rules of internal labor regulations, rules and regulations of security, production and labor discipline;

· making proposals to encourage distinguished employees, imposing penalties on violators of production and labor discipline;

· ensuring the preparation of statutory reporting.

The head of the HR department should know:

· resolutions, orders, orders, other governing and regulatory documents of higher and other bodies relating to the activities of the department;

· fundamentals of economics, organization of labor and management;

· internal labor regulations;

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

In budgetary organizations, there are qualification requirements for establishing wages. For example, having a higher vocational education and at least 5 years of work experience. For commercial organizations, such requirements can only serve as a guideline in setting wages.

As a rule, the staffing of the personnel department has the following positions: head of the personnel department; personnel inspector; psychologist; HR specialist and others.

2.3 Structure and forms of personnel service

The organizational forms of the personnel service can be as follows:

· personnel management;

· personnel Management;

·Human Resources Department;

· Human Resource department;

personnel center.

Office work in the personnel service can be carried out by one person - the inspector (manager) for personnel or the secretary of the head.

When choosing the organizational form of the personnel service, the manager must understand that his decision is determined by the staffing of the organization.

Depending on the number of employees, organizations can be divided into three categories:

)Large, when the organization employs several hundred (thousand) employees;

)Medium, when the composition of employees does not exceed three hundred people;

)Small, consisting of several employees.

In large organizations, especially those that have subsidiaries in the regions of Russia, it is recommended to create a personnel department, personnel management, and medium-sized ones - personnel departments. IN small organizations work with documentation on personnel may be assigned to inspectors (managers) for personnel or to the secretaries of the head. In this case, the performance of this function should be reflected in the job description of the inspector or secretary.

The structure of the personnel service and its staffing depend on a number of factors, the main of which are:

industry affiliation of the enterprise;

the place of the enterprise in the economy (world level, state, regional, local);

level of centralization of management;

enterprise type ( local company, holding);

determining economic indicators;

the number of employees of the enterprise;

the concept of personnel management;

personnel policy (priorities, strategy, tactics);

state of the regional labor market;

availability of regional educational infrastructure;

sex and age of employees;

technological features of production;

level vocational training personnel service specialists.

Depending on the size of a particular organization, the following organizational forms of personnel work are distinguished:

· an independent structural unit with direct reporting to the head of the organization or his deputy;

· performance of the functions of the personnel service by an individual employee of the organization;

· performance of the functions of the personnel service in combination with the performance of other work.

In small companies (up to 100 people), two personnel officers are enough; in medium-sized organizations (up to 500 people), it is advisable to create a personnel department of three or four personnel specialists, more large companies(over 1500 people) from seven to ten employees of the personnel service.

Figure 1 - The structure of the personnel service of the enterprise

In the course of interaction with other departments of the organization, the personnel department receives from them applications for the admission of workers and specialists, ideas about incentives, vacation schedules, etc.

From the personnel service to the departments are sent:

) information about violators of labor discipline;

2)copies of orders for the admission of new employees, movement within the organization, dismissal of employees;

)copies of orders on the approval (change) of the Internal Labor Regulations;

)information related to issues of compliance with labor discipline.

From the accounting department, the personnel department receives a staffing table, calculations of the need for labor, salary certificates for processing pensions for age, disability, survivors, etc.

In turn, the personnel service submits to the accounting department information on the payroll number of employees, absenteeism, staff turnover, a time sheet, orders for admission, transfer and dismissal, sheets of temporary disability for payment, information about regular vacations of employees, etc.

The Human Resources Department is generally vested with the following powers:

· require all departments of the organization to submit the materials necessary for its work;

· accept workers, organizations on issues of relocation and dismissal;

· interact with other organizations on the issue of recruitment;

· demand from other departments the obligatory implementation of those instructions that are provided for by the regulation on the personnel department.

The regulation on the personnel department establishes the responsibility of the head of the personnel department for the performance of the functions assigned to the department and the responsibility of the employees of the department, which is established by job descriptions.

2.4 Labor rationing for HR workers

For employees of personnel services, as well as for employees of other structural divisions of the organization, the Labor Code of the Russian Federation guarantees:

· state assistance systemic organization of labor rationing;

· the use of labor rationing systems determined by the employer, taking into account the opinion of the elected trade union body or established in the collective agreement.

Rationing of labor (labor standards) - these are the norms of output, time, service. They are established for workers in accordance with the achieved level of technology, technology, organization of production and labor. The employer is obliged to provide normal conditions for the employees to fulfill the production standards. The Labor Code of the Russian Federation (Articles 159, 160, 163) defines what applies to such conditions:

· good condition of premises, structures, machines, technological equipment and equipment;

· timely provision of technical and other documentation necessary for work;

· proper quality of materials, tools, other means and items necessary for the performance of work, their timely provision to the employee;

· working conditions that meet the requirements of labor protection and production safety.

The production rates for each employee of the personnel service, in accordance with his official duties, as well as the number of employees of the personnel service, can be calculated using the "Intersectoral aggregated time standards for recruitment and accounting of personnel."

In this chapter, we found out that the basics of the personnel service is to organized work employees of the enterprise, including employees of the personnel department. Designated the functions for which the HR department is responsible and the relationship with other departments in the organization. We also got acquainted with the hierarchy in the personnel service.

3. Normative acts regulating the issues of personnel records management in Russia

Table 1 - Acts regulating the procedure for working with personnel documents:

No. p / p. Name of the document and date of its approval Useful information for an employee of the personnel service 1 Labor Code of the Russian Federation (Labor Code of the Russian Federation). Adopted by the State Duma of the Russian Federation on December 21, 2001. The Labor Code of the Russian Federation in the field of documentation: - Establishes the mandatory application of a number of legal acts; internal labor regulations, vacation schedule, etc. (Art. 123, 190, etc.). - Defines the documents that document personnel procedures: admission, transfer, termination of an employment contract, vacations, incentives and penalties for employees (Articles 67, 68, 84, etc.). - Establishes the deadlines for processing documents and the procedure for familiarizing employees with them 9st. 14, 67, 68) - Introduces the obligation to develop documents that should regulate the procedure for transferring personal data of employees (Article 88). - Establishes the procedure for coordinating documents or taking into account the opinion of a representative body (Articles 8, 136, 190, etc.). No. 8. Article 609) Fixes the obligation to document information, establishes the obligation to provide information government bodies. Article 5. Documentation of information A document received from an automated information system, acquires legal force after its signing by an official in the manner prescribed by law Russian Federation. Article 15. Obligations and responsibility of the owner of information resources The owner of information resources bears legal liability for violation of the rules for working with information in the manner prescribed by the legislation of the Russian Federation.3 Federal Law "On joint-stock companies"(Article 89) and the Federal Law "On companies with limited liability» (Article 50) Define the obligations of companies for the storage of documents and their composition. The law establishes not only the obligation to store documents at the location of its executive body, but also the obligation to transfer documents to state storage. “The society is responsible for ordering the documents, must carry out work on their safety in accordance with the instructions and recommendations of the archival authorities of the Russian Federation.”4 RF Government Decree No. 225 of April 16, 2003 “On work books”. Decree of the Ministry of Labor and social development RF dated October 10, 2003 No. 69 “On approval of instructions for filling out work books” Establishes the rules for maintaining and storing work books, preparing work book forms and providing employers with them. Establishes the form of a work book and the form of an insert in a work book, as well as the general procedure for their maintenance. 5 Standard instructions for office work in federal bodies executive power, approved by the Federal Archival Service of Russia on November 27, 2000. The instruction contains the basic requirements for document forms, the composition of details and their design. In addition to the rules for processing documents, the issues of the technology of their processing and the order of storage are considered here. Can be used in commercial organizations for the development of internal instructions for office work. 6Album of unified forms of primary accounting documentation for accounting for labor and its payment. NIPI statinform of the State Statistics Committee of Russia, 2004. Unified forms of primary accounting documentation apply to legal entities of all organizational and legal forms and forms of ownership, and for accounting for the use of working time and settlements with personnel for wages - to legal entities of all organizational and legal forms and forms of ownership , except for budgetary institutions. 7 A list of standard documents generated in the activities of organizations with an indication of the retention periods. Rosarchiv. 2000. Contains a list of almost all possible reorganization of documents, indicating their retention periods. 8GOST R 6.30-2003 “Unified system of organizational and administrative documentation. Requirements for paperwork.” It is advisory in nature. Defines General requirements to the execution of documents and the composition of their details9 Basic rules for the work of archives of organizations. Approved by the decision of the Collegium of the Federal Archives of February 6, 2002. The main document that establishes the system for storing documents in office work and archives. They regulate the technology for the preservation of documents, contain requirements for the nomenclature of cases, establish the procedure for their preparation, approval, approval, use and storage. tariff categories OK 016-94 (OK PDTR). It allows you to encode personal and biographical data about employees, information about education, position, etc. It is used to fill out a number of registration forms (T-2) used in the personnel service. 11 All-Russian classifier of specialties by education OK 009-93 (OKSO). Designed for coding information about specialties, specializations, areas of knowledge (sciences), areas of training. 12 All-Russian classifier of information about the population (OKIN). accounting forms. Filling in information about age, citizenship, nationality, languages ​​of the peoples of the Russian Federation and foreign languages, degree of knowledge of languages, marital status, etc. must correspond to the wording included in the classifier.13Single qualification guide positions, managers, specialists and employees. It creates the basis for the development of job descriptions. personnel department employees. It's kind of Toolkit to determine the cost of working time for work performed by the personnel service. It also serves to justify the number of employees of the personnel service. In addition, it contains a list of all the necessary documentation operations, outlines the sequence of work with documents, establishes the technology for registering documents, and the order in which they are stored. Contains recommended forms for the recruitment and accounting of personnel, including registers of registration of those liable for military service.15 Decree of the Federal Commission for the Securities Market of July 16, 2003 No. societies.16Federal Law No. 152-FZ of July 27, 2006 “On Personal Data.” Regulates relations related to the processing of personal data legal entities with the use of automation tools or without the use of such tools. Determines the procedure for obtaining, storing, processing, using and transferring personal data of employees (including).

Some of these documents apply to government and budget organizations, but in the absence regulatory framework are recommended for use in commercial organizations and can be used as methodological assistance in the preparation of local acts of the organization.

After the process of familiarization with the regulations governing the issues of personnel records management in Russia, I can conclude that the number of these acts is quite sufficient for the coordinated work of the organization of the personnel service.

personnel office work accounting service

4. Documents of the personnel service

The activities of the organization's personnel service are an integral part of such an important and extremely responsible area as documentary support for management. There is a certain regulatory and methodological framework that regulates the correctness of paperwork, the construction of workflow in an organization, etc.

The terms “personnel documentation” or “personnel documentation” mean a range of documents containing information about the employees of the enterprise and the activities of the personnel service: personal and accounting documents, organizational and administrative, planning and reporting and statistical. Personnel documentation is the primary source of information about the length of service of citizens and, in this regard, is directly related to ensuring their constitutional rights.

Personnel documentation belongs to the category of long-term storage documents.

Documents of the personnel service are divided into the following categories:

· Documentation on personnel (created in the process of fulfilling by the personnel department its duties of documenting work with personnel. Documentation on personnel is always “tied” to a specific employee and reflects the specifics of his position (profession), employment conditions, labor results, etc. .).

· Administrative documents (this type of internal documents includes orders and orders of the head. With their help, the head of the organization exercises the authority to manage the organization provided for by the charter of this organization. Orders of the first official of the company are divided into two independent groups).

· Documents confirming labor activity employee (the purpose of these documents is to reflect as accurately as possible the work experience of the employee).

· Information and settlement documents (maintained by the personnel department to record the personal data of employees, to secure information related to their work activities).

It is also important to know that the following unified forms for personnel records are currently in force, the maintenance of which, in accordance with paragraph 2 of the Decree of the State Statistics Committee of the Russian Federation of January 5, 2004 No. 1, is mandatory for all organizations operating in the territory of the Russian Federation, regardless of forms of ownership:

employment contract;

No. T-1 - order (instruction) on hiring an employee;

No. T-1a - order (instruction) on hiring employees;

No. T-2 - personal card of the employee;

No. T-2GS (MS) - personal card of a state (municipal) employee;

No. T-3 - staffing;

No. T-4 - registration card of a scientific, scientific and pedagogical worker;

No. T-5 - an order (instruction) on the transfer of an employee to another job;

No. T-5a - order (instruction) on the transfer of employees to another job;

No. T-6 - an order (instruction) on granting leave to an employee;

No. T-6a - order (instruction) on granting leave to employees;

No. T-7 - vacation schedule ";

No. T-8 “Order (instruction) on the termination (termination) of an employment contract with an employee (dismissal);

No. T-8a - an order (instruction) on the termination (termination) of an employment contract with employees (dismissal);

No. T-9 - an order (instruction) to send an employee on a business trip;

No. T-9a - order (instruction) on sending employees on a business trip;

No. T-10 - travel certificate;

No. T-10a - official assignment for sending on a business trip and a report on its implementation;

No. T-11 - order (instruction) to encourage an employee;

No. T-11a - order (instruction) on the promotion of employees;

No. T-12 - timesheet and payroll;

No. T-13 - time sheet;

No. T-49 - payroll;

No. T-51 - payroll;

No. T-53 - payroll;

No. T-53a - payroll register;

No. T-54 - personal account;

No. T-54a - personal account (svt);

No. T-60 - a note-calculation on granting leave to an employee;

No. T-61 - a note-calculation upon termination (cancellation) of an employment contract with an employee (dismissal);

No. T-73 - an act on the acceptance of work performed under a fixed-term employment contract concluded for the duration of a certain work.

4.1 Employment contract

An employment contract is concluded in writing between the employee and the administration represented by the head of the enterprise and contains the main details:

document's name;

place of compilation;

The contract is drawn up in two copies, one remains with the enterprise, and the second is given to the employee.

4.2 Personnel orders

Personnel orders are the most important document that is drawn up in the process of documenting the functions of the personnel service. Orders formalize the admission, transfer and dismissal of employees; provision of vacations, business trips; changing conditions and wages, assigning categories and changing personal data; incentives and penalties.

Orders for personnel are issued on the basis of a written justification (for example: an employee’s statement, a marriage certificate indicating a change in the employee’s last name, a memorandum)

The employee's personal application for admission, transfer or dismissal is written by hand or on the letterhead of the organization. The application shall indicate: the name of the structural unit, the name of the type of document, the date, the addressee (position, surname, initials of the head), text, personal signature, transcript of the signature. Further, the resolution of the head and a mark on the execution of the document and the direction to the case are affixed to the application.

The text of the order on personnel does not have a stating part (the verb "I order"). Personnel orders begin with an administrative action. Accept, appoint, transfer, dismiss, change the surname, grant leave.

There are individual and consolidated orders by personnel. The individual ones contain information about one employee, the consolidated ones contain information about several employees, regardless of what management actions they fall under. Consolidated orders should not contain information with different retention periods. It is desirable to allocate orders for the provision of vacations and business trips that have a short storage period. Orders on rewards and punishments are issued on an individual basis.

Each item of the order on personnel must be formulated in accordance with the Labor Code of the Russian Federation.

When hiring, the amount of remuneration (salary, allowance) is set and, if necessary, the conditions for admission: temporarily, with probationary period.

When transferring to another job, indicate new position and subdivision, type of transfer, reason for transfer (in accordance with the Labor Code of the Russian Federation), change in remuneration.

Upon dismissal, the reason for dismissal, according to the articles of the Labor Code of the Russian Federation.

When granting leave - its type, duration, start and end date.

For business trips - the date and duration of business trips, the place of destination, the name of the enterprise.

With rewards, punishments - the reason and type of encouragement or penalty.

Each paragraph of the order must end with a reference to the written basis for the administrative action.

Orders on personnel are brought to the attention of the employee against receipt. Employee familiarization visas can be located either after the text of each paragraph of the order, or after the signature of the head.

The draft order on personnel is agreed with officials, such as: the chief accountant, with the heads of structural divisions, and the legal adviser.

Orders for personnel must be registered. The registration book is used as the registration form. The registration book indicates: the date and number of the order, who signed the order. Due to the difference in the terms of storage of orders for personnel, it is recommended to number them according to the following rule. A letter designation is added to the serial number of the order (to distinguish it from the order for the main activity).

The information contained in orders for personnel (information about work and incentives) is entered in work books.

The order (instruction) on hiring is one of the unified forms of primary accounting documentation, the use of which is mandatory for all organizations. (Appendix No. 1)

The order (instruction) on the transfer to another job (form No. T-5) is used when registering the transfer of an employee from one structural unit to another. To be completed by an employee of the personnel department in one copy. (Appendix No. 2)

The order (instruction) is endorsed by the head of the structural unit of the former and new place of work and signed by the head of the organization. Based on this order, the personnel department makes notes in a personal card, work book and other documents.

On the reverse side, marks are made about the undelivered property and material values ​​​​accounted for by the employee at the previous place of work.

The order (instruction) on granting leave (form No. T-6) is used to issue annual and other types of leave provided to employees in accordance with Labor Code, applicable laws and regulations, the collective agreement and vacation schedules. (Appendix No. 3)

It is filled in two copies: one remains in the personnel department, the other is transferred to the accounting department. Signed by the head of the structural unit and the head of the organization.

Based on the order to grant leave, the personnel department makes notes on the employee's personal card, and the accounting department calculates the wages due for the leave. When granting leave without pay, next to the indication of the number of days of leave, “without pay” is indicated. In the "Accrued" section in column 1, empty lines indicate the months for which wages were accrued.

4.3 Employee ID card

A personal card (form No. T-2) is filled in in one copy on the basis of documents (Appendix No. 4):

passports;

military ID;

work book;

based on an employee survey.

Free rows can be filled with data at the discretion of the organization. After completing the section General information» the person applying for a job signs a personal card and puts down the date of completion.

Section 1 also indicates the names and dates of graduation from the second educational institution of higher or secondary vocational education.

When filling out section 2, military service is recorded indicating the position.

In section 3, with each entry made on the basis of an order, the administration is obliged to familiarize the employee against receipt.

When filling out section 4 "Certification" of the personal card, all columns and columns are filled in. They indicate:

· date of certification;

· decision of the commission, for example: “transfer to a position”, “send for advanced training”;

The Reason column may be left blank. Alternatively, it may contain an order of the organization to send an employee for certification or an order to approve the results of certification.

Data on advanced training are recorded on the basis of documents submitted by the employee.

Section 5 "Professional Development" specifies:

· start and end dates of training;

· type of advanced training;

· name of the educational institution, faculty of advanced training at higher educational institution, faculty of advanced training at a secondary vocational educational institution, advanced training institute, advanced training courses at the ministry, advanced training courses at enterprises, research and design organizations, higher and secondary vocational education institutions, advanced training institutes and their branches);

· type of document (certificate, certificate);

· the column "Basis" may be blank, or it may contain an order of the organization to send an employee for advanced training.

Similarly, section 6 includes information on professional retraining indicating the specialty (direction, profession) in which retraining takes place.

When filling out section 7 “Incentives and awards”, it is necessary to indicate the types of incentives applied to the employee (both at the level of the organization and at the level of ministries and departments), as well as list state awards.

Section 8 "Vacation" keeps records of all types of vacations provided to the employee during the period of work in the organization. The basis for making entries are orders for the provision of vacations.

When filling out the vacation table on the basis of the order, only the start date of the vacation is entered. The end date of the vacation is entered after the employee returns from vacation. This is due to the fact that in the event that an employee is called from a vacation or interrupted, the “End date” column will contain the date the employee leaves for work, and not the planned end date of the vacation by order.

In the same table, leave without pay is necessarily noted. It is taken into account when calculating the length of service, which gives the right to the annual basic paid leave, since, according to Art. 121 of the Labor Code of the Russian Federation, it does not include the time for granting unpaid leave to an employee if their total duration exceeds 14 calendar days during the working year.

Section 9 "Social benefits" should indicate the list of benefits and their grounds provided to the employee by the Federal Law, by-laws and local regulations of the organization.

Section 10 "Additional information" is filled in if necessary:

· information about training at part-time (evening), correspondence, external studies departments of institutions of higher and secondary vocational training (you should also put down the dates of admission to educational institution and its end)

· information about a working disabled person indicating a certificate, a disability group and the date of its establishment (change), the reason for the disability;

· conclusion expert commission about the conditions and nature of work.

After the employee is dismissed from the organization, entries are made in section XI of the reason for dismissal, ”which indicates the decoding of the reason for the dismissal of the employee in accordance with the exact wording given in the Labor Code of the Russian Federation, the date of dismissal, the number of the dismissal order.

When closing the T-2 personal card, the personnel officer puts his personal signature with its transcript and indication of the position. The employee himself signs in the same way. The signature of the employee in this case confirms his agreement with all the entries made in his personal card.

4.4 Work book

According to Article 66 of the Labor Code of the Russian Federation, a work book of the established form is the main document on labor activity and work experience of an employee. During the entire period of the employee's activity in the organization, information about him is reflected in this document. (Appendix No. 5)

Working with work books and making entries in them are strictly regulated: according to Art. 66 of the Labor Code of the Russian Federation, the form, procedure for maintaining and storing work books, as well as the procedure for preparing work book forms and providing employers with them, are established by the Government of the Russian Federation.

Decree of the Government of the Russian Federation of April 16, 2003 No. 225 “On work books” approved the form of a work book, the form of an insert in a work book and the rules for maintaining and storing work books, preparing work book forms and providing employers with them. Decree of the Ministry of Labor of Russia dated October 10, 2003 No. 69 approved instructions for filling out work books.

According to these rules, the employer is obliged to keep a work book for each employee who has worked in the organization for more than five days, if the work is the main one for the employee. For an employee entering work for the first time, a work book is entered, which is filled out in his presence within a period of not more than a week from the date of employment. The employer-individual has no right to make entries in the work books of employees, as well as draw up work books for employees hired for the first time.

To prevent the use of fake work books, the Government of the Russian Federation ordered the Ministry of Finance of the Russian Federation to approve the procedure for providing employers with new work book forms and an insert in it, and employers to ensure accounting of work books, as well as work book forms and an insert.

The following information is entered in the work book:

About the employee

· about the work they do;

· about transfers to another permanent job;

· on the dismissal of an employee;

· grounds for termination of the employment contract;

· about awards for achievements in work.

Information about penalties in the work book is not entered, except in cases where dismissal is a disciplinary sanction.

At the request of the employee, information about part-time work is entered in the work book at the main place of work on the basis of a supporting document.

All entries on hiring, transferring to another permanent job, dismissal, awards and incentives are entered by the administration in the work book after the order is issued, but no later than a week, upon dismissal - on the day of dismissal. Entries in the work book must correspond to the text of the order. Records on the reasons for termination of the employment contract must be made in strict accordance with the wording of the Labor Code of the Russian Federation or federal law and a link to the relevant article, paragraph.

When registering a work book, it is first filled out title page A containing information about the worker. Surname, name and patronymic and date of birth are indicated on the basis of a passport or birth certificate.

Education - secondary, secondary specialized or higher - is indicated on the basis of documents (certificate, certificate, diploma). Record of unfinished secondary or unfinished higher education can also be made on the basis of relevant documents.

The profession or specialty is recorded in the work book on the basis of a document on education.

After indicating the date of filling out the work book, the employee certifies with his signature the correctness of the information entered.

The first page of the work book is signed by the person responsible for issuing work books, and after that the seal of the organization on which the work book is filled out for the first time is affixed.

Changes in records in work books about the last name, first name, patronymic and date of birth are made by the administration at the last place of work on the basis of documents (passports, birth certificates, marriage or divorce, change of last name, first name, patronymic.) And with reference to the number and date of documents.

These changes are made on the first page of the work book. One line crosses out, for example, the former surname and new data is recorded.

Entries are made carefully, with a ballpoint pen, black, blue or purple ink.

In the case when all the pages of the relevant sections are filled in the work book, the work book is filled with an insert.

The insert is sewn into the work book, filled in and maintained by the administration of the enterprise at the place of work in the same manner as the work book.

An insert without a work book is invalid.

About each issued insert on the first page of the work book, a stamp is placed at the top with the inscription: “Insert issued” and the series and number of the insert are also indicated here.

With each entry made on the basis of an order in a work book or insert, on hiring, transfers to another permanent job and dismissal, the administration of the organization is obliged to familiarize the owner of the book (insert) against receipt in a personal card form No. T-2, in which be an exact entry from the work book (insert).

When an employee is dismissed, all work records made in the work book during his work in the organization are certified by the signature of the head of the enterprise or a person specially authorized by him and the seal of the enterprise. The administration is obliged to issue to the worker or employee his work book on the day of dismissal with a record of dismissal made in it.

4.5 Logs of accounting and control and internal official correspondence

Registration journals (books) are maintained in organizations to record personnel documentation (orders on personnel, work books, personal files, identity cards). The correct accounting of the document (with the assignment of a specific number and with a note on the date of registration) gives it legal force (the force of proof), with the help of which the employer can confidently win in a labor dispute with an employee.

The Human Resources Department maintains registration of personnel documents and uses the following registration forms or they are maintained by other authorized persons:

· registration log employment contracts;

· register of orders for the admission, transfer and dismissal of employees;

· journal of registration of orders for granting leave;

· journal of registration of orders on business trips of employees;

· journal of registration of travel certificates;

· job registration log;

· register of local regulations;

· book of accounting for the movement of work books and inserts to them;

· income and expense book for accounting forms of the work book and an insert in it;

· journal of registration of orders on incentives and imposition of disciplinary sanctions;

· journal for issuing certificates on personnel;

· logbook sick leave;

· register of industrial accidents.

Forms of some magazines and books are approved by official bodies, while other forms are developed by the organization itself.

For example, the form of the book of accounting for the movement of work books and inserts to them was approved by the Decree of the Ministry of Labor of Russia dated October 10, 2003. No. 69. A log of personal affairs or a log of passing medical examinations does not have a recommended form, therefore it is developed by the organization itself at its own discretion.

When organizing the storage of personnel documents, their social and legal nature is primarily taken into account, since it is these documents that are mainly used to satisfy the social and legal needs of citizens (in particular, to confirm work experience).

Internal correspondence in the organization is used to document all personnel decisions. For example, in order to bring an employee to disciplinary responsibility, it is required to obtain explanations from the employee.

If we are talking on the promotion of the employee, his immediate supervisor sends a submission to the head of the organization on the promotion of the employee.

With the help of internal official correspondence, there is also an official exchange of views between the officials of the organization, between the officials and the management of the organization.

In this chapter, work was carried out to familiarize with the documents of the personnel service, as well as an analysis and description of these documents.

Conclusion

The scope and timeliness of all work depends on the provision of organizations with labor resources and the effectiveness of their use. Therefore, the role played by the personnel service in the organization is so important.

One of the most important functions of organizing the work of the personnel service is the function of accounting for documents regulating the implementation of all tasks facing personnel managers.

The problem of working with electronic information becomes relevant. Therefore, the first step in order to improve the personnel service is to introduce information technologies V management process, which will allow you to create archives of electronic databases and combine streams electronic documents.

The key to the success of the organization is effective staff, so specialists are in demand. Often, the HR manager becomes a conductor of new ideas, introduces the manager to advanced methods of personnel management, and solves all organizational issues.

Today, it is important for the personnel department not only to correctly fill out personnel documentation, but also to achieve timely filling of vacancies in order to maintain the production volume at the proper level. The system of work with personnel should be planned in such a way as to constantly achieve an increase in the labor force of the enterprise of those people who have good knowledge and skills and ensure that there are more and more such workers.

As a result of the work, the following tasks were performed: identifying the essence of the personnel service of the enterprise; study and analysis of normative documents regulating the activities of the personnel department; study of the features of personnel documentation.

After completing the tasks, it was achieved next target: analysis of the organization of the work of the personnel service at the enterprise.

List of sources used

staff office work

1. The Constitution of the Russian Federation - M.: Yurist, 2005.- 63s.

2. Labor Code of the Russian Federation. Text with amendments and additions as of September 1, 2007. - M.: Eksmo, 2007. -272s.

All-Russian classifier of management documentation. OK 011-93. Approved by the Decree of the State Standard of the Russian Federation of December 30, 1993 No. 229. Edited on 12/17/2007.

Decree of the Government of the Russian Federation of April 16, 2003 No. 225 "On work books"

Verkhovtsev A.V. Office work in the personnel department - M.: INFRA-M, 2001. - 35 p.

Vyalova L.M. Documentation support for the activities of the personnel service. Tutorial for secondary vocational education. - M.: Publishing house "Academy", 2007. -189p.

Grudtsina L.Yu. Personnel officer. 2nd ed., supplemented and revised. - M.: Eksmo, 2007. -304str.

Kirsanova M.V. Work book: new rules for maintaining and storing. 2nd ed., revised. - M.: OMEGA-L, 2006. -58s.

Krasavin A.S. Documentation of labor activity of employees. - M.: INFRA-M, 2006. -101s.

Kuznetsova T.V., Kuznetsov S.L. Personnel records management - M .: Book Service, 2006. -144s.

Mitrofanova V.V. We draw up personnel documents: a reference book for practice. - ed. 2nd, revised and expanded. - M.: Alfa-Press Publishing House. 2008. - 304 p.

Sankina L.V. Handbook of personnel office work. 3rd edition, enlarged and revised. - M.: M CFR, 2003. -98s.

Personnel service //Wikipedia, The Free Encyclopedia

HR record keeping // Siriniti. 2014

15. Personal card of the T-2 employee // Personnel issues.

Methodological materials // Business world. 2014

Form T-5 "Order on the transfer of an employee to another position" //HRMaximum

Organizational personnel as an object of management //ORGTM.ru. 2012

HR website //2013

Labor resources // Initial materials online. 2014

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In modern entrepreneurial activity the personnel department at an enterprise is often one of the most important structures, since its duties directly affect the legality of registration of the company's activities and labor relations with employees. But not all employers and even specialized specialists know what the personnel department does in each specific situation, since its functions can seriously differ depending on business entities.

Human Resources - what is it?

First of all, the personnel department is a structure that is engaged in the conduct of personnel records management within the framework of one enterprise. That is, the formalization of labor relations within the framework of work activities. Thus, in fact, it is an intermediary between the employer and employees, which ensures the proper procedural registration of most aspects of labor relations.

It should be understood that although the personnel service itself is formed first of all, at least in medium and large enterprises, its functions and duties in any case must be performed. So, the functions of the personnel department can be performed individual entrepreneur personally, an accountant or lawyer of the enterprise, or even a third-party specialist involved in principle, depending on the specific needs in the conduct of personnel records management.

Often, the human resources department also has additional responsibilities for personnel management and organization management. The main regulatory documents in accordance with which the HR department operates are:

• Labor Code of the Russian Federation. It is on the basis of this document that most of the procedures included in the scope of personnel records management are carried out.
• Decree of the State Statistics Committee No. 1 of 01/05/2004. This resolution introduced unified forms of accounting used in personnel records management. Since 2013, however, they have become optional, but most enterprises still use them.
• Government Decree No. 225 of 16.04.2003. This ordinance regulates The direct instruction for filling them out, which also needs to be taken into account by personnel workers, is regulated by the Decree of the Ministry of Labor No. 69 of 10.10.2003.
• Government Decree No. 719 of November 27, 2006. The aforementioned document regulates the maintenance of military records in organizations, which is most often also assigned to the personnel officers of the enterprise, however, it can also be delegated to a separate unit within the organization.

The standards of the above documents are the basis legal regulation activities of staff members. In addition to them, personnel officers also need to understand local regulations operating for a particular employer. It should also be understood that in some public services other procedures may be envisaged personnel procedures, which may also be regulated by separate federal or regional regulations.

Functions and responsibilities of the HR department - what does it do

In practice, the answer to the question of what the personnel department does, as mentioned earlier, may differ depending on the specific characteristics of individual business entities. But in the general case, the following functions within the enterprise can be attributed to the responsibilities of the personnel service:

In addition to the above-defined basic functions inherent in most personnel departments, modern personnel management can also include additional functions, which include:

• Innovative. This function lies in the fact that an effective personnel department must constantly improve the methods of document management at the enterprise and personnel policy in general.
• Social. The work of modern personnel officers often includes not only the formal implementation of the required standards, but also the fulfillment of a full range of duties related to personnel management, creating a high-quality psychological microclimate in the team and motivating employees.

If we consider more concrete examples responsibilities of the personnel department and its employees, they may look like this:

• Determining the needs of the enterprise in certain workers. It is the personnel specialists who are often entrusted with making the final decisions on the need to attract individual employees, for example, on the basis of applications from other structural divisions of the enterprise and comparing them with information about the financial capabilities of the company.
• Finding suitable employees and ensuring their recruitment. Employees of the personnel department most often search for suitable applicants for existing vacancies and ensure their effective filling, as well as primary control of applicants' knowledge. Collaboration with the actual units that need workers is also important at this stage.
• Doing . Personnel officers draw up a staffing table, adjusted in connection with various events - layoffs of employees, their departure on vacation and sick leave, ensuring the continuous operation of the organization.
• Work with . Maintenance of work books, their storage, issuance, making entries in them and all these are direct tasks of the personnel department of the enterprise.
• Registration of local regulations. It is the personnel service that often develops and actually implements the internal documentation of the enterprise, subject to its joint consideration with direct management.
• Raising the qualifications of employees. The service in question also often has as one of its responsibilities monitoring the knowledge of employees and ensuring that they regularly undergo professional development and training.
• Doing . Despite the fact that the legislation requires the organization of a separate military registration desk at the enterprise, in most cases it is included in the personnel structure of the organization.
• Document management in the HR field. Issuance of certificates and documents on their employment to employees, registration and archiving of orders of the employer - all this workflow can be carried out not only by the office, but also by personnel officers, especially in the absence of a separate office within the organization.
• Analysis of the personnel policy and the current personnel structure of the enterprise. The HR department should conduct factual studies on the efficient use of labor resources and propose certain measures to optimize existing processes.
• Ensuring discipline in the enterprise. The issuance of employees and the issuance of incentives are most often also coordinated with the company's personnel department.

This is just a small list of the main responsibilities of the HR department. If the enterprise has progressive models of HR management, which are also often assigned to personnel officers, then the range of their duties can be even wider. And given the main responsibilities of these employees, it should be noted that the aforementioned structure in almost all aspects of its activities should be in contact with other parts of the work process.

Differences between Human Resources and HRM

The concepts of personnel management and HR are often Russian business considered identical, but they are not. First of all, it should be noted that the main task of the personnel department is precisely the fulfillment of all procedural requirements of the law. While the HRM (human resource management) department deals with the actual organization of labor. However, in practice, these concepts can often be implemented within the same structural unit.

But still, personnel workers are most often not required to engage in effective search and testing highly qualified specialists, ensure the maintenance of a working microclimate, conduct trainings and social research. At the same time, HR professionals may not be required to know the actual procedural standards and legal requirements. First of all, they should provide practically effective and efficient methods of managing and using personnel in labor activities, and not follow the document flow and legal requirements.

Other nuances of the activities of the personnel service in the organization

As can be understood from the basic principles of the HR segment, this structure cannot do without a constant relationship with other structural divisions of the enterprise. At the same time, the personnel department interacts both with the administrative and managerial personnel of the enterprise, and with simple production staff in one way or another. From the point of view of interaction with structural divisions, contacts are most often made with:

Employers should pay special attention to the number of employees in the personnel department. On average, practice shows that in most cases, one employee per approximately 100 employees is enough to carry out basic personnel functions. However, if an enterprise also implements HR methods of effective and continuous personnel management, is engaged in innovative and internal social issues in an organization, it may also be advisable to involve one specialist for 20-50 employees of the organization, depending on the specific tasks that are set for the personnel service.

Types and varieties of personnel documentation
* nomenclature
* grouping documents
* requirements for giving legal force to documents
* personnel instruction
* preparation of affairs of the personnel service for transfer to the archive of the organization,
* Responsible for maintaining personnel records.

The personnel department is the visiting card of the enterprise. The first step of a person in an enterprise is the personnel department. A person tends to remember the beginning and end of different events. This has been established by psychologists. For each person you just need to find their place. In one place, the employee is ineffective, and in another - brilliant. In each one can find abilities that will allow a person to work in a certain area with maximum efficiency.
The main task of the personnel department- Recruitment and team work.

What is HR work?

Simply put, personnel work is a set of organizational, meaningful measures and successive steps aimed at the effective use of the abilities and professional skills of each individual employee in realizing the ultimate goals of the organization. Having personnel interested in work, the company is able to conduct competition. The responsibilities and structure of the HR department may vary depending on the type of company activity.
The need for registration labor relations, fixing the facts of the working biography of employees, keeping records of personnel, accompanying their movement has long been an axiom and today it is of particular relevance.
First, this need is closely connected with the task of promoting state pension insurance, with issues of tax discipline.
Secondly, the observance of the law in work with personnel, the execution of personnel documents, the provision of state guarantees are the subject of close attention of the federal executive authorities and supervisory and control organizations. Mandatory maintenance of personnel documentation in organizations of any form of ownership and all methods of financing is established by national laws and regulations.
HR administration is the responsibility of employers.
Poorly organized work on personnel accounting inevitably affects the activities of the entire enterprise. As a result personnel errors makes it difficult to make the right decisions, the work of departments is disorganized, the efficiency of the organization as a whole decreases.
Worse, violations of the established procedure for personnel work can lead to direct financial losses, diversion of all kinds of resources. Mistakes made in the creation of personnel documents often lead to errors in wages and sick leave of workers, to a reduction in the amount of labor pensions established for employees.
Often the result of such violations are labor disputes and court hearings.
With permission labor disputes the court, according to established practice, requires the employer to confirm his innocence and refute the statements of the employee. And often mistakes made when creating personnel documents, incorrect design, lead employers to a sad but logical ending. The presence of the necessary and properly executed personnel documents will help to avoid mistakes, problems and their consequences.
It's no secret that personnel service in an enterprise is far from being a universal phenomenon. Many small enterprises that are at the initial stage of development, as a rule, do not have a separate structure or employee who deals with personnel management issues in the company.
If you need a specialist in personnel records management, then it is better to look for just such a specialist - it will be both cheaper and more practical. If you think that this employee should hold the team together, organize leisure and recreation - this is another specialist, if he must introduce an effective wage system - this is the third.
"All in one bottle" is rare.
HR managers are like doctors with their narrow specialization and only experienced personnel worker kind of like a family doctor, being a generalist.
In general, the organization of personnel work should be approached as a business project. The head of the company should determine for himself the criteria for evaluating the activities of personnel officers. Discuss in as much detail as possible among the managers of your enterprise what exactly the personnel department should do, in what time frame, what funds will be allocated for this, what resources (people, money) will be involved.
Don't expect the HR manager to solve your problems on his own, without the help of colleagues, and without the budget allocated to him, only for his salary.
Main function and primary purpose of such an employee is to promote the growth of business efficiency by providing the company with human resources, increasing labor productivity, increasing the manageability and motivation of employees.

REGULATIONS ON THE HR DEPARTMENT

1. GENERAL PROVISIONS

1.1. The personnel department (hereinafter referred to as the Department) is a separate structural subdivision of the organization (hereinafter referred to as the Organization).
1.2. The department is created and liquidated by order CEO Organizations.
1.3. The department reports directly to the Director General of the Organization.
1.4. The Department in its activities is guided by the Labor Code of the Russian Federation, other regulatory legal acts containing norms labor law, as well as regulatory methodological documents on the conduct of personnel records management, the Charter of the Organization, as well as these Regulations.
1.5. The Human Resources Service is headed by the Head of the Human Resources Service (hereinafter referred to as the Head), who is appointed and dismissed by order of the General Director of the Organization.
1.6. A person with a higher legal or economic education and at least 3 years of experience in the position of head of the personnel department is appointed to the position of the Head.
1.7. The structure and staff of the Department is approved by the General Director of the Organization. 1.8. The duties of the employees of the Department are established by job descriptions.

2. MAIN TASKS

2.1. Selection and placement of personnel.
2.2. Accounting for personnel and maintaining personnel records.
2.3. Monitoring compliance with labor discipline.
2.4. Raising the qualifications of employees.
2.5. Carrying out certification.
2.6. Formation of personnel reserve.
2.7. Monitoring compliance with labor and social rights of employees.
2.8. Maintenance and strengthening of a positive socio-psychological climate in the Organization, prevention of labor conflicts.

3. FUNCTIONS

3.1. Determination of the current need for staff, analysis of staff turnover.
3.2. Recruitment of personnel together with the heads of interested departments.
3.3. Development of staffing.
3.4. Documenting the reception, transfer, dismissal of employees.
3.5. Reception, filling, storage and issuance of work books.
3.6. Keeping records of the personnel of employees of the organization, registration of personal files,
preparation and issuance of certificates and copies of documents at the request of the employee.
3.7. Documenting business trips.
3.8. Drawing up a vacation schedule and accounting for the use of vacations, as well as issuing vacations in accordance with the vacation schedule.
3.9. Keeping records of employees liable for military service.
3.10. Preparation of materials for presenting employees for incentives.
3.11. Preparation of materials on bringing employees to material and disciplinary liability.
3.12. Fulfillment of inquiries about the seniority of employees who previously worked in the organization.
3.13. Organization and participation in the certification of employees.
3.14. Formation of a personnel reserve for promotion to leadership positions, drawing up plans for the development of employees.
3.15. Drawing up plans for improving the skills of employees.
3.16. Organization of payroll.

The department has the right:
4.1. Receive from the structural divisions of the Organization the documents necessary for registration of admission, transfer, business trip, vacation and dismissal of employees.
4.2. To give, within its competence, instructions to the structural divisions of the Organization on the selection, accounting, placement and training of personnel.
4.3. Make proposals to the management of the Organization to improve work with personnel.
4.4. To certify the legal force of personnel documents issued to employees of the Organization.
4.5. Monitor compliance with employees in the structural divisions of the Organization labor law providing established benefits and compensations.
4.6. Represent the interests of the Organization in accordance with the established procedure on issues within the competence of the Department in relations with state and municipal authorities, as well as other enterprises, organizations, institutions.
4.7. Conduct meetings and participate in meetings held by the Organization on issues within the competence of the Division.

5. RESPONSIBILITY

5.1. Responsibility for the proper and timely performance by the Department of the functions provided for by these Regulations lies with the Head.
5.2. The Leader is responsible for:
5.2.1. Organization of prompt and high-quality preparation and execution of documents, record keeping in accordance with applicable rules and instructions.
5.2.2. Compliance with employees of the Department of labor discipline.
5.2.3. Ensuring the safety of property located in the premises of the Department, and compliance with fire safety rules.
5.2.4. Compliance with the current legislation of the draft orders, instructions, regulations and other documents issued by the Department, endorsed by him.
5.2.5. The responsibility of employees of the Human Resources Department is established by their job descriptions.

6. RELATIONSHIPS. SERVICE RELATIONS

To perform functions and exercise rights, the personnel service interacts:
6.1. With all structural divisions of the Organization on personnel matters.
6.2. With the legal department - to obtain information about changes in the current legislation and legal support in the preparation of personnel documents.
6.3. With accounting - on issues of remuneration, as well as to provide copies of orders for hiring, dismissal, transfer, vacation, secondment, promotion, liability.
6.4. With the information and technical department of the Organization - on the issues of providing the Department with organizational and computer equipment, its operation and repair.

7. PROCEDURE FOR INTRODUCING CHANGES AND ADDITIONS

7.1. Changes and additions to the Regulations are made by order of the General Director on the proposal of the Head.

HOW TO ORGANIZE THE WORK OF THE HR BODY, REGULATIONS ON THE HR DEPARTMENT

The personnel department is a structure in an organization that deals with personnel management in an organization, that is, the activities of people who perform functions in an enterprise or organization that contribute to the most efficient use of human resources to achieve the primary goals of the enterprise (organization).

The purpose of the personnel department is to contribute to the achievement of the goals of the enterprise (organization) by providing it with the necessary personnel and the effective use of their qualifications, experience, skills, efficiency, and creativity.

The main tasks of the personnel department are:

• organizing the selection, recruitment and hiring of personnel with the necessary qualifications and in the required volume;
• creation of an effective system of full-time employees;
• development of career plans for employees;
• development of personnel technologies, etc.

Personnel management of the organization is carried out by a group of specialists who perform the corresponding function, as employees of the personnel service, as well as the heads of all linear divisions, performing the function of managers in relation to their subordinates.

HR structure

The full structure of the personnel department includes the following bureaus (departments):

• labor organization;
• recruitment;
• training, promotion of qualifications and retraining of personnel;
• studies of the socio-psychological climate;
• material incentives and motivation of personnel;
• career planning and advancement;
• labor rationing, assessment of reserves and certification;
• labor protection and safety.

Of course, in an organization there may not be certain departments of the personnel department.

Functions of the Human Resources Department

The personnel department at the enterprise has a functional and organizational function.

In functional terms, the personnel department is engaged in determining the strategy of the enterprise. The formation of personnel management at the enterprise takes into account the strategy of the enterprise, which was chosen by the head. He is also involved in planning the needs of the enterprise in personnel and, of course, in attracting, selecting and evaluating personnel.

To attract, select and evaluate personnel, the personnel department carries out the following activities:

• optimizes the ratio of internal (relocation within the enterprise) and external (acceptance of new employees) recruitment of personnel;
• develops personnel selection criteria;
• allocate new employees to jobs.

Staff development and retraining is also one of the functions of the personnel department. To carry out this function, the HR department:

• plans measures to ensure the level of qualification of its employees;
• selects the forms of training of employees for advanced training;
• organizes advanced training and retraining of personnel at the enterprise;
• determines the principles, forms and terms of certification of personnel.

As part of the work on the dismissal of personnel, the personnel department should carry out:

• analysis of the reasons for the release of personnel;
• selection of options for the release of personnel;
• security social guarantees retiring employees of the company.

The personnel department in the organization is also obliged to carry out work on the construction and organization of work, including the definition of jobs, functional and technological links between them, the content and sequence of work, working conditions. To perform this function, the HR department must:

• determine the content of work at each workplace;
• strive to create more favorable working conditions;
• carry out operational control over the work of personnel;
• carry out short-term planning of professional and qualification development of personnel.

And finally, the main thing for which the HR department is to some extent responsible is for managing personnel costs and social services provided to staff.

The personnel department should plan personnel costs, should develop and implement wage systems, determine the features of remuneration for certain categories of workers employed at the enterprise;

And of course, the personnel department in the organization is obliged to ensure the normal labor activity of all employees and all structural divisions in the enterprise that are responsible for working with personnel.

HR planning

Personnel planning is the main part of the overall planning of the organization's activities and is the process of providing the organization with the necessary personnel for certain positions and within a specific time frame.

Personnel planning consists of planning:

• staffing needs;
• optimal composition of staff;
• staff development;
• use of personnel;
• staff retention;
• staff reductions and relocations;
• recruitment;
• personnel costs;
• staff training.

When carrying out personnel planning, the organization pursues the following goals:

• get and keep people in the team;
• make the best use of the potential of its staff;
• be able to anticipate problems that may arise due to a shortage of staff or its excess;
• providing the enterprise with the necessary labor force;
• determining the cost of hiring and maintaining staff.

As part of personnel planning, the personnel department, firstly, determines the factors that affect the need for personnel - the organization's development strategy, the number of products manufactured on it, the technologies used, jobs, etc. At the same time, such categories of personnel are distinguished as:

• workers (including skilled workers of the main professions and auxiliary);
• employees (including managers of various levels);
• technical staff.

Next, an analysis is made of the availability of the personnel necessary for the organization, the qualitative need for personnel is determined, and the quantitative need for personnel is determined (forecast of the total need for personnel, assessment of the movement of personnel, etc.).

When planning workforce, it is necessary to evaluate the existing labor resources, assess future staffing needs and develop projects to meet future staffing needs.

Personnel management methods

The following methods of personnel management can be distinguished:

• economic methods: cost accounting, financial incentives, minimum wage. Value minimum size tariff rate, material benefits, guarantees and privileges;
• administrative and legal methods by which organizational influence is carried out, administrative influence, disciplinary action and disciplinary responsibility, administrative fine, criminal liability;
• socio-psychological methods aimed at social planning, social research, psychological planning;
• organizational methods, consisting in the design of workplaces, etc.

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IN Soviet time the duties of the personnel department were only office work and reporting. Changed modern economy requires a more serious approach to personnel work. Although the HR department is component the overall functionality of the enterprise, the work of personnel officers significantly affects the life of the organization. The basic law of the personnel officer is the regulation on the personnel department. It should reflect all the principles and nuances of work, because errors in personnel records management often become the cause of litigation, fines and instructions from supervisory authorities.

Why do you need a human resources department

The personnel department is an independent structural division of the company. In small companies, a lawyer or a secretary can take over the HR work, but it should be mentioned that the duties of an HR officer increase every year. For this, you need to “thank” the various departments of the state, which are constantly modernizing or developing more and more new forms of reporting documents that complicate office procedures, which leads to an increase in paperwork.

Today, personnel work includes not only office work, but also work directly with a person. After all, the well-coordinated work of the company as a whole depends on the qualifications of the employee. Now there is a shortage of engineers and technical workers. A competent personnel officer will not wait for qualified personnel to appear on their own, but will look for them and select them for a specific staff unit.

Why do you need OK

Thus, QA is the most important link in ensuring main task enterprises- the production of goods or services for the purpose of providing consumers and making a profit. No staff needed - no profit .

It is clear that a lawyer or a secretary simply will not be able to perform all the tasks of the personnel department, especially in conditions of "churn". Therefore, you should not chase two birds with one stone, because if a part-time worker makes mistakes in personnel documents, the organization faces a fine of 50 thousand - and this is for every mistake.

Goals and objectives of the personnel department

The capacious concept of “HR Department” is often difficult to tie to the scale of small enterprises, where the number of employees is comparable to the scale of the tasks being solved. However, no one canceled issues related to the main activities of the OK. Therefore the decision personnel issues“falls” on the head of either the founders, or is entrusted to a hired director. What if they don't have any experience? This is what happens in life. The success of a business in such conditions is fundamentally dependent on the degree of understanding of personnel work.. The statistics of closing small enterprises reflects the inability in most cases to establish personnel work.

The conclusion is simple - the personnel department in one form or another must solve its inherent tasks. Let it be even one person in a small enterprise, but this person should not be random. Only a person who understands the specifics of working with personnel is able to ensure the smooth operation of the enterprise. This person does not need to have a degree. It is quite possible to grow a personnel officer in the course of the formation of an enterprise. If only a person had a desire to understand this work.

Goals and objectives OK

The goals and objectives of the personnel officer are to provide the enterprise with employees to solve production plans.

However, the long-term practice of the work of the OK shows that these goals and objectives are actually quite extensive.

A staff member has many responsibilities. In large organizations, the personnel department employs several units, For example:

• HR manager;
• clerk;
• timekeeper;
• personnel manager;
• and the head of the department, who coordinates the work.

Each staff unit the HR department's responsibilities. HR manager must:

• supply the enterprise with employees, according to the staffing table;
• communicate with recruitment agencies and the labor exchange;
• form a personnel reserve.

Clerk it is necessary:

• register the reception, transfer, combination, dismissal of an employee;
• fill in, accept, issue, store work books and issue copies of them to employees;
• draw up vacation schedules;
• arrange vacations, call from vacations;
• receive and issue sick leave;
• prepare personnel orders and acquaint employees with them.

Timekeeper:

• draws up and calculates timesheets;
• draw up certificates of absence from work.

HR manager:

• monitors the implementation of the rules of the labor schedule (fixes absenteeism, lateness, violation of discipline);
• organizes training and advanced training of personnel;
• provides certification of workplaces (if the enterprise does not have a labor protection engineer).

Chief OK:

• coordinates the work of the entire department;
• prepares reports requested by state and municipal departments;
• draws up the nomenclature of the affairs of the department;
• draws up a staffing table.

As you can see, personnel work is not only work with papers (of which everything is added), but also work with people. A in order for the work to be coordinated, it is necessary to develop a clear algorithm. For this you need position on the personnel department, which fully describes personnel records management.

Regulations on the personnel department

This is a document in strict accordance with which the personnel officer must work. in a clear position
is prescribed:

• the structure of the personnel department;
• its goals and objectives;
• rights of OK employees;
• relationships with other departments of the company;
• responsibility of OK employees.

The position must be approved by order of the head of the company and stored in the affairs of the personnel department.

Regulations on OK

The position outlines all the duties of the department, but if in staffing there are several OK employees, their duties are indicated in job descriptions or directly in employment contracts.

For your comfort you can download the regulation on the personnel department (sample), just keep in mind that sample - typical. It is better to develop a position specifically for your company, where all its features are taken into account. Some personnel officers work on labor protection, payroll, and work with other documentation of the enterprise. Therefore, these responsibilities should also be included in the position.