Personnel service organization functions, organization and composition. Personnel activities and personnel reforms

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Analysis Structure

It should be warned right away that learning the responsibilities of the personnel department is not so easy. They are numerous and specific. There are among them the simplest operations that any employee sees. There are others. Only employees of this structural unit know about them. And to other people, these functions seem mythical, unnecessary, even strange. Let's break the material into paragraphs devoted to each one of the areas of work of the personnel officer. We will study only general functions. Indeed, depending on the owner and the branch of the enterprise, they are supplemented with new ones. Thus, the duties of the personnel department of a state organization differ significantly from those in private production. If you take a job in a plant with dangerous cycles, it is not like the one that is carried out in a trading structure. Everywhere has its own specificity. By the way, it also affects the duties of the head of the personnel department. But first things first.

Selection and placement of personnel

Any enterprise does not begin with a hanger. The first step is to create its structure. At this stage, a special sample table is compiled, in which data are entered on the specialists needed for production, their level of qualification and number. This is the most important document on which the bosses, accounting departments, and economists rely in their work. Its formation is the responsibility of the personnel department. When the document is prepared, verified, approved, the recruitment begins. For this, interviews or competitions are organized. The personnel officer is obliged, based on the results of the conversation, to conclude whether the person is suitable for work at the enterprise or not. He evaluates the level of qualification, moral qualities, sociability, initiative and much more. In fact, the list of criteria is approved by the management of the organization. It may be wide enough. The Human Resources Inspector communicates his findings and recommendations to his superiors. It's already making a decision.

Document flow

There are a lot of papers in the described case. Even more. The personnel officer is obliged to create a special card for each employee. It contains all the information about a person from personal data to individual characteristics. By the way, informally, the authorities expect complete information about the employees from the personnel officer. You say they collect gossip? And if you are given a birthday bonus, then rejoice? But such trifles lie on the shoulders of the inspector of the personnel department. Appointment to a position, internal transfers, dismissals are made out by special orders. They are made by a personnel officer. All documents must be drawn up in strict accordance with the law. After all, everyone affects the fate of a living person. For example, a worker begins to draw up an old-age pension for himself, and he is required to provide certificates from a particular place of work. They are issued on the basis of documents that were prepared by the personnel officer. He made the last mistake, the employee may not take into account the length of service for calculating the pension.

Employment books

As a rule, the head of the personnel department is responsible for the safety of all documents. Although, if the structural unit is large, then its employees are responsible for their unit. One of the most important is keeping records in work books. For those who work, this document is primary, basic. After all, it is in it that all the information and the labor path of a person, rewards and punishments are located. These little books contain human destinies and a chance for a peaceful old age. Therefore, entries in them should be made carefully, with wording that complies with the law. Each is endorsed by a responsible person. In large organizations, this is the head of the personnel department, in small organizations it is the head. In addition, each entry is certified by a seal. The latter must contain all the details of the enterprise. In work books, in special sections, they enter information about state awards, serious penalties. The appointed person is personally responsible for the correctness of the information.

Work with personnel

A large block of activities of this structural unit concerns the improvement of interaction in the team. It implies the study of the business and personal qualities of employees. Drawing up characteristics. Data analysis, on the basis of which proposals are made for the redistribution of duties or the personal transfer of a person to another place. In addition, personnel officers are engaged in the organization of advanced training for workers. This work includes accounting, study plan, referral to courses or invitation of lecturers and control. Work, you know, scrupulous and complex. After all, the inspector of the personnel department who deals with it is obliged to talk with everyone, convince, sometimes and force them to do what is necessary.

Responsibilities of the Head of Human Resources

The head of the structural unit distributes duties among employees and controls their implementation. He is the leader and the most qualified specialist at the same time. Naturally, this person must know the entire structure of the work, understand what is being done and why. In the process of control, he makes comments to employees, prompts, trains. He bears personal responsibility for the result of the department's activity. That is, a specialist’s mistake also affects the reputation (and wallet) of the boss. The head of the department approves all documents, checks the legality of their preparation. In addition, his responsibilities include the formation of a strategy for personnel work at the enterprise.

Encouragement and punishment

These measures of disciplinary influence are documented in the personnel department. That is, the work of investigating misconduct, their correct execution, and bringing to the attention of the employee falls on the shoulders of specialists. Disciplinary action is a very complex matter. Just say the word "reprimand" to the head of the enterprise. But it’s difficult to draw it up so that no court can cancel it. This requires special knowledge. There are many subtleties in papers of this kind. If you think rewards are easier, you are wrong. The department prepares award documents. Each type of promotion has its own limiting conditions. All of them need to be known to the subtleties in order to tell the leader which award will “pass” the qualification and which will be denied.

HR department documents

Like any structural unit, the described one has its own specifics. First of all, it is necessary to write and approve the regulation on the personnel service. It details all its functions, rights and obligations. If the department is small, then the instruction of the personnel department is written. In principle, its content is the same as that of the provision. In addition, it is necessary to draw up work plans. Promising contains activities with a long lead time. In the monthly (quarterly) work is detailed. Items are entered there for the entire spectrum of functions. However, an experienced personnel officer does not stop there. He still needs planning tables. For example, in government institutions, promising dates for changing ranks, accounting for seniority, and so on are entered into them. Each such change is fixed by order. On its basis, the accounting department increases the employee's wages. The private sector also has its own nuances of such work. Returning to the beginning of the article, answer: can the duties of the personnel department be performed by a quitter with a low level of education?

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.

The personnel department is a mandatory 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 of 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 - this profession is in demand, direct communication with the governing bodies of the organization, a variety of work. 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:

Labor Code.
Civil Code, part 2.
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 with an 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 - a mandatory list of cases that are 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.

A single list of documents is not provided, normative acts establish only some 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;
work 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. The Labor Engineer is responsible for:

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 complete higher education, a certain work experience in this 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:

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 of functional assignments 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. It is the functional type of management that allows you to display the 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?

The duties of the 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 the company's 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 resources of the organization.

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

Management control of labor relations.
Documentation of the terms of the employment 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:

Head of Human Resources Department.
Manager:
- for personnel work;
- social benefits;
- compensation;
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.

1. The organization of personnel work is significantly influenced by the personality of the leader, therefore, the primary task of personnel management is the constant concern for the leadership personnel, which ensures the constant replenishment of the leadership personnel with fresh forces; strengthening the theoretical training and practical hardening of management personnel; ensuring a principled attitude to personnel in their selection and replacement; constant increase in the responsibility of personnel for the assigned work; implementation of practical measures for the continuous improvement of the activities of management bodies.
2. Strengthening the legal basis of state and public life, observance of the law in the field of personnel work at all levels of the organization of society as a guarantee of ensuring state and public interests, the qualitative development of all spheres of society's life.
3. Ensuring optimal compliance of the personal qualities of the employee with the requirements of the job (job, position) is the main task of personnel policy and the fundamental idea of personnel work. Accounting for the general and special abilities, personal and business qualities of an employee is the main requirement for the scientific organization of the selection and placement of personnel, one of the basic principles of personnel policy.
4. The deepening of democracy, the development of self-government, the expansion of publicity in personnel work are the factors of the country's socio-economic development and the principles of modern personnel policy. Hence, the principle of organizing personnel work is the democratization of the processes of formation of leading personnel and the functioning of government and administration.
5. Renewal and improvement of the socio-demographic and professional qualification structure of personnel due to demographic processes, social mobility, changes in technology and technology is the next principle of personnel work, based on ensuring a constant influx of new employees, the optimal combination of experienced personnel with long experience and young, enterprising specialists.
6. The principle of using the labor of workers in accordance with their special training (education), the rational distribution and redistribution of personnel between industries and regions of the country, a significant expansion of the labor-intensive sphere of social development and services, and the development of entrepreneurship are also among the fundamental principles of personnel policy and the organization of personnel work.

HR system

Conceptually, personnel work is a profession of human development in the conditions of professional activity; the basic principle of this work is the value of each participant in material and spiritual production; one of its main tasks is to promote optimal social structures in production, which ensure the development of professional skills and the formation of job satisfaction among people. From the very beginning, the practice of personnel work should focus on the satisfaction of a person with work and the development of human capabilities and resources in the conditions of professional activity.

Thus, professional personnel officers are called upon to ensure the most complete and harmonious self-realization of a person in the labor process, to develop and substantively use scientific knowledge about human properties, features of professional activity, the formation and functioning of teams and society as a whole, to develop human resources to meet individual, group and national professional needs and aspirations.

HR officers are engaged in planning, evaluation, analysis, practical implementation of personnel policy, applying various methodological approaches, working within a specific organizational framework and ensuring the effectiveness of work with personnel at many levels: micro-level - a specific employee; mesolevel - labor collectives, socio-demographic and vocational groups; the macrolevel of society and the state - national and international.

Personnel work is always performed in five contexts, which are parts of the whole system, although they can be analyzed separately. These are the following contexts:

o geographic - all personnel work is concentrated within certain boundaries, whether it be an organization, region or country;
o political - each country has a political system that constitutes the socio-political environment for personnel work;
o socio-economic - adequate means for choosing a profession, getting an education, real employment, receiving medical care, access to social protection and social services;
o cultural - customs, beliefs, traditions, culture of national groups, communities and peoples; taking into account national characteristics in the practice of personnel work;
o spiritual - philosophy, ethics, mentality, social values, hopes and ideals of those with whom personnel work is carried out; social values of professional workers in terms of personnel.

The analysis of these five contexts reinforces the existing connections and internal logic of the human resources system in specific settings. Attention to these contexts gives a conscious direction to the efforts and practice of personnel work, helps to identify and use certain components of personnel and social policy in working with people.

It is advisable to consider the personnel management system as a single, interconnected and long-term complex that ensures continuous improvement:

o the structure of personnel at all levels and in all sectors of the economy in accordance with the changing organizational structure of management, socio-economic conditions, new equipment and technology;
o a mechanism for forecasting, analyzing and planning personnel work, its regulatory framework;
o organizational, economic, legal, socio-psychological, pedagogical levers, as well as incentives to improve the efficiency of work with personnel, the scientific organization of labor and management;
o forms and methods of selection and placement of personnel, a set of measures for the assessment and professional promotion, training, retraining and advanced training of personnel.

The personnel management system is a multifaceted phenomenon, therefore, when developing it, it is necessary to take into account both internal connections between the components of this system and external ones. Internal relationships are analyzed and taken into account when compiling professiograms, selecting, evaluating, placing personnel, identifying staffing needs, determining the level of qualifications, forms and content of professional training, etc. External relationships of the personnel management system with other areas of management should be taken into account when solving such issues as linking the needs and interests of society and the individual, selecting management personnel and forming a management apparatus in accordance with specific management functions, scientific organization of labor and improving the efficiency of complex socio-technical systems (enterprises, organizations, institutions, etc.).

The formation and improvement of work with personnel is closely related to the improvement of the management system as a whole. It is known that the development of this management system is based on a combination of three approaches: nationwide, sectoral and territorial. The same principle should be used in solving personnel problems. The creation of a unified state system of work with personnel must necessarily take into account the influence of sectoral and territorial aspects and characteristics on it.

Summary

1. Personnel policy, therefore, should be understood as the general direction in personnel work, determined by the totality of the most important, fundamental provisions expressed in government decisions for the long term or for a separate period. Personnel work is understood as such actions, processes and operations that together ensure the implementation of the goals, objectives and principles put forward by the personnel policy.
2. Personnel policy is, first of all, a system of principles and the resulting forms, methods, directions and criteria for working with personnel, aimed at providing the production and non-production spheres of society with qualified personnel with the necessary professionally important qualities.
3. Personnel policy should be considered in a broad and narrow sense. In a broad sense, personnel policy is developed by the central bodies of state power and administration. Personnel policy in the narrow sense is the work of the administration of an enterprise, an organization with its personnel, individual social and functional groups, with each employee. In this case, personnel policy as a management tool is an organizing activity that provides for the unification of the efforts of all employees of the enterprise to solve the tasks facing the organization.