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Organization of the work of the personnel department at the enterprise. Personnel service organization functions, organization and composition

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1. General Provisions

1.1. The personnel department, being an independent structural subdivision of the enterprise, is created and liquidated by order of [name of the position of the head of the enterprise].

1.2. The personnel department reports directly to the director of the enterprise.

1.3. The personnel department is headed by a chief appointed to the position by order of [name of the position of the head of the enterprise].

1.4. The Head of Human Resources has [the meaning of] Deputy(s). The duties of the deputy(s) are determined by the head of the department.

1.5. The deputy(s) and heads of structural units (bureaus, sectors, etc.) in the personnel department, other employees of the department are appointed to positions and dismissed from positions by order of [name of the position of the head of the enterprise] on the proposal of the head of the personnel department.

1.6. In its activities, the HR department is guided by:

the Charter of the enterprise;

By this provision;

Legislation Russian Federation;

- [fill in as needed].

1.7. [Enter as required].

2. Structure

2.1. The structure and staffing of the personnel department is approved by [name of the position of the head of the enterprise], based on the specific conditions and characteristics of the enterprise's activities on the proposal of the head of the personnel department and in agreement with the [department of organization and remuneration].

2.2. The personnel department may include structural divisions (bureaus, groups, sectors, sections, etc.).

For example: a bureau (sector, group) of reception, a bureau (sector, group) of accounting, a bureau (sector, group) of dismissal, a bureau (sector, group) for working with employees and workers.

2.3. Regulations on the subdivisions of the personnel department (bureau, sectors, groups, etc.) are approved by the head of the personnel department, and the distribution of duties between the employees of the subdivisions is carried out by the [heads of the bureau, sectors, groups, deputy head of the department].

2.4. [Enter as required].

3. Tasks

The Human Resources Department has the following responsibilities:

3.1. Selection and placement of personnel.

3.2. Studying business and moral character workers in their practical activities.

3.3. Creation of a reserve of personnel for promotion to managerial and materially responsible positions.

3.4. Organization and conduct of all types of training and advanced training of personnel.

3.5. Personnel accounting.

3.6. Ensuring the rights, benefits and guarantees of employees of the enterprise.

3.7. [Enter as required].

4. Functions

The personnel department performs the following functions:

4.1. Development support personnel policy and enterprise strategy.

4.2. Development of forecasts, determination of the current need for personnel and sources of its satisfaction based on the study of the labor market.

4.3. Providing the enterprise with personnel of workers and employees of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the enterprise, changing external and internal conditions of its activity. Formation and maintenance of a data bank on the quantitative and qualitative composition of personnel.

4.4. Together with the heads of interested departments, the selection and selection of employees and the introduction of appropriate proposals for their appointment to positions, execution of orders for employment and other necessary personnel documentation.

4.5. Development of conditions for hiring on a competitive basis, preparation and organization of the work of the competitive commission.

4.6. Informing employees of the enterprise about available vacancies, use of funds mass media for posting job advertisements.

4.7. Establishing direct links with relevant educational institutions, employment services and recruitment agencies.

4.8. Registration of admission, transfer and dismissal of employees in accordance with the labor legislation of the Russian Federation, regulations, instructions and orders of the head of the enterprise.

4.9. Ensuring personnel records.

4.10. Reception, filling, storage and issuance work books. Maintaining established HR documentation.

4.11. Preparation of materials for the presentation of personnel for incentives.

4.12. Preparation of relevant materials to bring employees to material and disciplinary liability.

4.13. Placement of personnel based on an assessment of their qualifications, personal and business qualities. Control over the correct placement of employees and the use of their labor in the structural divisions of the enterprise. The study of professional, business and moral qualities of employees in the process of their labor activity.

4.14. Organization of certification of employees of the enterprise, its methodological and Information Support, participation in the analysis of the results of certification, the implementation of constant monitoring of the implementation of the decisions of the certification commission.

4.15. Participation in preparation necessary materials for consideration by the seniority commission.

4.16. Preparation of relevant documents on pension insurance and their submission to the social security authorities.

4.17. Issuance of certificates of work at the enterprise, the position held and the amount of wages.

4.18. Ensuring social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.

4.19. Drawing up vacation schedules, accounting for the use of vacations by employees, registration regular holidays in accordance with approved schedules and additional vacations.

4.20. Registration and accounting of business trips.

4.21. Payroll accounting.

4.22. Condition control labor discipline in the divisions of the enterprise and compliance with internal regulations by employees.

4.23. Analysis of staff turnover.

4.24. Ensuring the development of measures to strengthen labor discipline, reduce staff turnover, loss of working time, control over their implementation.

4.25. Consideration of complaints and statements of employees on issues of admission, relocation and dismissal, violations labor law.

4.26. Taking measures to identify and eliminate the causes that give rise to employee complaints.

4.27. [Enter as required].

5. Rights

The personnel department has the right:

5.1. Request the necessary data on employees from the structural subdivisions of the enterprise, and, when hiring and moving employees, the opinion of the heads of the relevant structural subdivisions.

5.2. Control compliance with labor legislation, the procedure for providing established benefits and benefits in structural divisions.

5.3. Give the heads of structural divisions of the enterprise binding instructions on issues within the competence of the personnel department.

5.4. Require and receive from all structural divisions of the enterprise the information necessary to perform the tasks assigned to the department.

5.5. Independently conduct correspondence on recruitment issues, as well as on other issues that are within the competence of the department and do not require agreement with the head of the enterprise.

5.6. Represent in the prescribed manner on behalf of the enterprise on issues within the competence of the department in relations with state and municipal authorities, as well as other enterprises, organizations, institutions, including recruitment agencies and employment services.

5.8. Conduct meetings and participate in meetings held at the enterprise on personnel issues.

5.9. [Enter as required].

6. Relationships (service relations) **

To perform the functions and exercise the rights provided for by this regulation, the personnel department interacts:

6.1. With all structural divisions of the enterprise on the following issues:

Receiving:

Applications for workers and employees;

Characteristics of employees presented for promotion;

Characteristics of employees subject to financial and disciplinary liability;

Explanatory notes from violators of labor and professional discipline;

Suggestions for scheduling vacations;

- [fill in as needed].

Provisions:

Decisions on incentives for employees;

Copies of orders for admission, transfer and dismissal;

approved vacation schedules;

Decisions of the attestation commission;

- [fill in as needed].

6.2. With the main accounting department for:

Receiving:

Information about wages for registration of pensions;

Materials for issuing certificates to employees about work at the enterprise, position held (work performed) in the amount of wages;

- [fill in as needed].

Provisions:

Draft orders for the hiring and dismissal and relocation of financially responsible persons;

Timesheets;

Vacation schedule;

Leaves of temporary disability payable;

- [fill in as needed].

6.3. With the department of organization and remuneration on the following issues:

Receiving:

staffing schedule;

Schemes of official salaries, additional payments, wage supplements;

Indicators on labor and wages;

Regulations on bonuses for employees;

Calculations of payroll funds;

Calculations of the need for workers and employees;

- [fill in as needed].

Provisions:

Information about the admission, movement and dismissal of employees;

Information about the payroll number of employees;

Data on staff turnover;

- [fill in as needed].

6.4. With the training department on:

Receiving:

Schedules for sending executives and specialists to educational establishments for advanced training;

Lists of employees studying in secondary specialized and higher educational institutions;

Plans for conducting classes, information about student performance and terms of study;

The results of final exams, qualification tests, professional skills competitions;

Proposals on the composition of attestation commissions;

- [fill in as needed].

Provisions:

Calculations of the need for qualified personnel for individual positions, professions;

Information about the qualitative composition of workers and employees;

Information about candidates for the positions of teachers and instructors;

- [fill in as needed].

6.5. With the legal department on:

Receiving:

Information about changes in labor legislation, social security legislation;

Explanations of the current legislation and the procedure for its application;

- [fill in as needed].

Provisions:

Projects employment contracts with executives of the enterprise;

Applications for the search for the necessary regulatory legal documents and for clarification of the current legislation;

Orders for sighting;

- [fill in as needed].

6.6. From [name of the structural unit] on the following issues:

Receiving:

- [fill in];

- [fill in as needed].

Provisions:

- [fill in];

- [fill in as needed].

7. Responsibility

7.1. Responsibility for the proper and timely performance by the department of the functions provided for by this regulation lies with the head of the personnel department.

7.2. The Head of Human Resources is responsible for:

Organization of the activities of the department to fulfill the tasks and functions assigned to the department;

Organization in the department of operational and high-quality preparation of documents, record keeping in accordance with the rules and instructions;

Observance by employees of the department of labor and production discipline;

Ensuring the safety of property located in the department and compliance with fire safety rules;

Selection, placement and activities of department employees;

Compliance with the legislation of draft orders, instructions, regulations, resolutions and other documents endorsed (signed) by him.

7.3. Employees of the personnel department, when assessing the business qualities of the personnel of the enterprise, are obliged to proceed only from officially received data and materials and are not entitled to disclose personal data about employees.

7.4. The responsibility of employees of the personnel department is established by job descriptions.

7.5. [Enter as required].

Head of structural unit

[initials, last name]

[signature]

[day month Year]

Agreed:

[official with whom the regulation is agreed]

[initials, last name]

[signature]

[day month Year]

Head of the legal department

[initials, last name]

[signature]

[day month Year]

The personnel service (CS) of an organization is a structural association that performs the duties of controlling personnel. The initial task of the CS is to ensure the optimization of the labor process. Let's see how this service is organized.

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

  • Full subordination of the COP to the administrative manager (all coordinating schemes are included in a single subsystem).
  • Direct subordination of the COP to the director of the enterprise.
  • The personnel service has the status of the second level of management after the head of the organization.
  • The management of the enterprise includes the CS.

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

  • Type of activity of the enterprise.
  • Firm size.
  • The level of managerial potential of the CS, etc.

Organizational structure of the personnel department

The organizational structure of the personnel department must comply with the established requirements and capabilities:

  • The ability to quickly respond to changes and additions related to personnel records.
  • Optimization of employee functions with subsequent transfer of direct control to lower management.
  • Distribution and consolidation functional purposes within the organization.
  • Regulation and provision of a rational number of employees subordinate to a certain manager.
  • Compliance with the rights, duties (responsibility for their non-compliance) of employees of the enterprise.
  • Clear distribution of organizational powers.
  • Minimization of costs aimed at the creation and functioning of the management structure.

This is a partial list of what the HR department does. The development of an organizational structuring scheme is influenced by several groups of factors:

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

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

  • The number of steps of leadership.
  • Number of staff.
  • Type of management structure.

The structure of the personnel department combines two levels of management - functional and linear. Exactly functional type control allows you to display functional division between the management of the enterprise and departments. To build functional management, fixing the technological sequence of production for each manager (or authorized person), the matrix principle is used.

What does the HR department do?

Job Responsibilities personnel department are formulated in the Labor Code of the Russian Federation.

The main attention of the personnel department is aimed at the implementation of effective management of the company's staff resources. This includes:

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

The actions of the COP are predominantly analytical in the organization of the work process. Such activities require regular internal innovations, training of new specialists for subsequent work in the CS of the organization, development of a training program for acquiring professional skills in accordance with the modern trend.

Such actions are due to the need for high-quality performance of a number of functional tasks of the personnel service:

  • Establishing a qualification level in accordance with current economic requirements.
  • Controlling the increase in workflow costs.
  • Formation of corporate policy taking into account the established multinational combination of employees hired in the domestic labor market and attracted foreign specialists.
  • The recruitment department deals with the settlement of working relations in accordance with the Labor Code of the Russian Federation.
  • Development and implementation of the possibility of ensuring the work of employees using remote access to the organization's resources.

It is conditionally possible to distinguish two functional areas of the CS:

  1. Management control labor relations.
  2. Documentation of conditions labor agreement.

Control of labor relations means:

  • State planning.
  • Staffing of the enterprise.
  • position held.
  • Training and providing opportunities for professional growth of employees of the organization.
  • Use of the system of encouragement and growth in the social sphere.
  • Ensuring and maintaining safe working conditions.

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

  • Instructions, orders.
  • Filling in established accounting information forms.
  • Preparation and subsequent maintenance of the employee's labor documentation.
  • Formation.
  • Consulting services.
  • Calculation of the schedule of working hours.
  • Issuance of documents required by the employee to receive various kinds of payments (benefits, allowances, etc.).

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

Organization of the work of the personnel 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 the "Qualification Handbook", which indicates the positions:

  • management staff;
  • specialists;
  • technical performers.

Each designated position corresponds to a characteristic, including mandatory requirements:

  • scope of duties assigned in connection with the position held;
  • special knowledge;
  • qualification requirements.

The organization of work takes place 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 region, the specifics of the company's activities.
  • Management and leadership qualities.
  • Learnability.
  • Possession of the basics of financial formation.
  • Diplomatic skills, etc.

Most HR departments of organizations provide the following vacancies:

  1. Head of Human Resources Department.
  2. Manager:
    • for personnel work;
    • social benefits;
    • compensation;
  3. Specialist:
    • on work with applicants;
    • for training;
    • for employment;
    • personnel management.

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

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

Why do you need a human resources department

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

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

Why do you need OK

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

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

Goals and objectives of the personnel department

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

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

Goals and objectives OK

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

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

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

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

Each HR department has its own responsibilities. HR manager should:

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

Clerk it is necessary:

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

Timekeeper:

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

HR manager:

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

Chief OK:

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

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

Regulations on the personnel department

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

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

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

Regulations on OK

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

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

The article will reveal the main points related to the work of the personnel department in the organization. What is included in his duties, what are the features and functions performed, what is the structure - further.

Human Resources - Required structural element in any enterprise. His responsibilities include many functions. What are the features of the activity, what are the responsibilities?

General aspects

Basic principles of personnel policy:

  • focus on fulfilling the requirements of labor legislation;
  • taking into account the needs of the enterprise in employees;
  • providing conditions for quality work;
  • search for colleagues.

The organization of work has 2 directions - tactical and strategic. In the first case, an analysis of the state of the need for personnel is carried out, personnel is developed, and selected.

The second area of ​​activity of the personnel department is aimed at the formation of the personnel policy of the enterprise - requirements for personnel, various events.

The main direction is the formation labor resources at the enterprise. Components of personnel policy:

To properly organize the work of the personnel service, it is necessary:

  • find out the number of employees;
  • distribute responsibilities among them. You can form groups that will be engaged in a certain type of activity;
  • for each employee of the personnel department to issue official duties, determine their rights;
  • prepare documents that will guide the personnel department in its work;
  • conduct training for HR personnel.

The assignment of the duties of the personnel department to the chief accountant is possible only if it is provided for in.

If there is no such item, then it is forbidden to do (). Working in HR has advantages and disadvantages.

The first are - given profession in demand, direct communication with governing bodies organizations, a variety of activities. Disadvantages - constant stress, irregular working hours.

What it is

The main resource of the enterprise is labor. This is exactly what the personnel department is - the main composition of the employees of the organization.

The purpose of the personnel policy is to provide the enterprise with personnel with sufficient qualifications to work in production in a timely manner.

Personnel service - a set of structural divisions of the organization, the purpose of which is to manage the employees of the enterprise.

Officials are managers, specialists, technical staff. Its essence is the work with the personnel of the enterprise.

The main tasks of the personnel department are divided into areas:

Functions performed

Responsibilities of the Human Resources Department include:

  • development of a staffing plan in accordance with the activities of the organization;
  • registration, them, for another position;
  • keeping records of personnel;
  • responsibility for the storage of work books, their completion;
  • maintenance of other documentation;
  • creation of conditions for work;
  • proposals for improving the activities of the organization;
  • preparation of documents and reports for commissions;
  • control and training of employees;
  • taking measures for the employment of laid-off workers;
  • control over discipline in production.

When choosing tasks, the following are taken into account:

  • enterprise size;
  • direction of activity;
  • goals;
  • at what stage is the development of the organization;
  • number of employees.

Normative base

The main provisions and issues of the personnel service are regulated by the Labor Code of the Russian Federation.

Case management in the personnel department is carried out on the basis of the laws of the Russian Federation, various rules and regulations.

Legal basis:

In its work, the personnel department is guided by the following regulations:

  1. Labor Code.
  2. Civil Code, part 2.
  3. Administrative Code.

Features of work in the personnel department in 2019

The personnel service of the enterprise has its own functions and features that must be observed.

Employees of the personnel department are obliged to perform their work in accordance with the requirements of the law, develop an action plan in a timely manner and follow the documentation of the enterprise.

Regulation Action (sample)

Regulation - an act of a legal nature that establishes the procedure for the formation, rights and obligations, organization of the labor activity of the enterprise.

In other words, the Regulation is a document that regulates all areas of the organization's activities for individual structural divisions and the enterprise as a whole.

The personnel department is an independent structure, therefore the Regulation is mandatory. A document is being developed to consolidate the tasks and functions of the personnel service.

Design requirements:

  • the title must contain the details of the internal documentation of the enterprise;
  • Name of the organization;
  • name of the document, date and place of its execution;
  • sections - " General provisions”, “Main tasks”, “Functions”, “Management”, “Rights and obligations”, “Structure”, “Relationships. Connections.

Each section should start on a new line and be numbered. Arabic numeral. The head of the organization draws up the Regulations, the right to sign and approve the document also belongs to him.

In a separate paragraph, it is worth making a list of documents that guide the personnel service in the process of activity.

What are the responsibilities (nomenclature of cases)

Nomenclature - mandatory list cases formed in the course of the organization's activities.

Is used for:

  • establishing a single procedure for the formation of cases;
  • accounting software;
  • quick documentation search;
  • establishing a retention period.

The list of cases will depend on the direction of the organization. When drawing up the nomenclature, current affairs and tasks planned to be completed in the coming year should be taken into account.

Cases should be placed according to their importance. When determining the storage period for cases, one can be guided by the standard list of documents adopted in 2010.

There is no single list of documents regulations install only a few of them.

Nomenclatures are divided into the following types:

When compiling the nomenclature, the following sections should be highlighted - “Case Index”, “Header”, “Quantity”, “Storage Periods”, “Number” and “Notes”.

The nomenclature is compiled every year, in the last reporting quarter. At the end of the year, it should be approved in the archive.

Sections of the document are the divisions of the organization - accounting, office and others. If they do not exist, then the sections may be the areas of activity of the enterprise.

What positions are available (structure)

The structure of the personnel service is influenced by the direction of the organization and the number of employees. The composition and number of employees of the personnel department is approved by the director of the organization.

The head of the personnel department is the head of the personnel department. The rest (deputies, assistants, specialists) report to him. If the personnel department has several departments, then each of them is headed by a chief.

The responsibilities of the Human Resources Inspector include:

  • formation of personal files of employees;
  • execution of orders;
  • , their filling;
  • working with documents;
  • sick leave registration;
  • discipline control.

In its structure, the personnel department has the following departments:

  • Labour Organization;
  • selection of employees;
  • retraining of personnel;
  • promotion planning;
  • attestation;
  • occupational Safety and Health.

Positions can be the following - labor organization engineer, timekeeper, labor economist and others.

Each of the positions has its own duties, which must be strictly performed. Software Engineer labor organization must:

  • develop measures to improve labor activity;
  • carry out certification;
  • analyze the conditions of production activity.

Requirements are put forward for each position - the presence of a full higher education certain amount of experience in the field.

Drawing up a work plan

The activities of the structural divisions of the organization must be planned in such a way that it is aimed at the successful completion of cases.

The action plan can be drawn up for a month, a quarter or a year. The process is usually divided into the following steps:

When developing an action plan, it is important to take into account the tasks and requirements of the legislation:

Certain activities can be scheduled for a specific month, such as a background check or a skill upgrade.

The final stage is the approval of the work plan of the personnel service and its coordination with the authorities.

What documents should be

Constituent documents are obligatory in any organization. The HR department consists of:

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

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

What is HR work?

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

REGULATIONS ON THE HR DEPARTMENT

1. GENERAL PROVISIONS

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

2. MAIN TASKS

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

3. FUNCTIONS

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

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

5. RESPONSIBILITY

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

6. RELATIONSHIPS. SERVICE RELATIONS

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

7. PROCEDURE FOR INTRODUCING CHANGES AND ADDITIONS

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

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