What does the HR department do in an organization? Regulations on the HR department

The work of a CS specialist consists of knowing his tasks and the ability to competently conduct everyday work, which is very diverse. In the current conditions of minimizing the number of CS, due to the appointment of young and “unexplored” personnel officers are usually overloaded. HRM faculties and courses are dominated by academicism rather than practice. Based on this, a kind of “compass” is proposed for developing your direct course towards professionalism.

Ch. 1. Entering and mastering personnel work.

Providing the necessary personnel. Planning of personnel needs (quantity, quality, timing) that meets business objectives today and for the future.
Development and implementation of a personnel search and selection system: sources of selection, content of applications for vacancies, mass selection technology.
Registration of hiring, dismissal, transfer, etc.
Storage of tr. books and their accounting, personal sheets, maintaining personnel documentation in accordance with the nomenclature of files.
Filling tr. books, personal sheets, issuing certificates to employees.
Knowledge of labor legislation (Labor Code of the Russian Federation, Code of Administrative Offenses of the Russian Federation and instructions) and consulting on these issues.
Development and maintenance of local regulatory documents: Staffing table, Regulations: On personnel, On salaries, On holding a competition, etc., Internal rules labor regulations(PVTR), etc.
Meeting and establishing business relationships with department heads.

2. Introduction to the work of a personnel officer

First steps

From the very beginning, you should establish normal business relationship with department heads. Make it a rule to visit them at their location. Don't wait for someone to come to you. At the same time, have some questions for them, and they always exist. It is useful to get advice on some things, as well as tactfully raise questions about the unit. Then they will perceive you as a normal personnel officer, and not office worker, and you will gradually switch to friendly relations. Knowing people and departments is no less important than competently performing technical work. Competent work is the result of not only professionalism, but also effective interaction with managers at all levels. Often difficult relationships develop with the accounting department, which has “pulled the blanket” over itself.

It is important to remember that you are at the main entrance to the enterprise. And what is important here is your organization, impartiality, ability to tactfully structure a conversation, gain the candidate’s trust in you, tell him about the main responsibilities, agree on further actions and end the meeting in a businesslike and respectful manner. In advance, you need to have a conversation plan in your head about the enterprise, job responsibilities and personnel issues.

To get started you need the following:

write out the wording from the Labor Code of the Russian Federation for cases of hiring and dismissal. Thus, it will be easier to master the main articles of the Labor Code of the Russian Federation and the adopted wording. Issues of dismissals are described in Articles 77 - 84 of the Labor Code of the Russian Federation.
familiarize yourself with the hiring and firing procedures;
registration of Orders and Personal Sheet T2 in the 1C program;
have “on hand” the Staffing table for tracking vacancies, forms of Employment and other contracts, Applications (for work, dismissal, transfer, vacation), Applications for vacancies, Reminders to the candidate about providing documents, “Slider” for dismissal, Certificate of employment, forms for issuing a bank card, information for accounting. (There may be other documents.)

Upon receipt of the Application, be sure to study it and talk with its author to clarify the specifics of the job and any unclear questions. This is important in principle for understanding the main tasks of vacancies and establishing business contacts.

When dismissing, a respectful and tactful attitude towards the person is required, especially if the dismissal is not on his initiative. After all, “what comes around, so will it respond.”

On the day of termination of the employment contract, the employer is obliged to issue the employee a work book and make payments to him, Art. 140 TK.

If it is impossible to issue a work book to an employee due to his absence or refusal to receive it, the employer is obliged to send the employee a notice of the need to appear for the work book or agree to send it by mail, Art. 84 TK. Unreceived Tr. the books are stored in the Constitutional Court along with the Orders.

Suspension from work is regulated by Art. 76 TK.

The hiring order must be announced to the employee within three days from the date of actual start of work with his signature. Within 2 weeks an entry is made in Tr. book or a new one is started if it is missing. Recruitment issues are described in Art. 67 – 71 TK. Emergence labor relations are discussed in Art. 16 – 20 TK.

According to Art. 72 of the Labor Code of the Russian Federation, changes in the terms of an employment contract are permitted by agreement of the parties by drawing up an additional agreement to the employment contract.

The advisability of concluding civil law contracts (CLA) instead of labor contracts can be found in the “Personnel Package”. A widespread form of cooperation based on the GAP in the form of an Agreement on paid services(about the work).

Upon registration extra work(combination, performance of duties of a temporarily absent employee without release from work specified in the employment contract, expansion of service areas, increase in the volume of work) must be documented for combination or part-time work, see “HR Package”.

According to Art. 91 of the Labor Code of the Russian Federation, the employer is obliged to keep records of the time actually worked by each employee. Unified form approved by the Decree of the State Statistics Committee of January 5, 2004. No. 1: Sheet for recording working hours and calculating wages (Form N T-12), Sheet for recording working hours (Form N T-13).

If the company organizes shift work, then shift schedules are required, approved by the heads of departments and with the signatures of the employees.

Transfers to other positions and divisions are made on the basis of the employee’s application in agreement with the heads of both divisions and the corresponding order.

3. Mastering the duties of a personnel officer

This stage is associated with bringing the procedures for registering and maintaining KDP to automaticity, acquiring a free style of working with candidates and establishing business contacts with managers.

Master the 1C program - hiring, dismissal, filling out a Personal Sheet, making changes to the Sheet. When preparing for publication of an Order on Admission/Dismissal, you must immediately “enter” the data into 1C for printing. In this case, the candidate studies and signs Tr. contract in 2 copies. (one is for him, and the other is in the Personal File along with copies of documents). Make the necessary entry in the Labor Accounting Journal. books. Obtain signatures of the person involved in all documents. Tr. log book books can be combined taking into account instructions (TB, Primary instruction, etc.)
Master filling out Tr. books, paying attention to the accuracy of the entries according to the Labor Code of the Russian Federation, because inaccuracy may subsequently affect the calculation of pensions or the receipt of benefits for professions. On this issue and amendments to Tr. book, see “Personnel Package”.

You'll have to:

issue Certificates of Work at the request of the employee, which indicate the number of the Order of Admission, position and salary.
collect time sheets from all departments to enter the necessary information into Personal Sheets (about vacation, illness, business trip...) and transfer them to the accounting department for payroll calculation.
advise department heads and employees. This is an important aspect of the work of a CS specialist.

Personnel requirements planning should provide both current production tasks, and promising. When ensuring long-term tasks, it is useful to create a high-quality reserve. For it to be real and already focused on the upcoming work, it is necessary that these persons already work at the enterprise in similar positions.

4. Content work

This work is primarily related to local regulatory documents.

The staffing table is the main document that reflects the entire organizational structure of the enterprise, a complete list of positions in departments, their number and salaries. The staff is approved by the director of the enterprise. Changes are made either by the adoption of a new Staff Schedule, or by issuing an addition to the Staffing Schedule (this is for large structures).
Internal labor regulations (ILR) are usually developed by the CC, agreed upon with the management of the enterprise and approved by the director. PVTR establishes the relationship between employer and employees and the labor regime. The content of PVTR at different enterprises may vary significantly. Internal labor regulations must comply with: current legislation, constituent documents, staffing schedule.
Various Regulations that regulate various aspects of activity. But they, as a rule, are aimed at enterprise employees. Therefore, their development and implementation is carried out by the CS. Among them may be Regulations: On personnel, On salaries, On performance assessment, On holding a competition, etc.

Ch. 2. Professionalization of HR

Having gone through and mastered the previous stages of work and self-training, you will not have any problems in conducting current personnel work. And you will be able to resolve issues with department heads and develop the above local regulatory documents, incl. Shtadkas and PVTR. Thus, your range of interests will go beyond the “routine” and will be close to the tasks of the CS, which are much broader than the tasks of a specialist.

For professional development, it is necessary to sum up the results for yourself on specific resolved issues, understanding under what circumstances it was possible or why there was a failure. Professionalism grows when one comprehends what has been done and expresses what is meaningful in writing. Indeed, it is important not only to do it, but also to see what is behind it. It often happens that a person works for years, but there is nothing to say about it - only specific actions in the absence of a common vision.

At this stage, it is time to work with various publications that have a good presence on the Internet. We can recommend the following sites: Elitarium, e-xecutive, ITeam, HR-portal, Business World. This will be enough if you subscribe there.

Get yourself a flash drive, select folders in it for topics that interest you, and fill them out while studying each article. Initially, the following folders are required: Legal. consultations, KDP, Human Resource Management (HRM), Corporate governance, Work of the CS, Work of managers, Local regulations, Description of professional competencies, Personal psychology, Socio-psychological practice, Corporate changes, Personnel selection, Personnel assessment, Stimulating employees and teams, My developments, etc. As materials accumulate, other sections will appear.

In a few years you will be able to conduct some thematic developments yourself. In the meantime, write down any thoughts you have, save up and their time will come.

The main materials for current work are: the website for personnel records management “HR Package”, where there are answers to various questions; Labor Code of the Russian Federation and Code of Administrative Offenses of the Russian Federation. For other questions, incl. recruitment - Internet sites SuperJob, HeadHunter, Job, Rabota.ru, Rabotamail.ru, as well as personnel magazines, of which there are many.

In conclusion, it is advisable to note that practice and objectively present differences between people indicate that not everyone can be a general personnel officer. Indeed, the majority gravitate towards a certain range of tasks.

Applications

STATE COMMITTEE OF THE RUSSIAN FEDERATION ON STATISTICS

RESOLUTION

ON APPROVAL OF UNIFIED FORMS OF PRIMARY ACCOUNTING DOCUMENTATION FOR LABOR ACCOUNTING AND ITS PAYMENT

In order to implement the requirements of the Labor Code Russian Federation dated December 30, 2001 N 197-FZ The State Committee of the Russian Federation on Statistics decides:

1. Approve those agreed with the Ministry of Finance of the Russian Federation, the Ministry of Economic Development and Trade of the Russian Federation, the Ministry of Labor and social development Russian Federation unified forms primary accounting documentation for labor accounting and payment:

1.1. For personnel records:

N T-1 “Order (instruction) on hiring an employee,” N T-1a “Order (instruction) on hiring employees,” N T-2 “Employee’s personal card,” N T-2GS (MS) “ Personal card of a state (municipal) employee", N T-3 "Staffing table", N T-4 "Registration card of a scientific, scientific and pedagogical worker", N T-5 "Order (instruction) on the transfer of an employee to another job", N T-5a “Order (instruction) on transferring employees to another job”, N T-6 “Order (instruction) on granting leave to an employee”, N T-6a “Order (instruction) on granting leave to employees”, N T- 7 “Vacation schedule”, N T-8 “Order (instruction) on termination (termination) of an employment contract with an employee (dismissal)”, N T-8a “Order (instruction) on termination (termination) of an employment contract with employees (dismissal)” ", N T-9 "Order (instruction) on sending an employee on a business trip", N T-9a "Order (instruction) on sending employees on a business trip", N T-10 "Travel certificate", N T-10a "Office assignment for sending on a business trip and a report on its implementation”, N T-11 “Order (instruction) on encouraging an employee”, N T-11a “Order (instruction) on encouraging employees”.

1.2. For recording working hours and settlements with personnel for wages:

N T-12 “Working time sheet and calculation of wages”, N T-13 “Working time sheet”, N T-49 “Payroll sheet”, N T-51 “Payroll sheet”, N T-53 “Payroll”, N T-53a “Payroll Registration Journal”, N T-54 “Personal Account”, N T-54a “Personal Account (swt)”, N T-60 “Note-calculation on granting leave to an employee” , N T-61 “Note-calculation upon termination (termination) of an employment contract with an employee (dismissal)”, N T-73 “Act of acceptance of work performed under a fixed-term employment contract concluded for the duration of a specific job.”

2. To extend the unified forms of primary accounting documentation specified in clause 1.1 of this Resolution to organizations, regardless of the form of ownership, operating on the territory of the Russian Federation, in clause 1.2 - to organizations, regardless of the form of ownership, operating on the territory of the Russian Federation, except for budgetary institutions.

3. With the introduction of the unified forms of primary accounting documentation specified in paragraph 1 of this Resolution, the unified forms of primary accounting documentation approved by Resolution of the State Statistics Committee of Russia dated 04/06/2001 N 26 are declared invalid.

Chairman of the State Statistics Committee of Russia

V.L.SOKOLIN

By letter of the Ministry of Justice of the Russian Federation dated March 15, 2004 N 07/2732-UD, it was recognized as not requiring state registration.

The list of cases is OK.

"I affirm"

Director of the enterprise/Deputy by personnel

" " _________ 201_

Folder of corporate orders.
Personnel orders. If the turnover is high, then separate folders are created for admission, dismissal, and transfers. The reasons are attached to the orders, it’s more convenient.
Folder of orders for vacations, business trips with reasons.
Orders on incentives, sanctions, etc.
Tr. log book books, as well as about Primary instruction, TB, Fire. security, etc.
Folder with regulatory personnel and corporate documents (Staffing table, PVTR, various provisions etc.).
Employee folders (files): copies of documents, various materials, certifications, agreements on financial responsibility, additions to tr. contracts, etc.
Folder of contracts: civil, on working with third-party organizations, etc.
Folder with materials on personnel management and various methodological materials.
Folder with plans for corporate and personnel work.

Notes

All folders are numbered in accordance with the OK Nomenclature of Cases.
All orders (hiring, dismissal, transfers) and existing unreceived tr. books are kept for 50 years. In cases corporate changes, these documents are kept by the legal receiver.
Other personnel materials are stored, as a rule, for 3 years. The materials in the above folders are stored in accordance with corporate guidelines for 5-15 years.
OK materials in accordance with the Nomenclature of Cases are transferred according to the Transfer and Acceptance Certificate.

Fedotov Alexander Vasilievich

Independent HR expert

From this article you will learn:

What are the activities of the HR department?

What documents are required for the activities of the HR department?

What are the features of planning as a type of activity of the HR department?

Human resources departments in organizations are usually part of human resource management services and perform their functions. But their responsibilities are not limited solely to formal work related to the relationship between the employer and the staff: reporting, office work, etc. Perhaps in Soviet times everything was exactly like this, but now the activities of the personnel department are diverse and multifaceted work. Let's take a closer look at it.

Functions and activities of the HR department

The HR department plays an important role in the company, and its position in the organizational structure of the enterprise reflects the importance of its activities. Some even believe that the HR department is the calling card of the organization, its face, since it is this department that everyone encounters new employee hired.

The main function of human resources departments is the search, hiring of personnel and ongoing interaction with the workforce. Limiting the activities of the HR department only to the selection of new employees and their employment is a bad decision for business. Without close interaction with the existing team and knowledge of the specifics of the company’s functioning, it is impossible to correctly recruit new staff.

Nowadays, work with personnel is a set of organizational and other measures and actions that are necessary for the fullest use of business abilities, skills and abilities of personnel. A competent, motivated staff of employees interested in fruitful work is the goal of any HR department. Without this unit, which selects, records and supports employees, it is difficult to imagine the functioning of a successful modern organization.

The activities of the HR department at the enterprise are aimed at performing the following functions:

identify the need for new employees, search for and hire employees together with department heads;
analyze staff turnover and look for ways to reduce it;
draw up staffing schedules for specialists;
draw up personal files of employees, at their request, issue the necessary certificates and photocopies of documents;
carry out all operations with work books: accept, store and issue them, fill them out in accordance with current standards and design norms according to the Labor Code of the Russian Federation;
create a vacation schedule, take care of their accounting (also in accordance with labor legislation);
organize certifications for staff, prepare career development plans;
create plans for staff development.

Necessary documentation for the activities of the HR department

Staffing table (Article 57 of the Labor Code of the Russian Federation).

Before starting to recruit personnel, the human resources department is required to formulate and approve the staffing schedule from the company management. Based on it, the number of current vacancies is already determined. You can rely on this document when arguing in court the legality of dismissing an employee due to personnel reduction. The staffing schedule will be required by the court in any labor relations case, and if this request is ignored or an incorrect schedule is submitted, the employer will lose the chance to win the dispute.

Employment contract.

Preparing the package personnel documents begins with an employment contract concluded with the employee in writing, with signatures of both parties. It must reflect the conditions labor activity and remuneration that complies with labor laws and satisfies both the employer and the employee. Completing these papers is one of the most important tasks that the HR department solves in its current activities.

Labor regulations.

This internal regulation is mandatory for any company. It establishes the procedure for hiring and dismissing personnel, lists of rights and responsibilities, responsibility of the employer and employee, work and rest hours, methods of motivating employees, types disciplinary sanctions and many other aspects of labor relations.

Order (instruction) on hiring.

Based on this document, the new employee is allocated workplace, assign the necessary property to him. The HR department prepares it along with an employment contract addressed to the employee. Personnel officers and the new employee’s immediate supervisor introduce him to business correspondence, necessary acts, etc.

Work books.

This is the main document reflecting the work activity and length of service of a citizen. When applying for a job in a company, a person is required to present it (except for cases when he is hired for the first time or his employment contract does not provide for part-time work). The employer, represented by the personnel department employees, must maintain work records for each employee who has worked at the enterprise for five days or longer. The storage of work records also has its own requirements: it is allowed only in metal safes or cabinets, to which only a responsible specialist (appointed by a special order) has access.

Book of accounting of work books and inserts in them.

In this book, the worker signs upon dismissal and receipt of the work permit. It must be laced and numbered, contain seals and a signature. This is monitored by the HR department.

Agreement on full financial responsibility.

The activities of the HR department include signing agreements with employees on full financial responsibility. This is done in cases where an employee receives any material assets for storage, processing, sale (vacation), transportation, or use during production. Only an adult citizen can be financially responsible.

Vacation schedule.

Employers are required to maintain a vacation schedule for employees in accordance with Form No. T-7 (approved by Resolution of the State Statistics Committee No. 1 of January 5, 2004). In addition to formal requirements, legislative norms apply to this document. This is the observance of the right of certain categories of workers to leave at a certain time or chosen by them; granting leave to persons working part-time, simultaneously with their leave at their main place of work, etc. Documenting rest time is part of the activities of the HR department, as well as recording time worked.

Regulations on remuneration.

One of the goals of the HR department is the rational use of available human resources taking into account the specifics of the company’s activities and the current market situation. For this purpose, labor standardization and remuneration systems are usually used. The accepted remuneration procedure is fixed in the internal regulatory act of the enterprise - the Regulations on Remuneration.

Regulations on bonuses.

This is another internal document of the company regulating remuneration issues. It is prepared by the HR department, and approved by the head of the organization by a special order. Bonuses – additional, above the standard salary, cash payments employees – are necessary in order to reward them for high-quality productive work and motivate them for further professional development.

They are awarded to those employees who meet pre-approved bonus conditions. This circle of persons, as well as the conditions for issuing bonuses and their size for each position or specialty (or the maximum value) are described by the Regulations on bonuses.

Time sheets.

They are actively used in the activities of the HR department regarding employees with flexible schedules, for whom it is necessary to constantly calculate the total work time. Documents of this type take into account the time actually worked for the month of each such employee (for each day of the month), indicating his full name and personnel number.

The maintenance of these time sheets is carried out by a timekeeper or other employee obliged to engage in this activity by order of the company management. Accounting for hours worked is necessary for the full-fledged activities of the accounting department, which calculates salaries, and the human resources department, which controls the work of personnel.

Regulations on the protection of personal data of employees.

This document contains information about what the company’s goals and objectives are in the field of personal data protection, in which departments and on what media this information is stored, in what ways it is collected and processed, which employees have access to it, what activities are carried out to protect data from unauthorized access by company personnel and third parties. The Regulation on the protection of personal data of employees prepared by the HR department must be signed by the head of the company.

Planning as an activity of the HR department

Planning has two aspects. In a general sense, this is the name for activities aimed at developing a company’s strategy and policy, as well as selecting methods for their implementation. In essence, this work comes down to writing plans - official documents of a certain type.

An important component of this activity of the company is personnel planning. Its tasks are to provide the company with human resources in the required quantity and quality, to optimally use the available labor, improve social relations in the enterprise.

There are two approaches to personnel planning:

Independent (from companies that prepare, select personnel).

Subordinate to the main plans - financial, commercial, production (for all other organizations).

Therefore, personnel planning, as a rule, is secondary and is determined common system drawing up a corporate plan, and implementing activities related to personnel are included in other programs, being their addition and specification.

Activities such as personnel planning make it possible to determine:

the company's need to replenish its staff: how many employees will be needed, where and when, what training they should have;
professional qualification schemes for any position in each department (requirements for different categories of employees);
ways to reduce unnecessary workers and attract necessary ones;
optimal use of personnel according to their potential;
strategies for personnel development, improving their qualifications;
models of fair remuneration, methods of motivating employees, providing them with social bonuses;
costs for the package of measures taken.

Like any other planning, personnel planning is subject to a number of principles.

The key rule today is to involve as many people as possible in the planning process. more personnel of the company and as early as possible, from the very beginning of drawing up the plan. For social projects, formed by HR departments, this principle is paramount, for all others it is desirable.

The second rule of planning HR activities is consistency. The company's economic activity is continuous, the staff is also in constant motion, therefore planning should be an ongoing process, and not a one-time action. In addition, this principle includes the requirement to take into account prospects and continuity (so that future plans are drawn up on the basis of previous ones). The results of past projects should be taken into account when constructing new ones.

The principle of constancy of planning, to which HR departments at an enterprise are subject in their activities, ensures the implementation of the third rule: flexibility. Flexible plans (including those related to personnel) - those in which any decision can be adjusted at any time, if necessary. This quality is achieved by the presence of so-called cushions, which provide freedom of maneuver (within reasonable limits, of course).

Another important principle of personnel planning is cost-effectiveness: the costs of the HR department’s activities in analyzing and drawing up plans should not exceed the effect of their implementation.

Formation of the necessary conditions allowing the implementation of the plan is an equally important rule of any planning.

All these provisions are universal and apply at any management levels, not only in relation to personnel. And each case, of course, will have its own specifics.

Thus, when planning the activities of any department of the company, we must take into account the principle of bottlenecks: the overall productivity of the team corresponds to the productivity of the laziest and slowest employee. However, at a higher level, when we're talking about about the activities of the entire company, this principle does not work.

One of the goals of the HR department, which carries out personnel planning, is to ensure the best development of potential and full use of the abilities of employees, their motivation, taking into account the consequences management decisions accepted in the company (social, financial, etc.).

Personnel today are the main factor influencing the efficiency of an enterprise. The success of planning can be judged by whether the company's strategic goals are achieved.

What we will tell you about in this material

How and why does the HR department work?
What is the list of his powers and responsibilities of personnel department employees?
How to attract qualified specialists to the HR department

Human Resources Department in his work he is guided Labor Code RF and other legal acts regulating labor law. Normative methodological documents on personnel records management and the organization’s charter are also taken into account.

Functions and tasks of the HR department

The main function of the HR department is to ensure personnel document flow. Also, the HR department can be entrusted with the functions of personnel selection and conduct constant work with the team. If the functions of the HR department are limited to simply hiring employees into the company, without collecting relevant information about the organization’s staff, the enterprise cannot count on success in business. Important today complex work HR department, taking the necessary organizational measures and smart steps to maximize the use of professional skills and abilities of personnel.

Basic functions of the HR department

determine the personnel needs of the enterprise, selecting employees together with department heads;
prepare the staffing schedule of the enterprise;
analyze staff turnover, finding methods to effectively combat the problem of turnover;
complex of operations with work books;
draw up personal files of employees, issuing copies and certificates of documents at the request of employees;
organize employee certifications, drawing up plans for career advancement in the team;
keep records of vacations, drawing up a schedule and registering vacations in accordance with labor legislation;
prepare plans for staff development.

Step-by-step instructions for creating a HR department from scratch

To create a HR department you need:

organizational structure;
staffing schedule;
enterprise documents;
organization seal;
labor legislation;
order forms.

Typically, a HR specialist is responsible for creating a new department and incorporating it into the company’s organizational structure. It must provide for the type of structure of the organization, the subordination of the new service to the manager, its connections, and the influence of the number of company personnel on the structural unit.

After changes in the structure with the introduction of a new service, it is sent for consideration to the director of the organization. The sole executive body must approve it. For this purpose, an appropriate order is issued stating the fact of the introduction of a new department and the date from which the structural unit will be considered active. The execution of the order is controlled by the head of the personnel service, who requires changes to the organizational structure, notifying employees about the new department. Certification of the document with the signature of the director and the seal of the organization. It is necessary to familiarize the head of the personnel service with the order.

It is necessary to include a new department in the current staffing table. For this purpose, the issuance of an order from the head of the company is required. The name of the organization, number and date of preparation, and city of location of the organization are specified in the order.

Personnel officers, based on the order, must make appropriate changes to the staffing table, draw up new job descriptions. When compiling these instructions, it is necessary to be guided by the needs of the enterprise. Detailed content of instructions is required to meet the requirements and objectives of the new service.

How to attract qualified employees to the HR department

Alexander Potapov, Dmitry Somov, Owners consulting company"Profit Asset", Moscow

First, the company must stick to an ambitious goal. A strong specialist does not plan to be content with an ordinary status - he is much more interested in working in an ambitious organization.

Secondly, you must be an ambitious manager. You should learn to be an interesting and versatile interlocutor, having the appropriate charisma. It is also important to try to look as expensive as possible. In many ways, this becomes a serious factor in successfully attracting strong personnel, winning their attention and interest.

Third, be prepared to provide high income for highly qualified personnel. Low wages can only be compensated by famous brand– and even then not completely.

Fourthly, it is important for an employee to see career prospects. The CEO may be interested in the prospect of becoming a partner when he achieves certain goals. The head of a department is interested in spinning off his division into a separate company.

Mandatory documents that must be kept in the HR department

1. Staffing (Article 57 of the Labor Code of the Russian Federation)

Before selecting employees for an organization, it is necessary to draw up and approve a staffing table. Based on the staffing table, the number of vacancies at the moment can be determined. It is also important that when dismissing one of the employees due to layoff, the employer, referring to the staffing table, will be able to confirm in court the impossibility of employing the employee and the legality of the dismissal. When considering a labor dispute, the judge will necessarily require a staffing table. An employer will have no serious prospects of winning a legal dispute with an employee if the staffing schedule is not presented to the court or if it is not drawn up properly.

2. Employment contract

To create a package of personnel documents, the determining role is given to the employment contract with the employee. It is in writing, signed by the employer and employee. It is necessary to fix the terms of the employment contract of the working conditions and payment established by current regulatory legal acts by agreement between the employer and the employee.

3. Labor rules

Internal labor regulations are necessary for any organization. Are local normative act organization, which regulates the procedure for hiring and dismissing employees, a list of duties, rights, as well as the responsibilities of the parties, working hours, rest periods, measures for rewarding and disciplining employees, and other issues related to the regulation of labor relations.

4. Order (instruction) on hiring

The order represents the basis for providing a workplace for an employee, with the assignment of the necessary property of the employer to him, with familiarization of the employee with business correspondence, internal documents, etc. A draft order is prepared simultaneously with the employment contract.

5. Work records

The work book is the main document about the employee’s work activity and length of service. The employee must present a work record book upon employment. The only exceptions are cases when an employee is first employed or when employment contract, which is not subject to conclusion on part-time conditions. The employer is obligated to maintain work records for each employee who has worked for the company for more than five days. Work books must be stored in a metal cabinet or safe, access to which is available only to the responsible employee, who is determined by order.

6. Book of accounting of work books and inserts in them

When an employee receives a work book in connection with dismissal, he signs in the Book of Records of Work Books and inserts in them. A laced, numbered accounting book, sealed and signed is required.

7. Agreement on full financial liability

Agreements on full financial liability must be concluded with employees who have reached the age of 18 in the case of transferring valuables to the employee for processing, storage, sale (vacation), transportation or use in the production process.

8. Vacation schedule

The employer is required to draw up a vacation schedule in Form No. T-7, approved by Decree of the State Statistics Committee of January 5, 2004 No. 1. According to the vacation schedule, the order in which employees receive paid vacations will be determined. The schedule is drawn up in compliance with legal requirements, according to which individual employees have the right to leave at their convenience or at a certain time. For persons working part-time, simultaneous provision of leave with leave for their main job is provided.

9. Regulations on remuneration

The introduction of an effective system of remuneration and labor regulation at an enterprise, taking into account its specifics, allows us to achieve rational use of existing human resources, using optimal solutions in a certain production situation. The main internal document that regulates the employee remuneration system used at the enterprise is considered to be the Regulation on Remuneration.

10. Regulations on bonuses

The regulation on bonuses is approved by order of the employer. Bonuses are the provision of monetary amounts in excess of the basic salary to encourage the success achieved by employees in their work, stimulating their further improvement and improvement of results. Bonuses are paid to a circle of people, which is determined according to predetermined bonus conditions. The regulations on bonuses indicate the circle of persons for whom incentives are provided, the conditions and indicators of bonuses, the amounts of bonuses (for each position, profession, or their maximum amounts).

11. Timesheets

12. Regulations on the protection of personal data of employees

The Regulations contain data on the tasks and goals of the enterprise in the field of personal data protection, disclosing their composition and concept, and also provides a list structural divisions and storage media on which the relevant data is stored and accumulated. It is necessary to indicate in the document the method of collecting personal data, who in the company is given access to it, how this data is used and processed, how protection is ensured against unauthorized access within the enterprise and in relation to representatives of other enterprises. The Regulations on the protection of employee personal data are approved by order of the head of the enterprise.

Probation period: nuances for managers and employees

How to evaluate the performance of the HR department

To assess the effectiveness of the HR department, you need to introduce measurable indicators into the company, monitoring them at certain intervals. In particular, it is possible to use indicators of staff turnover, speed and percentage of filling vacancies, implementation of the plan for training and certification of personnel.

An alternative assessment method is also suitable for the head of the HR department. The HR department is a service department; it is necessary to periodically find out about the satisfaction of managers with the work of this service. This approach can be considered relevant for small companies.

General Director speaks

Alexey Izotov, Executive Director JSC Sterlitamak Petrochemical Plant, Sterlitamak (Republic of Bashkortostan)

Our work establishes a requirement - the ratio of the level of education of workers (secondary, secondary specialized, higher) must, at a minimum, be maintained. As a maximum increase - with an increase in favor of more educated personnel by 20%. The personnel service is ultimately forced to work in this direction, taking into account clear criteria for assessing results.

Head of HR Department

The head of the HR department is responsible for attracting company specialists. Its task is to provide the team with employees and workers in the necessary professions and specialties. His position involves career growth along the administrative line up to the general director of the enterprise.

General Director speaks

Boris Shcherbakov, Vice President of Oracle Corporation, General Director of Oracle CIS, Moscow

To the number job responsibilities Head of the HR department include:

Participation in the development of personnel strategy and personnel policy of the organization.

Recruitment, placement and selection of personnel, based on an assessment of their qualifications, business and personal qualities, with control over the correct use of employees in the organization's divisions.

Ensuring the reception, placement and placement of young workers and young specialists according to their specialty and profession, organizing, together with the heads of departments, their internship and adaptation to production activities.

Systematic work to create a reserve for promotion based on various organizational forms, including the preparation of candidates for nomination individual plans, business career planning, rotational movement of specialists and managers, internships in relevant positions, training in special courses.

Organization of certification of enterprise employees, with its information and methodological support, participating in the process of analyzing certification data, as part of the development of measures to implement solutions certification commissions, with the definition of a list of specialists who require re-certification.

Participation in the development of systems for comprehensive assessment of employees and performance results. Participates in the development of a system for career and professional promotion of personnel, preparation of proposals aimed at improving certification.

Organization of timely registration of admission, dismissal and transfer of employees in accordance with the provisions of the current labor legislation, instructions, regulations, orders of the head of the organization, with the issuance of certificates of previous and current work activities, accounting for personnel, filling out and storing work books, maintaining established documentation for employees, with preparing materials necessary to nominate employees to receive awards and incentives.

Ensuring the preparation of documentation on pension insurance, documents for assigning pensions to employees and their families, submitting documents to the social security authority.

Work to update scientific and methodological support for ongoing personnel work, with its information and material and technical base, implementation modern methods on personnel management, using automated subsystems “ASU-HR” and automated workplaces for personnel services employees, forming a data bank about the enterprise personnel, with timely expansion, quickly providing necessary information users.

Carrying out coordination and methodological guidance in the activities of inspectors and personnel specialists of the organization’s divisions, with control over the execution by the heads of divisions of the provisions of legislation and government regulations, orders, resolutions and instructions of the head of the enterprise in matters of work with personnel and personnel policy.

Security social guarantees for employees in the field of employment, in compliance with the procedure for employment and retraining of released employees, providing them with established compensation and benefits;

Systematic analysis of personnel work in the organization, with the development of proposals for its improvement;

Organization time sheet, with the preparation and implementation of vacation schedules, control labor discipline in departments of the enterprise, in compliance with internal labor regulations on the part of employees, analysis of the causes of staff turnover, development of measures aimed at strengthening labor discipline, reducing staff turnover and loss of working time, monitoring the implementation of these measures;

Ensuring the preparation of reports on personnel records and work with personnel;

Management of department employees.

Qualified employees need psychological, legal and economic education, with at least five years of experience in organizing human resources management in managerial and engineering positions.

General Director speaks

Elena Trofimova, HR Director at Rossita, Novosibirsk

To assess the candidate, what the applicant is focused on, the questions “What are you proud of, what results in your work have you achieved?” are suitable. “Tell me what you did during the working day at your previous place of work?” You must always take into account how the interlocutor’s answer is formulated (he says “did” or “did”).

Another important, often decisive factor is the applicant’s compliance with the organization’s values, completely sharing them. After all, a disloyal specialist may pose a danger to the organization, leading to a violation of its value.

Reference

"Profit asset"

Area of activity: consulting, business training, building the activities of sales departments.

Main clients: Alfa-Service, 8 March, Ivagio, Sberbank of Russia companies. Annual turnover own businesses: 90 million rubles.

Boris Shcherbakov appointed vice president of Oracle Corporation in 2004, retaining his position General Director Oracle representative office in the CIS, which he has held since 1999. Under the leadership of Boris Shcherbakov, volumes increased more than fivefold Oracle sales in the region, the Oracle E-Business Suite business has been deployed, the transformation of Oracle's strategy in the CIS markets has been fully completed in terms of the transition to sales exclusively through a network of authorized partners. According to the rating of the Russian Managers Association, he took 21st place in the Top 100 most professional managers Russia in 2005.

Elena Trofimova Graduated from the Faculty of Economics of Novosibirsk state university. Works in the field of personnel management for more than 10 years. Since 2003, she held the position of HR Director at Top-Kniga LLC, and in 2006 she moved to Rossita.

Rossita company founded in 1998. Field of activity - retail shoes "Rossita" presented 33 retail stores in Novosibirsk, Irkutsk, Krasnoyarsk, Novokuznetsk, Omsk, St. Petersburg and Tyumen. A network of franchise stores is developing. The number of personnel is more than 700 people. The personnel service employs six specialists.

Sterlitamak Petrochemical Plant has been operating for over 40 years. The main activity is the production of phenolic antioxidants wide range actions known under the trade mark "Agidol". The plant also produces special-purpose liquid rubbers, hardeners for epoxy resins, and other petrochemical products. The number of personnel is 1200 people.

The personnel service (HS) of an organization is a structural association that performs responsibilities for control over personnel. The initial task of the CS is to ensure optimization of the labor process. Let's look at how this service is organized.

The level of competence of CS management and the limits of authority in the process of managing an enterprise can be divided into types:

Full subordination of the CS to the administration manager (all coordinating schemes are contained in a single subsystem).
Direct subordination of the KS to the director of the enterprise.
The HR department has the status of the second level of management after the head of the organization.
KS is included in the management of the enterprise.

The organizational chart of the HR service depends on many factors, for example:

Type of activity of the enterprise.
The company's staffing volume.
Level of management potential of the CS, etc.

Organizational structure of the personnel department

Organizational structure personnel department must comply established requirements and possibilities:

Ability to quickly respond to changes and additions related to personnel records.
Optimization of employee functions with the subsequent transfer of direct control to lower management.
Distribution and assignment of functional assignments within the organization.
Regulating and ensuring a rational number of employees subordinate to a certain manager.
Compliance with the rights and obligations (responsibility for non-compliance) of the enterprise’s employees.
Clear distribution of organizational powers.
Minimizing costs aimed at creating and operating a management structure.

This is not a complete list of what HR does. The development of an organizational structuring scheme is influenced by several groups of factors:

Features of the structure and activities of the organization.
Use of working technologies and type of production.
Style corporate ethics and personal nuances.
Developing or following effective existing structural organization schemes.

The design of the organizational structure of an organization's personnel service can be influenced by one or several factors at once. The following indicators are taken as the initial data:

Number of leadership levels.
Number of staff.
Type of management structure.

The structure of the HR department combines two levels of management – functional and linear. It is the functional type of management that allows us to display the functional division between the management of the enterprise and its divisions. For building functional management, assigning the technological sequence of production to each manager (or authorized person) uses the matrix principle.

What does the HR department do?

The job responsibilities of the HR department are formulated in the Labor Code of the Russian Federation.

The main focus of the HR department is on implementing effective management regular resources of the enterprise. This includes:

Improving relationships in the work process.
Assessment of professional suitability when selecting an applicant for a position.
Development and implementation of training programs and social projects for company employees.
etc.

The actions of the CS are predominantly analytical in nature when organizing the work process. Such activities require regular internal innovations, training of new specialists for subsequent work in the organization’s CS, and the development of a training program to acquire professional skills in accordance with modern trends.

Such actions are due to the need to qualitatively perform a number of functional tasks of the personnel service:

Establishment qualification level in accordance with current economic requirements.
Controlling the increase in costs for ensuring the work process.
Formation of corporate policy taking into account the established multinational combination of employees hired on the domestic labor market and attracted foreign specialists.
The personnel selection department is responsible for regulating working relationships in accordance with the Labor Code of the Russian Federation.
Development and implementation of the ability to ensure the work of employees using remote access to the organization's resources.

Conventionally, two functional directions of the CS can be distinguished:

Management control of labor relations.
Documentary recording of the terms of the employment agreement.

Control of labor relations means:

Staff planning.
Staffing of the enterprise.
position held.
Training and empowerment professional growth employees of the organization.
Using a reward and growth system in the social sphere.
Enforcement and Compliance safe conditions labor.

The terms of the employment agreement must be documented. HR department documents:

Orders, orders.
Filling out established accounting information forms.
Registration and subsequent maintenance of employee labor documentation.
Formation.
Consulting services.
Calculation of working hours.
Issuance of documents required for an employee to receive various types of payments (benefits, allowances, etc.).

The extensive functional range of CS requires high-quality selection of employees for positions in the HR department.

Organization of the HR department

The number of specialists for the CS is justified by the rational delimitation and stabilization of the work process of each individual enterprise. To do this, use " Qualification Handbook", which identifies the following positions:

management staff;
specialists;
technical performers.

Each designated position has a corresponding characteristic, including mandatory requirements:

the range of responsibilities assigned in connection with the position held;
special knowledge;
qualification requirements.

The work is organized in accordance with the level of complexity and scope of the assigned tasks of the service. Each employee must have specialized knowledge and skills:

Full possession of information about the area and the specifics of the enterprise’s activities.
Management and leadership qualities.
Learning ability.
Knowledge of the basics of financial formation.
Diplomatic skills, etc.

Most human resources services of organizations provide the following vacancies:

Head of HR Service.
Manager:
- on personnel work;
- social benefits;
- compensation;
Specialist:
- on working with applicants;
- on training;
- on employment;
- personnel records management.

The availability of positions is determined by the specifics of the enterprise and the functional tasks of the personnel service.

Introduction

In our time, which is called the age of information technology, information plays a special role in all spheres of human activity. More and more attention is being paid to awareness of a particular entity, be it a large company or a person. Without complete information, it is almost impossible to solve serious problems and achieve the realization of your goals.

Every enterprise has such a structural unit as a personnel department. The efficiency of an enterprise largely depends on the professionalism of the employees hired by this particular department. HR department employees must quickly and efficiently collect information about a person, process and check it, and then provide it to their superiors. The sooner management receives information, the faster the workplace will be filled and the enterprise will operate without stopping work. The functional role of the HR department in an enterprise is very large for the reason that it is in the HR department that we find the information we are interested in about the workers and employees of the enterprise.

But information is not everything. In constantly changing conditions, special attention must be paid to the dynamics of changes in information and the fastest access to it. We should not forget about the convenience and ease of use of the obtained data. The time it takes to process information can sometimes exceed the time it takes to receive it, which leads to slower decision-making. Now this is especially true in HR departments that work the old fashioned way, where time is wasted searching for the necessary information about workers.

All of the above is almost impossible to imagine without the use of modern tools, collection and processing of information. It is with the use computer technology high results are achieved in the speed of obtaining information and the ease of working with it. This whole process of transition from old operating principles to information technology called automation.

A personal computer reduces the time it takes to perform operations and, if there is a special software It is possible to perform some functions automatically.

The goal of automation of personnel accounting allows solving the following problems:

eliminate errors due to incorrect input,

eliminate errors when summing up,

eliminate delays in data processing.

minimize paper documents, etc.

With proper use of software, you can reduce document flow to a minimum and reduce the amount of intermediate documentation.

Thus, we can conclude that the topic of this course work is very relevant at the present time.

The purpose of this course work is to select ready-made software for the HR department of Agro-V LLC.

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

· describe the HR department of the enterprise;

· compare several personnel programs;

· justify the choice of software;

Activities of the HR department at the enterprise.

The main tasks and functions of the HR department at the enterprise.

In the structure of any modern enterprise The HR department occupies one of the most important and significant positions. There is even a theory that it is the HR department that is the person or business card company, because the first place a new employee ends up is precisely this department.

Personnel management is the activity of people performing functions in an enterprise or organization that contribute to the most effective use of human resources to achieve the primary goals of the enterprise (organization).

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

The goal of the HR department is to contribute to the achievement of the goals of the enterprise (organization) by providing it with the necessary personnel and effective use their qualifications, experience, skill, efficiency, creative potential.

Based on the above, we can conclude that the tasks of the HR department are:

1) organization of selection, recruitment and hiring of personnel with the necessary qualifications and in the required volume;

2) creation of an effective system of full-time employees;

3) development of career plans for employees;

4) development of personnel technologies, etc.

Today personnel work consists of a whole complex of organizational measures and competent steps aimed at maximizing the use of professional abilities of personnel. If the company's employees are properly motivated and interested in effectively performing their duties, the company will be able to conduct a productive fight against competitors. It's hard to imagine today successful company without a personnel department, whose job at the enterprise is to maintain, record and support personnel.

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

· determining the company's personnel needs and recruiting personnel together with department heads;

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

· preparation of the company's staffing table;

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

· a set of operations with work books (reception, issuance, filling out and storing documents);

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

· organizing employee certifications, drawing up personnel career plans;

· preparation of plans for improving the skills of workers.

HR structure and relationships

The structure of the enterprise's personnel department and its number is determined by the director of each company, depending on the total number of personnel and the characteristics of the activity. The decision on the creation or liquidation of structural divisions of the personnel department itself is made by the head of the department, he also approves the regulations on working together divisions.

To effectively perform its functions, the HR department must constantly interact with other departments of the enterprise:

· remuneration issues are resolved with the accounting department, documents and copies of orders on dismissal, hiring, business trips, vacations, incentives or penalties for employees are also submitted there;

· legal department provides HR department employees with information about latest changes in current legislation, provides comprehensive legal support;

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

If HR accounting work at an enterprise is carried out poorly or of poor quality, this leads to the most serious consequences - interaction between individual departments is disrupted, and the work of departments deteriorates. Overall, this leads to a decrease in the efficiency of the entire company.

A qualified HR employee resembles a family doctor, whose responsibilities include deciding on a variety of important issues. Many managers of small enterprises, in an effort to save money, entrust functions HR specialist ordinary HR managers. This decision is fundamentally wrong, because the management of personnel records should be entrusted to a competent specialist in this particular field. Only an experienced personnel officer will be able to determine in a timely manner whether a particular employee is suitable for the position he occupies, and will advise where such an employee can be transferred. Informed decisions by HR specialists ensure effective organization of work at the enterprise and adequate career growth for each employee.

1.2 Organizational structure of the enterprise Agro-V LLC

Full name: Limited Liability Company "Agro - V";

Short name: Agro-V LLC;

Legal address: Republic of Buryatia, Zaigraevsky district, Unegetey village, Zavodskaya street 5.

The main goal of the enterprise is to provide the residents of Buryatia with high-quality locally produced fruits and vegetables.

The company employs 91 people, of which 16 are specialists and employees, 60 people are employed in the production of canned goods, 13 people are engaged in growing potatoes and vegetables.

Director's functions:

1. Management in accordance with current legislation of all types of activities of the organization.

2. Organization of work and effective interaction of production units, workshops and other structural divisions. Ensuring that the organization fulfills tasks in accordance with established quantitative and qualitative indicators, all obligations to suppliers, customers and banks.

3. Organization of production - economic activity organizations based on the application of methods of scientifically based planning of material, financial and labor costs, maximum mobilization of production reserves.

4. Takes measures to provide the organization with qualified personnel.

5. Promotes the best use of workers’ knowledge and experience, the creation of safe and favorable conditions for their work, and compliance with labor protection legislation.

6. Resolves all issues within the limits of the rights granted and entrusts the implementation of certain production and economic functions to other officials - his deputies, heads of production units, as well as functional and production units organizations.

Functions of the chief engineer:

Technical department is responsible for:

1.Technical equipment of the enterprise.

2. Ensuring the effectiveness of design solutions.

3. Development and production of technical drawings.

4. Analysis of the need for new tools and equipment.

5. Economic justification need for refurbishment.

6. Placing orders for new equipment with third parties.

7. Organization of equipment acceptance.

8. Control over equipment supplies.

9. Organization of warehouse facilities in accordance with the requirements of labor organization, safety regulations, sanitation, fire safety.

10. Warehousing, storage and accounting of equipment.

11. Distribution of equipment according to requests from structural divisions of the enterprise, etc.

The main functions of accounting are:

1. Accounting for the material assets of the enterprise, as well as reporting on the funds spent on the purchase of wearable production elements.

2. Accounting for enterprise costs and labor costs.

3.Accounting financial activities and all internal and external monetary transactions.

4. Conducting internal production control of finances and organizing accounting work in different departments.

5.Drawing up reports and summing up balances for the past period.

The Deputy Director for Production is Tatyana Kimovna Potemkina, and is accordingly responsible for the normal functioning of the production department.

In accordance with the tasks assigned to it, the department carries out the following functions:

1. Work on the operational regulation, using computer technology, communications and communications, the progress of production, ensuring the rhythmic release of products in accordance with the production plan and supply contracts.

2. Development production programs and production schedules for the enterprise and its divisions, their adjustment during the planned period, development and implementation of standards for operational production planning.

3. Operational control over the progress of production, ensuring production technical documentation, equipment, tools, materials, components, transport, loading and unloading equipment, etc., as well as the preparation of production of new types of products.

4. Daily operational accounting of production progress, fulfillment of daily tasks for the production of finished products in terms of quantity and range of products, monitoring the condition and completeness of work in progress, compliance with established standards of reserves in warehouses and workplaces, and rational use Vehicle and timely execution of loading and unloading operations.

5. Taking measures to ensure the rhythm of execution calendar plans production, prevention and elimination of disruptions in the production process.

6. Timely registration, accounting and regulation of the execution of orders for cooperation and inter-shop services.

7. Monitoring the fulfillment of mutual requirements and claims of enterprise divisions, analyzing the results of their activities for the previous planning period in order to identify opportunities for a more complete and uniform utilization of capacities, equipment and production areas, and reducing the production cycle.

8. Identification and development of technical innovations, scientific discoveries and inventions, best practices that contribute to improving technology, organizing production and increasing labor productivity.

9. Preparation of thematic reviews on the state and trends of production development, comparing the achieved results with the results of activities and practices of similar domestic and foreign enterprises.

10. Carrying out an inventory of work in progress.

11. Development of improvement measures operational planning, current accounting of production and mechanization of the dispatch service, introduction of modern computer technology, communications and communications.

12. Provide methodological guidance to the activities of other structural divisions on production issues.

In a plant's staff, it is not uncommon for an employee to combine two positions.

Rice. 1 Organizational structure of "Agro - V"

As mentioned above, at an enterprise one employee combines several positions. And the function of personnel officer is performed by the director of the enterprise himself.

The entire process of hiring an employee, registering, drawing up a staffing table, etc. is carried out manually without the use of an IS.

To facilitate work with company employees and to reduce document flow in personnel policy to speed up the entire process of activities in working with personnel, it is proposed to introduce this enterprise software.

There are three selected programs to choose from:

1) “Employees of the enterprise 2.7.6”

2) “Personnel” from BukhSoft

3) “Mini-shots”

The reasons for choosing these programs for the Agro-V enterprise are simple. The company does not have additional funds to purchase expensive software, nor does it have the funds to train staff in a complex program.

Related information.

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