home In contact with Human resources in an organization. HR department cad department

Human resources in an organization. HR department cad department

From this article you will learn:

What is the function of the HR department?

What documents are required for the activities of the personnel department

What are the features of planning as a type of activity of the personnel department

Human resources departments in organizations are usually included in the personnel management services and perform their functions. But their duties are not limited solely to formal work relating to the relationship between the employer and the staff: record keeping, office work, etc. Perhaps in Soviet times everything was exactly like this, but now the activity of the personnel department is a diverse and multifaceted work. Let's consider it in more detail.

Functions and activities of the personnel department

The human resources department plays a significant role in the company and its position in organizational structure enterprise reflects the importance of its activities. Some even believe that the personnel department is the hallmark of the organization, its face, since it is this department that everyone faces. the new employee being hired.
The main function of personnel departments is the search, hiring of personnel and ongoing interaction with the workforce. Limit the activities of the personnel department only to the selection of new employees and their registration for work - bad decision for business. Without close interaction with the existing team and knowledge of the specifics of the functioning of the company, it is impossible to correctly recruit a new staff.

In our time, 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 staff. Competent, motivated and interested in fruitful work staff is the goal of any human resources department. It is difficult to imagine the functioning of a successful modern organization without this unit that selects, records and accompanies employees.

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

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

Necessary documentation for the activities of the personnel department

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

Before starting to recruit staff, the personnel department is obliged to form and approve the staffing table with the company's 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 to reduce personnel. Staffing will be required by the court in any case relating to employment relations, and if this request is ignored or an incorrectly drawn up schedule is submitted, then the employer loses the chance to win the dispute.

Labor contract.

The preparation of a package of personnel documents begins with an employment contract concluded with an employee in writing, signed by both parties. It should reflect the conditions labor activity and remuneration consistent with labor law and satisfying both employer and employee. Registration of these papers is one of the most important tasks that the personnel department solves in its current activities.

Rules work schedule.

This internal regulation is mandatory for any company. It establishes the procedure for hiring and firing personnel, lists of rights and obligations, the responsibility of the employer and employee, the mode of work and rest, ways to motivate employees, types disciplinary actions and many other aspects of labor relations.

Order (instruction) on employment.

Based on this document, a new employee is allocated workplace, assign to him the necessary property. The personnel department prepares it together with an employment contract in the name of the employee. HR and the immediate supervisor of the new employee introduce him to business correspondence, necessary acts, etc.

Labor books.

This is the main document reflecting the labor activity and experience of a citizen. When applying for a job in a company, a person is obliged to present it (except when he is first hired or his labor contract does not involve full-time employment). The employer, represented by employees of the personnel department, must keep work books for each employee who has worked at the enterprise for five days or more. The storage of work books also has its own requirements: it is allowed only in metal safes or cabinets, to which only a responsible specialist (appointed by 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 labor. It must be laced and numbered, contain seals and a signature. This is overseen by the Human Resources Department.

full agreement liability.

The activities of the personnel department include the signing of contracts with employees on full liability. This is done in cases where the employee receives any material values for storage, processing, sale (vacation), transportation, use in the course of production. Only an adult citizen can be financially responsible.

Vacation schedule.

Employers are required to maintain a vacation schedule for employees in accordance with the form No. T-7 (approved by the Resolution of the State Statistics Committee No. 1 of 01/05/2004). 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 or chosen time; granting leave to persons working part-time, simultaneously with their leave at the main place of work, etc. Documenting rest time is part of the activities of the personnel department, as well as accounting for hours worked.

Regulation on wages.

One of the objectives of the Human Resources Department is rational use available human resources, taking into account the specifics of the company's activities and the current market situation. For this, systems of rationing and remuneration are usually used. The accepted procedure for remuneration is fixed in the internal regulatory act of the enterprise - the Regulation on remuneration.

Award Regulations.

This is another internal document of the company regulating the issues of remuneration. It is prepared by the personnel department, and approved by the head of the organization by special order. Bonuses - additional, above the standard salary, cash payments to employees - are necessary in order to encourage 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, respectively, for each position or specialty (or the limit value), are described by the Regulations on Bonuses.

Timesheets.

They are actively used in the activities of the personnel 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 per month for each such employee (for each day of the month), indicate his full name and personnel number.
These timesheets are maintained by a timekeeper or other employee who is obliged to engage in this activity by order of the company's management. Accounting for hours worked is necessary for the full-fledged activity of the accounting department that calculates salaries and the personnel department that controls the work of personnel.

Regulations on the protection of personal data of employees.

This document contains information about the goals and objectives of the company 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 personnel department must be signed by the head of the company.

Planning as an activity of the personnel department

Planning has two aspects. In a general sense, this is the name of the activity aimed at developing the strategy and policy of the company, as well as the selection of methods for their implementation. In fact, 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. His task is to provide the company by human resourses in the right quantity and quality, to make optimal use of the available labor force improve social relations in the enterprise.

There are two approaches to HR planning:

Independent (at companies that cook, they select staff).

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

Therefore, personnel planning, as a rule, is secondary and is determined by the general system for drawing up a corporate plan, and the implementation of measures related to personnel are included in other programs, being their addition and concretization.

Activities such as personnel planning make it possible to determine:

the company's need for staff replenishment: 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 needed ones;
optimal use of personnel according to their potential;
strategies for personnel development, improvement of their qualifications;
models of fair wages, methods of motivating employees, providing them with social bonuses;
costs for the set of measures taken.

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

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

The second rule of planning activities for personnel management is constancy. Economic activity The company is continuous, the staff is also in constant motion, so planning should be an ongoing process, not a one-time action. In addition, this principle contains the requirement to take into account the prospects and continuity (that future plans are based on previous ones). The results of the execution of past projects should be taken into account when building new ones.

The principle of constancy of planning, which the personnel departments in the enterprise are subject to in their activities, ensures the implementation of the third rule: flexibility. Flexible plans (including personnel plans) are those in which any decision can be adjusted at any time if necessary. This quality is achieved by the presence of so-called pillows that provide freedom of maneuver (within reasonable limits, of course).
Another important principle of personnel planning is economy: the costs of the activities of the personnel department for the analysis and preparation of plans should not exceed the effect of their implementation.
The formation of the necessary conditions for the implementation of the plan is an equally important rule of any planning.
All these provisions are universal and apply at any managerial levels, not only in relation to personnel. And in each case, of course, there will be its own specifics.
So, 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 performance of the laziest and slowest worker. However, at a higher level, when it comes to the activities of the entire company, this principle does not work.
One of the goals of the personnel department, which carries out personnel planning, is to ensure the best disclosure of the potential and full use of the abilities of employees, their motivation, taking into account the consequences of management decisions made in the company (social, financial, etc.).
Nowadays, the personnel is the main factor influencing the efficiency of the enterprise. The success of planning can be judged by whether the company's strategic goals have been achieved.

The formation of the personnel department at the enterprise begins with the approval of the Regulations on the structural unit, which contains a description of the personnel service:

How are job responsibilities distributed among employees?
What are the responsibilities of the Human Resources Department?
the main functions of the unit;
how to interact with others structural divisions enterprises.

This document is optional. However, it is he who allows you to form a personnel service that meets the requirements of the enterprise and has a high level of job responsibility. For a typical provision on the personnel department at an enterprise, you can take a sample, which is in Appendix No. 1 to the Order of the Federal Archive of June 27, 2018 No. 71. You can also use our sample.

What are the responsibilities of the HR department?

Currently approved and put into effect. professional standard contains a description and description of the functions included in the activities of personnel management, on the basis of which it is possible to formulate job requirements to specific professionals.

There is also a Qualification Directory for the positions of managers, specialists and other employees (Resolution No. 37 of August 21, 1998). It contains qualification characteristics, designed for the correct selection, placement and use of employees, ensuring unity in determining official functions personnel officers and presented to them qualification requirements.

These documents are the basis for defining the functions and official duties personnel department and to determine the qualification requirements for employees of the service.

In general, job responsibilities can be divided into separate functions:

Maintaining documentation on accounting and movement of personnel:
- registration of admission, transfers, dismissal, granting vacations, sending on business trips, bringing to disciplinary responsibility;
- formation and maintenance of personal files of employees;
- maintenance and storage of work books;
- keeping a time sheet;
- accounting for the provision of staff vacations, control over the preparation and observance of regular vacation schedules;
- accounting, verification of the correctness of registration of disability certificates;
- providing information about the current and past labor activity of employees.
Staffing activities:
- collection of information about the needs of the enterprise in employees;
- search, attraction, selection and selection of personnel.
Activities for the assessment, certification and development of employees:
- organization and conduct of assessment, certification and training of personnel;
- organizing and conducting events for the development and construction professional career employees.
Formation and submission of established reporting to the relevant authorities.
Implementation of military registration and reservation of citizens in reserve.

What are the duties of a staff member

The definition of what the personnel officer does, the duties entrusted to him for execution, determine the requirements for applicants. For implementation professional activity the personnel department at the enterprise, it is possible to distribute job responsibilities between employees according to the functional principle, that is, duties personnel worker in the enterprise correspond to a specific function.

Or the employee is assigned the entire personnel work in a certain area.

The effective activity of the personnel service largely depends on the correct distribution of work between its specialists, which is the responsibility of the head of the personnel department.

Qualification requirements, which is the responsibility of the organization's personnel officer, rights and responsibilities are determined in the job descriptions developed for each specialist. When developing job descriptions for each specialist, the list of works is specified and requirements for the necessary special training are established.

How to determine the number of personnel department

What is done in the human resources department, whose responsibilities may vary, affects the staffing and structure of the unit. The current modern standards do not contain instructions on the calculation of the number of personnel of the personnel department at the enterprise, but you can use the Decree of the USSR Ministry of Labor dated November 14, 1991 No. 78 “On approval of intersectoral aggregated time standards for recruitment and accounting of personnel”. The employer has the right to independently determine its number, based on the number of personnel of the enterprise, as well as the scope of functions assigned to the department.

Separately, there are norms for employees who carry out military registration in organizations (Decree of the Government of the Russian Federation of November 27, 2006 No. 719):

1 part-time employee - for 500 personnel;
1 exempt worker - for the number of employees from 500 to 2000;
2 employees with a headcount of 2,000 to 4,000 and further - for every subsequent 3,000 plus one more employee for this direction.

Rights and responsibilities

The basic rights of a HR worker include:

submission of proposals for improvement of work for consideration by the head;
obtaining information and documents necessary for the performance of official functions.

The personnel officer is responsible for causing material damage property of the employer, for disclosure of personal data of employees, non-compliance with internal labor regulations, as well as non-fulfillment or improper performance those actions, the execution of which is included in the functionality of a personnel worker.

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

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

HR goal

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

The selection of employees is carried out with the help of specially developed strategies: submission of information about vacancies to the media and employment services, the use of selection methods, testing, procedures for the adaptation of specialists and subsequent advanced training.

Tasks of the personnel department

The main task of the personnel department is to correctly take into account the work of employees, determine the number of working, weekends and sick days for calculating salaries, vacations and submitting information to the accounting department of the organization.

The main tasks of the Human Resources Department are:

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

creation effective system staff members;

development of career plans for employees;

development of personnel technologies.

In addition, the Human Resources Department must file information on employees in Pension Fund RF, Insurance companies, Tax and Migration Service.

Functions of the Human Resources Department

The main function of the personnel department in the enterprise is the selection of personnel.

The main functions of the personnel department in the enterprise include:

determination of the needs of the organization in personnel and selection of personnel together with the heads of departments;

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

introduction of labor motivation systems;

preparation staffing enterprises;

registration of personal files of employees, issuance of certificates and copies of documents at the request of employees;

carrying out operations with work books (receiving, issuing, filling out and storing documents);

keeping records of vacations, scheduling and registration of vacations in accordance with current labor legislation;

organization of employee attestation;

preparation of staff development plans.

HR structure

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

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

At the same time, small enterprises may not have an individual employee, and then such work is performed by the chief accountant or general director.

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

On the large enterprises where 500 or more people work, the personnel department may have from 7 to 10 employees.

Relationship between HR and other departments

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

Interaction with the accounting department of the organization

The personnel department interacts with the organization's accounting department to resolve issues related to remuneration.

So, the personnel department submits documents and copies of orders for dismissal, employment, business trips, vacations, incentives or penalties for employees to the accounting department of the organization.

Liaison with the legal department

The Legal Department provides Human Resources staff with information about recent changes in the current legislation, provides comprehensive legal support.

Interaction with other divisions of the company

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

Still have questions about accounting and taxes? Ask them to Forum "Salary and Personnel".

Human resources department: details for the accountant

09/06/2018 provide a certificate to the personnel department medical institution confirming the fact ... the execution of the order is assigned to the head of the personnel department Egorova V. D. Reason: personal ... .) (signature) (full name) Head of the personnel department Egorova V. D. __________ /________________________ .. . to donate blood and turned to the personnel department with a question about which ...

We appoint and register for the position of a contract manager correctly
12.12.2019 No. 55. Prepare for the HR specialist supplementary agreement to the labor ... of this order to assign to the head of the personnel department Mashkova S.S. Head Dmitriev ... . Dmitriev Acquainted with the order: Head of the Personnel Department Mashkova, S. S. Mashkova 10 ...

The first, most important function of the department is in accordance with the requirements of labor legislation. If office work is not established in an organization, it is always under the sword of Damocles. Under no circumstances should this activity be ignored. In addition, there is another - this is an even more tightly regulated function, which is often imputed to the duties of the personnel department.

The rest of the tasks are optional. The personnel department of the organization is engaged in the following areas:

accounting and regulation of labor;
recruitment;
grade;
development, training;
staff motivation;
formation corporate culture organizations.

What functions the HR department performs is decided by the head of the organization, based on the strategic objectives and development plans of the company.

The structure of the personnel service

The structure of the department depends, firstly, on the size of the company (staff), and secondly, on tactical tasks assigned to HR professionals. In small companies, personnel records management is entrusted to an accountant or even a secretary. If the company is large, actively developing, interested in fast and efficient filling of vacancies, retention of personnel, its development, then individual specialists or groups of specialists should work in each of the areas of work, for example:

personnel department (office management);
labor protection service (a dedicated specialist is required if the organization employs more than 50 people);
recruiting department;
department of adaptation;
assessment center;
Training Center;
Department of Compensation and Benefits.

The service is headed by the Director of Human Resources.

Sometimes office work and labor protection are separated into separate structural units that do not report to the HR director.

How to form a personnel policy

The functionality of personnel officers includes not only maintaining personnel office work. They have to be sometimes secretaries, sometimes lawyers, and sometimes form a personnel policy.

Story

The current work is tired; it became boring to send people on vacation a couple of times a year and submit quarterly reports, and the same episode from the Three Musketeers movie constantly popped up in my head. More precisely, not an episode, but a phrase: "Gentlemen, we are getting dumber in this war." So Alina, dumbfounded by the eternal routine, decided to change jobs. Yes, in the same HR(do not go back to the secretaries), but different in content.

She saw an interesting vacancy almost immediately: small company, but the candidate is expected to organize corporate events (already something lively and creative), participate in filling the corporate website and ... development personnel policy. The latter was a little embarrassing: Alina had never heard of such a thing before.

Google Almighty immediately gave her the article she needed: with a table that includes the stages of organization development, policy types depending on interaction with external environment, organization of personnel processes, management reactions. The brains began to boil from the abundance of terminology, behind which it was not possible to discern the essence of the described subject. And Alina decided to consult with a friend - she worked as a personnel director and could tell what the personnel policy is in practice.

- First, remember: personnel policy is not a written document, but the actions of management in relation to personnel. If management thinks that you will develop a policy in which everyone will work happily and work well, but the bosses themselves will not change anything in their work, do not agree, because your mission will be impossible and you will be declared guilty.

Secondly, a person is arranged in such a way that he is not able to radically change his behavior even if own desire. So you still have to first fix the current personnel policy, and then gradually change it, focusing on the economic situation and business development plans.

The personnel policy of an organization is a well-thought-out system of interaction between management and employees. All managers of the company are responsible for its implementation - from linear to CEO. The directions of the personnel policy of the organization are passive, reactive, preventive and active.

In the first case, management is practically inactive, eliminating the consequences of negative actions (often resulting in the punishment of the “switchman”), without trying to find out their causes. For example, the search for a new employee begins immediately after the dismissal of the previous one, without formulating and specifying clear search criteria and with accusations of the recruiter for poor performance.

With a reactive policy, the negative is not only actively and timely eliminated, but also attempts are made to analyze the causes of its occurrence.

A preventive policy allows not only to calculate in advance the possibility of conflicts, poor performance of work, but also to minimize their manifestation. Employees are trained in advance to work on new equipment, found productive use by informal leaders, and they plan in advance to increase staff when expanding the business.

An active policy implies forecasting the medium-term and long-term development of business, personnel and active, conscious and purposeful management of these processes.

Management of the personnel policy of an organization can only develop in stages, it is impossible to jump from passive to active immediately. The development of personnel policy consists of several stages.

Analysis of existing policy.
Development of specific actions to move to the next level.
Training of management to work in new conditions.
Familiarization of staff with the new rules.
Monitoring compliance with the principles of personnel policy.

Personnel technologies in the civil service

All personnel procedures relating to employees of state bodies: from hiring to dismissal, are regulated. The main specificity is that it is possible to enter the civil service only by competition (with rare exceptions); qualification and education requirements are clearly defined. For this category of workers, there are a number of restrictions and prohibitions (for example, loss of confidence or citizenship of another state). A civil servant may not engage in business, acquire securities and open foreign bank accounts.

Regulations on personnel service

Such a document is not mandatory - but its presence will help to structure the work of the department: to identify the tasks to be solved, the functions performed, the rights and obligations of specialists, their interaction within the department, the rules for communication with other departments of the enterprise.

After the Regulation is approved by the head of the organization, it becomes local normative act- kind job description for the entire department. It is necessary to approach the preparation of the Regulations with all responsibility: in the future, the effectiveness of the department's work is evaluated based on how well the tasks formulated in this document are performed.

All employees of the department must familiarize themselves with the contents of the Regulations and sign.

It is interesting to compare two documents: Regulations on the personnel department and Regulations on the personnel department. The differences in functions are obvious.