Detailed job description for a HR specialist. Job description of a specialist in the personnel department. Responsibilities of the Human Resources Inspector

Each employee must adhere to the job description in the performance of his work. HR professionals are no exception.

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That is why we will consider what nuances should be taken into account when forming such a document, what rights and obligations, and responsibility may be. We will take into account the information provided in the regulatory documentation of 2020.

In order for the work of an employee to be organized and productive, it is desirable to draw up a job description on which he can rely in determining his duties and rights.

Such a document has a standard form that can be taken as a basis when creating instructions for each position. But here the features of the enterprise and the functions of the employee himself are necessarily taken into account.

What information about the approval of the job description of a personnel specialist in companies is relevant in 2020? Who forms the document and what information is included in it?

What do you need to know?

Business leaders must adhere to clear recommendations when creating a job description for a personnel specialist.

To do this, it is worth understanding what kind of document it is and for what purpose it is formed by the management of the enterprise.

Basic concepts

Human Resources - specialized divisions of the company, which are designed to manage the employees of the company.

The personnel service is considered not only the departments operating within the enterprise, but also:

recruitment agency;
recruitment agency;
professional development company.

The task of the personnel department is to select employees and organize their ongoing activities with the team.

If the goal is only to recruit employees to the company, the company will not be able to achieve high business results.

The work of personnel officers is to use many measures that are aimed at maximizing the abilities of employees.

Functions of the personnel department:

Determine if the company needs personnel.
Select employees.
Analyze staff turnover, look for ways to deal with it.
Prepare a legal entity.
Organize personal files.
Work with work books of company employees.
Keep records, compile them.
Organize staff appraisal, draw up a plan for moving up the career ladder of employees.
Prepare staff development plans.

Purpose of the document

The job description is understood as legal acts that are issued in order to establish the organizational legal status of employees, their obligations and rights, responsibilities.

Thanks to such a document, it is possible to allocate obligations and create conditions for effective activity.

The Labor Code of the Russian Federation does not contain an explanation of what it is.

But, nevertheless, these are fundamental documents regulating the relationship between the employee and the employer.

This document reflects not only qualification requirements, but also rights and obligations in the conduct of labor activities.

If the job description was not written, the company will be in a lose-lose situation, since it will not be able to:

refuse employment to a person for justified reasons;
give an objective assessment of the employee's activities during the passage;
distribute labor functions among employees;
temporary employees for other work;
build a competent relationship of subordination between employees;
evaluate how reliably and fully the employee performs his labor functions, etc.

If there is no job description, all actions of the employer may be challenged by the employee in court.

But it is worth considering that in the absence of a job description, there will be no violation of legislative norms.

The only thing is that the employer will face negative consequences after making an illegal decision (according to).

Legal framework

Current documents:

On the basis of the Unified Qualification Directory of Positions, which was approved, the development of job descriptions is being carried out.

Job description of a specialist in the personnel department

There are a number of features of the job description of an employee whose activities involve working with personnel.

Consider what duties of such a specialist can be established, what rights he has. We list the main provisions that are included in the document.

Standard form

A job description should be developed for each position, including for the head of the unit, his deputy.

If the unit has positions in which employees have the same tasks, develop one job description.

If the persons have the same positions, but at the same time have different obligations, then several instructions are created. When preparing job descriptions, they draw up job descriptions or jobs.

Detailed job descriptions, then performed, make it possible to formulate the requirements that apply to the position or place, the requirements for the complex of knowledge that the employee must have.

The heads of the department develop job descriptions, which are obliged to involve a leading specialist for the work. The management of the company or the deputy director can approve such a document.

The instruction must be endorsed by the head of one of the structural divisions, the personnel service, labor and salary departments, legal services or other authorized persons.

The employee is introduced to the drafted job description, after which he must put his signature.

Consider the features of the job description of personnel specialists. Such persons are classified as professionals. They are appointed on the basis of the order of the head of the enterprise.

Be sure to indicate the knowledge that the person must have. It should be familiar:

With the norms of legislative documents, methodological materials that regulate the issues of employee management.
With labor laws.
With the structure and staff of the enterprise, its profile, specialization and development prospects.
With the sources of providing the company with personnel.
With methods for analyzing the qualification structure of personnel.
With the procedure for preparing reports on personnel.
With the rules of the internal regulations of the company.
With the basics of psychology and sociology of work, etc.

Of the duties of a recruiter, which should be prescribed in the instructions, it is worth noting:

Perform recruitment work.
Participation in the selection, placement of accepted employees.
Study and analysis of the qualification structure of the company and individual divisions, documents on personnel records, the result of the certification.
Participation in the study of the labor market in order to determine the sources of recruitment, establish links with educational institutions.
Development of a long-term and current labor plan.
Organization of work on the development of employees, career planning, advanced training.
Monitoring the timely registration of a person for work and termination with him, issuing certificates of work, entering information into the information base about employees of the company, etc.

The HR specialist must know how to issue:

accounting for the movement of the work book and form;
personal cards () of employees;
, transfer, dismissal;
an order to perform work on a weekend or holiday;
accounting for a certain category of employees (disabled people, former civil servants, etc.);
journal of personnel documents;
an employee of a legal entity;
reports.

HR professionals have the right to:

Be interested in the draft decision of the leader regarding their work.
Propose actions that can improve the methods and forms of work, make comments on the activities of the team, offer an option to eliminate the existing shortcomings in the work.
Request information that is necessary for the performance of official duties.
Establish requirements for assistance in the fulfillment of their obligations and rights.

An employee of the personnel department may be held liable if he does not fulfill his obligations, violates the norms of the law, which entail administrative, criminal, civil liability.

You will also have to answer if material damage is caused.

Be sure to prescribe the condition that the specialist is responsible for the safety of the documents that he processes - work books, orders, statements.

The job description has sections reflecting:

General information	job title, departments; appointment of a position; subordination of the employee; the procedure in accordance with which the specialist will be appointed to the position; regulatory and methodological documents that regulate the activities of the employee; qualification requirements for such an employee; requirements for the level of knowledge and skills
Commitment Details	Specifies the work to be done
Rights Data	The powers of a specialist are established, which will ensure the fulfillment of obligations
Responsibility	The main criteria for evaluating activities, the measure of responsibility
Relationship between employee and employer	Reflection of information relationships (with whom the person will cooperate in fulfilling his obligations)

The content of the documents may differ for each company, because it is worth considering the conditions of a particular enterprise.

For example, if there are not only ordinary employees in the state, then the document may be called - Job Description of the Leading HR Specialist.

This will mean that special requirements will be imposed on such an employee, he must have special knowledge, skills and qualifications. These employees are experts.

In a large firm, there is usually a person who is responsible for the operation of the department. Then the document will be called "Job Description of the Chief Human Resources Specialist."

Instruction example

Here is a sample job description for an HR manager:

Emerging nuances

There are various questions that may arise in the development of job descriptions. Let's find out what nuances you should pay attention to in the healthcare industry, in the educational sphere.

It is not always clear the situation with the situation on labor protection of a personnel worker.

And this is an important point, because not only his health, but also the health of the team, and the safety of the enterprise depend on the knowledge of such a person of safety and labor protection standards.

In healthcare

The document will be called as follows - Job Description of the Deputy Chief Physician for Human Resources. A person with a higher education and work experience in a managerial position of at least 5 years is appointed to such a position.

In addition to knowledge of regulatory and methodological documents, an obligation is established to know how medical care is organized, how computer technology is used, what are the labor protection standards.

The head of the institution appoints such employee. The deputy chief physician for personnel is subordinate to the head of the medical institution.

When approving duties, rights and responsibilities, they are guided by standard forms, but take into account the specifics of the institution.

Such an employee forms a personnel policy, determines its directions in accordance with the strategy of the institution.

Conducts research, develops and implements plans and programs for working with employees in order to attract and retain personnel.

The personnel officer forms and prepares a reserve of personnel in order to be promoted to a managerial position based on a career planning policy.

All other obligations and rights are similar to those established for other personnel specialists.

The Deputy Chief Physician for Human Resources will bear responsibility if there is no:

In an educational institution (school)

When developing a job description, it is worth relying on the norms established.

The HR specialist is appointed and dismissed by the principal of the school. When working, such an employee must be guided by such documents as:

Labor Code of the Russian Federation.
Standard provision on educational institutions.
Decrees of the President of Russia.
Decisions of the authorities of the Russian Federation and the territorial district.
Rules for labor protection, safety precautions, etc.

The personnel officer is obliged to comply with the Convention on the Rights of the Child. Main functions:

organize, maintain and store personnel documents;
ensure the maintenance of personnel documents in accordance with applicable regulations and instructions, using modern technologies.

Commitments:

Analyze staffing situation	In an educational institution, personnel documents related to the acceptance, transfer of employees and termination of contracts
Keep a book	Personnel orders, orders that were drawn up in electronic form, personal files, personnel databases, medical books, etc.
Advise school staff	And other persons regarding the vacancy that is available, the staffing structures of institutions, about qualification requirements, job obligations, about labor legislation
Provides referrals	Employees about activities, draws up a work book, prepares material for a military man, reporting on personnel
HR Specialist allocates staff	Onboarding a new employee

The Human Resources Officer has the right to:

This employee will be responsible for:

Responsibility can be administrative, criminal, material. The HR specialist has an irregular working day, but taking into account the due 40 hours per week according to the schedules, which the principal of the school will approve.

He has the right to receive regulatory, organizational and methodological information, get acquainted with the documentation. The personnel officer is a document manager, a secretary during his absence.

With personnel for labor protection

A specialist of this kind may be a person who has reached the age of majority, has passed a medical examination.

Such an employee must be aware that failure to comply with job instructions and internal regulations may result in the danger of electric shock.

The face may also be injured. According to the instructions for labor protection, personnel workers must:

perform the work that is described in the approved job description;
check your workplace, keep it clean;
if you need to work with a computer, you should check for damage to sockets and plugs;
make sure there is no exposed cable.

Regarding safety requirements at work:

you need to take into account the rules for using a computer;
use collective and individual protective equipment;
notify management of situations that pose a threat to health.

Regarding safety requirements in an emergency:

Maintaining the company's HR records is the main job responsibility Human Resources Inspector (or Human Resources Inspector), but in a small organization, he may also be involved in solving other personnel management tasks. Most of the points in the proposed sample job description for the inspector of the personnel department are devoted to the maintenance, accounting and storage of work books, which is not surprising, because they still remain the main “labor” document of employees.

Job description of the inspector of the personnel department
(Job description of the personnel inspector)

APPROVE
CEO
Surname I.O. ________________
"________"_____________ ____ G.

1. General Provisions

1.1. The HR inspector belongs to the category of specialists.
1.2. The inspector of the personnel department is appointed to the position and dismissed from it by order of the general director on the proposal of the head of the personnel department.
1.3. The Human Resources Inspector reports directly to the Head of Human Resources.
1.4. A person who meets the following requirements is appointed to the position of inspector of the personnel department: higher professional, work experience in the relevant field for at least a year.
1.5. During the absence of the inspector of the personnel department, his rights and obligations are transferred to another official, which is announced in the order for the organization.
1.6. The Human Resources Inspector must know:
- legislative and regulatory acts relating to the organization of office work in the organization and accounting of the movement of personnel, registration of pension files, maintenance and storage of work books and personal files of employees of the organization, preparation of files for archiving;
- labor legislation;
- structure and staff of the company;
- personnel records management, the procedure for accounting for the movement of personnel and reporting;
- the procedure for establishing the names of the professions of workers and positions of employees, the general and continuous length of service of a certain work, benefits and compensations, the registration of pensions for employees;
- the procedure for maintaining a data bank on the company's personnel.
1.7. The Human Resources Inspector is guided in his activities by:
- legislative acts of the Russian Federation;
- Regulations on the Human Resources Department, the Charter of the organization, the Internal Labor Regulations, other regulatory acts of the company;
- orders and directives of the management;
- this job description.

2. Responsibilities of the HR Inspector

The Human Resources Inspector has the following responsibilities:
2.1. Controls the timely execution of instructions, orders and instructions of the head of the personnel department.
2.2. Keeps records of the personnel of the company, its divisions in accordance with unified forms of primary documentation.
2.3. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the company, as well as other established documentation on personnel.
2.4. When hiring, he introduces the provisions on discipline in the organization, on working time and rest time, keeps records and issues service certificates.
2.5. Directs to briefing on safety, industrial sanitation and fire protection, rules and regulations of labor protection.
2.6. Forms and maintains personal files of employees, makes changes in them related to labor activity.
2.7. Prepares the necessary materials for qualification, attestation, competitive commissions and presentations to employees for incentives and awards.
2.8. Fills, takes into account and stores work books, calculates the length of service.
2.9. Makes entries in work books about incentives and rewards for employees.
2.10. Issues certificates on the present and past labor activity of employees for submission to other institutions.
2.11. Maintains strict records of work books and inserts, registers the receipt and issuance of work books and inserts to them.
2.12. Enters information about the quantitative, qualitative composition of employees and their movement into the company's personnel data bank, monitors its timely updating and replenishment.
2.13. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with the schedules of regular vacations.
2.14. Draws up pension insurance cards and other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.
2.15. She studies the movement and causes of staff turnover, participates in the development of measures to reduce it.
2.16. Prepares documents after the expiration of the established terms of the current storage for depositing in the archive.
2.17. Carries out control over the state of labor discipline in the divisions of the enterprise and compliance with the rules of internal and labor regulations by employees.
2.18. Keeps records of violations of labor discipline and controls the timeliness of the adoption by the administration, public organizations and labor collectives of appropriate measures.
2.19. Performs other official assignments of the head of the personnel department.

3. Rights of the Human Resources Inspector

The Human Resources Inspector has the right to:
3.1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
3.2. Request from the structural divisions of the enterprise information and documents necessary for the performance of his duties.
3.3. Submit proposals for improvement of the work related to the responsibilities provided for in this instruction for consideration by the management.
3.4. Require the management of the enterprise to ensure the organizational and technical conditions and execution of the established documents necessary for the performance of official duties.

4. Responsibility of the Human Resources Inspector

The Human Resources Inspector is responsible for:
4.1. For non-performance and / or untimely, negligent performance of their duties.
4.2. For non-compliance with current instructions, orders and orders for the preservation of trade secrets and confidential information.
4.3. For violation of the internal labor regulations, labor discipline, safety and fire safety rules.

APPROVE:

[Job title]

_______________________________

[Name of company]

_______________________________

_______________________/[FULL NAME.]/

"______" _______________ 20___

JOB DESCRIPTION

HR Specialist

1. General Provisions

1.1. This job description defines and regulates the powers, functional and job duties, rights and responsibilities of the HR specialist [Name of organization in the genitive case] (hereinafter referred to as the Company).

1.2. The HR specialist is appointed to the position and dismissed from the position in accordance with the procedure established by the current labor legislation by order of the head of the Company.

1.3. The Human Resources Specialist belongs to the category of specialists and reports directly to [title of the immediate supervisor in the dative case] of the Company.

1.4. A person who has secondary vocational education without presenting requirements for work experience or initial vocational education, special training according to the established program and at least 2 years of work experience in the profile, including at this enterprise at least 1 year, is appointed to the position of a personnel specialist.

1.5. The HR specialist must know:

legislative and regulatory legal acts, methodological materials on maintaining documentation on accounting and movement of personnel;
labor legislation;
structure and staff of the enterprise;
the procedure for registration, maintenance and storage of work books and personal files of employees of the enterprise;
the procedure for establishing the names of the professions of workers and positions of employees, the total and continuous length of service, benefits, compensations, registration of pensions for employees;
the procedure for recording the movement of personnel and compiling established reporting;
the procedure for maintaining a data bank on the personnel of the enterprise;
basics of office work;
means of computer technology, communications and communications;
labor protection rules and regulations.

1.6. The Human Resources Specialist in his daily activities is guided by:

local acts and organizational and administrative documents of the Company;
internal labor regulations;
rules of labor protection and safety, ensuring industrial sanitation and fire protection;
instructions, orders, decisions and instructions of the immediate supervisor;
this job description.

1.7. During the period of temporary absence of the HR specialist, his duties are assigned to [name of the position of the deputy].

2. Job responsibilities

The Human Resources Specialist performs the following labor functions:

2.1. Performs work on staffing the enterprise with the required professions, specialties and qualifications.

2.2. Participates in the selection, selection, placement of personnel.

2.3. Carries out the study and analysis of the job and professional qualification structure of the personnel of the enterprise and its divisions, the established documentation for personnel records related to the recruitment, transfer, labor activity and dismissal of employees, the results of the certification of employees and the assessment of their business qualities in order to determine the current and future needs for personnel, preparing proposals for filling vacant positions and creating a reserve for promotion.

2.4. Participates in the study of the labor market to determine the sources of meeting the need for personnel, establishing and maintaining direct links with educational institutions, contacts with enterprises of a similar profile.

2.5. Informs employees of the enterprise about available vacancies.

2.6. Participates in the development of long-term and current labor plans.

2.7. Carries out control over the placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, conducting their internships, takes part in the work on adapting newly hired workers to production activities.

2.8. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.

2.9. Takes part in the organization of work, methodological and informational support of qualification, attestation, competitive commissions, registration of their decisions.

2.10. Analyzes the state of labor discipline and compliance with the internal labor regulations by the employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.

2.11. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information in the data bank on the personnel of the enterprise.

2.12. Prepares prescribed reports.

In case of official necessity, a personnel specialist may be involved in the performance of his official duties overtime in the manner prescribed by the provisions of federal labor legislation.

3. Rights

The HR specialist has the right to:

3.1. Request and receive the necessary materials and documents related to the issues of their activities.

3.2. Engage specialists from all structural divisions of the Company to solve the duties assigned to him.

3.3. Get acquainted with the draft decisions of the Company's management relating to its activities.

3.4. Submit proposals for improvement of the work related to the responsibilities provided for in this instruction for consideration by the management.

3.5. Report to the manager about all identified violations and shortcomings in connection with the work performed.

4. Responsibility and performance evaluation

4.1. The HR specialist bears administrative, disciplinary and material (and in some cases provided for by the legislation of the Russian Federation, also criminal) responsibility for:

4.1.1. Non-fulfillment or improper fulfillment of official instructions of the immediate supervisor.

4.1.2. Failure to perform or improper performance of their labor functions and assigned tasks.

4.1.3. Unlawful use of the granted official powers, as well as their use for personal purposes.

4.1.4. Inaccurate information about the status of the work entrusted to him.

4.1.5. Failure to take measures to suppress the identified violations of safety regulations, fire and other rules that pose a threat to the activities of the enterprise and its employees.

4.1.6. Failure to enforce labor discipline.

4.2. Evaluation of the work of a HR specialist is carried out:

4.2.1. Direct supervisor - regularly, in the course of the daily implementation by the employee of his labor functions.

4.2.2. Attestation Commission of the enterprise - periodically, but at least once every two years based on the documented results of the work for the evaluation period.

4.3. The main criterion for evaluating the work of a personnel specialist is the quality, completeness and timeliness of his performance of the tasks provided for by this instruction.

5. Working conditions

5.1. The work schedule of a HR specialist is determined in accordance with the internal labor regulations established by the Company.

5.2. In connection with the production need, the HR specialist is obliged to go on business trips (including local ones).

Acquainted with the instruction ___________ / ____________ / "__" _______ 20__

Download job description
HR specialist(.doc, 75KB)

I. General provisions

The Human Resources Specialist belongs to the category of specialists.
A person with a higher professional education is appointed to the position of a personnel specialist without presenting requirements for work experience.
Appointment to the position of a personnel specialist and dismissal from it is carried out by order
The HR specialist must know:
1. 4.1. Legislative and normative legal acts, methodological materials on questions of personnel management.
2. 4.2. Labor law.
3. 4.3. The structure and staff of the enterprise, its profile, specialization and development prospects.
4. 4.4. The procedure for determining the prospective and current staffing needs.
5. 4.5. Sources of providing the enterprise with personnel.
6. 4.6. Methods of analysis of the professional qualification structure of personnel.
7. 4.7. Regulations on certification and qualification tests.
8. 4.8. Procedure for election (appointment) to office.
9. 4.9. The procedure for registration, maintenance and storage of documentation related to personnel and their movement.
10. 4.10. The procedure for the formation and maintenance of a data bank on the personnel of the enterprise.
11. 4.11. The procedure for compiling reports on personnel.
12. 4.12. Fundamentals of psychology and sociology of labor.
13. 4.13. Fundamentals of economics, organization of labor and management.
14. 4.14. Internal labor regulations.
15. 4.15. Rules and norms of labor protection, safety precautions.
During the absence of a personnel specialist (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who is responsible for their proper performance.

II. Job Responsibilities

Human Resources Specialist:

Performs work on staffing the enterprise with the required professions, specialties and qualifications.
Participates in the selection, selection, placement of personnel.
Conducts research and analysis:
1. 3.1. The position and professional qualification structure of the personnel of the enterprise and its divisions.
2. 3.2. Established documentation on personnel records related to the admission, transfer, labor activity and dismissal of employees.
3. 3.3. The results of attestation of employees and assessment of their business qualities in order to determine the current and future needs for personnel, prepare proposals for filling vacant positions and create a reserve for promotion.
Participates in the study of the labor market to determine the sources of meeting the need for personnel, establishing and maintaining direct links with educational institutions, contacts with enterprises of a similar profile.
Participates in the development of long-term and current labor plans.
Carries out control over the placement and arrangement of young specialists and young workers in accordance with the specialty and profession received at the educational institution, and the conduct of their internships.
Takes part in the adaptation of newly hired employees to production activities.
Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.
Takes part in the organization of work, methodological and informational support of qualification, attestation, competitive commissions, registration of their decisions.
Analyzes the state of labor discipline and the implementation of internal labor regulations by employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
Controls:
1. 11.1. Timely registration of the admission, transfer and dismissal of employees.
2. 11.2. Issuance of certificates of their current and past employment.
3. 11.3. Compliance with the rules of storage and filling of work books.
4. 11.4. Preparation of documents for the establishment of benefits and compensations, registration of pensions for employees and other established documentation on personnel.
5. 11.5. Entering relevant information into the data bank on the personnel of the enterprise.
Prepares prescribed reports.
Performs individual official assignments of his immediate supervisor.

III. The rights

The HR specialist has the right to:

Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
On issues within its competence, submit proposals for consideration by the management on improving the activities of the enterprise and improving the forms and methods of work; remarks on the activities of the personnel of the enterprise; options for eliminating the shortcomings in the activities of the enterprise.
Request personally or on behalf of the management of the enterprise from the heads of departments of the enterprise and specialists information and documents necessary for the performance of his duties.
Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head of the organization).
Require the management of the enterprise to assist in the performance of their duties and rights.

IV. Responsibility

The Human Resources Specialist is responsible for:

For improper performance or non-performance of their official duties provided for by this job description - to the extent determined by the current labor legislation of the Russian Federation.
For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

Personnel records management of the company is carried out by the inspector of the personnel department, in other words, the inspector for personnel or personnel officer. A decree of the Ministry of Labor dated 21 August 1998 detailed his day-to-day duties. At the same time, a specialized unified reference book on qualifications indicates about 15 professions that are guided by the job description of a personnel officer. It clearly defines the boundaries of interaction with personnel, the main responsibilities, requirements and functions, as well as the rules and procedures for maintaining documentation. Despite the fact that this is his main and fundamental task, he can also participate in solving other tasks in the management of employees. It all depends on the requirements that the specialist is put forward by this or that organization in which he carries out his work.

Job requirements for a HR officer

A personnel officer can be called a personnel department specialist, personnel inspector, head of the personnel department, and also, to one degree or another, connect a dozen more professions with this name. But despite the general focus in working with personnel documents, there are significant differences. Let's take a look at them.

Requirements for a Human Resources Specialist

The job description of a specialist in the personnel department is developed by the head of the personnel service. And it is approved by the top management of the organization. It clearly spells out the duties, powers, functions of a specialist, indicates the internal regulations of the organization. A person who has sufficient professional training, one year of work experience and the necessary education can become a specialist.

Since this specialty provides access to confidential information, the employee is responsible for his actions. And in the event that his actions caused damage to the company, he will be liable in accordance with applicable law.

The Human Resources Specialist performs the following tasks:

Registration of documentation when hiring or dismissing personnel, transferring them to other staff units in accordance with the labor code and the order of managers.
Accounting for the work and changing any data of employees at all levels in accordance with documentary standards, and making these changes to the personnel databases.
Collection of data for certification or for advanced training.
Management of the mechanism of encouragement and punishment.
Conducting personal files of employees, collecting personal information.
Preparation of work books and contracts.
Development of a schedule and monitoring of its implementation.
Determination of vacation periods and monitoring their implementation.
Maintaining archive documentation.

Requirements for a Human Resources Inspector

Job responsibilities include:

Maintaining documentation on the acceptance and dismissal of employees, job changes.
Maintaining personal files of staff, making changes and additional data.
Registration of work books and their storage.
Dealing with sick leave, vacations and benefit payments. monitoring of their compliance.
Processing documentation for calculating pensions, work benefits and compensation.
Entering changes in personnel data into the database.
Identification of possible problems in the team and the causes of staff turnover.
Working with the archive.

At first glance, there are few differences between the specialty "HR inspector" and the profession "HR specialist". But they are: a person with a secondary education can be accepted for this position. Seniority is not one of the main requirements and may not be taken into account at all.

The duties of the inspector include the selection of personnel for open vacancies in accordance with the professional requirements put forward.

Requirements for the Head of Human Resources

It is possible to occupy a managerial position only if you have higher education and work experience in a similar position for at least three years. A person is appointed to the position of chief by order of the supreme leader. After that, he remains accountable directly only to the head of the company. Its activities are carried out strictly within the framework of the internal charter of the organization, the labor code, civil law and other legal documents, based on the job description.

Job responsibilities:

Development and monitoring of compliance with the personnel policy of the organization.
Monitoring the need to update the working staff.
Management of staff units according to the available powers.
Carrying out certification and analysis of its results.
Improving existing mechanisms for dismissal, hiring or moving personnel to other positions.
Improving the system of interaction between personnel.
Monitoring the performance of the duties of the personnel department.
Monitoring the execution of awards and incentives.
Implementation of measures to establish labor discipline, increase the level of motivation of employees for their direct work activities.

The head of the human resources department prepares and reviews internal information that is intended for senior management. It is also within his competence to conduct consultations in accordance with the direction of his position. The high level of training of the head of the personnel department is evidenced by his knowledge of the legal documents of the Russian Federation, various methods for assessing the work of personnel, understanding the structure of the organization, knowledge of the requirements for filling out and processing documentation, existing labor standards. The instruction, which spells out all the duties of the head of the personnel department, the inspector and the specialist in working with personnel, is drawn up according to the model for each category. And signs in the process of applying for a job.

In order to apply for a HR position, you must:

Provide all the necessary documents, depending on the position chosen, including: a diploma of the necessary education, documents confirming the length of service, etc.
A completed application form.

According to the general model of the job description, the personnel officer belongs to specialists. His appointment or dismissal from his post takes place on the basis of the order of the general director of the organization on the proposal of the immediate superior.

Earlier in the article, we considered the requirements for applicants for each possible position. Depending on the category (inspector, specialist or supervisor), when hiring, the immediate supervisor monitors their compliance.

In the event that the personnel officer is temporarily unable to fulfill his duties, they will be performed by a person replacing him.

The recruiter should be aware of the following:

Legal and legislative documents related in any way to the labor process, the process of maintaining and managing the personal files of employees, issuing pensions, maintaining work books and concluding employment contracts.
The structure of the company and the ways in which personnel interact within it.
current labor law.
Rules for working with personnel and preparing reports.
Rules for maintaining personal data of employees.
The procedure for maintaining pensions, vacations, accrual of benefits, compensations, etc.

In accordance with the law, the Regulations on the personnel department of the organization itself, its charters, internal regulations, orders of the management and job description, the activities of the personnel officer are carried out.

In accordance with the existing and established basic duties and rights prescribed in the Decree of the Ministry of Labor of August 21, 1998, the organization draws up a job description for the positions held. It may include additional clauses on processing or vacation conditions, a schedule, additional requirements and other important conditions.

The development of instructions is carried out by the top management of the organization, his deputies or direct superiors of personnel officers. In the process, it is agreed with lawyers, signed and enters into force.

Here is an example of a sample job description, on the basis of which an organization can draw up its own version:

As can be seen from the instructions, the personnel specialist should not only be engaged in the selection and placement of employees, but also in other activities.

An equally important point that must be indicated in the instructions is the rights of the employee.

And no less important section is the responsibility of a specialist, since he works mediocrely with personal affairs and has confidential information.

Human Resources Specialist Rights

When compiling instructions, this is an important point, which should not be omitted. Despite the fact that the coordination of the drafted job description with representative bodies for the protection of personnel is not provided for by the legislation of the Russian Federation, approval usually takes place with the legal department in order to avoid violating the rights of employees.

The personnel officer has the following rights:

To get acquainted with the existing documentation and decisions of the company's leaders directly related to its activities.
Have access to information that is necessary for the performance of his job duties.
Put forward proposals for improving the work and conditions directly related to the performance of its activities.
Receive full quality organization of technical and informative conditions for the performance of duties.

Responsibility of the Human Resources Specialist

The personnel officer is liable in accordance with the legislation of Russia for violation of his direct duties:

In case of non-fulfillment or poor-quality performance of their immediate duties.
In case of violation of the instructions and orders of the organization, labor regulations and due discipline.
In case of violation of trade secrets or disclosure of personal data of personnel.

The head of the company or the head of the personnel department, whose task is to regulate the activities of the personnel department, can be held liable for:

Lack of formalized contracts with employees.
Lack of personal matters.
No vacation schedule.
Lack of documentation on labor protection.

Features of the profession faced by the personnel officer

The personnel officer, despite the extensive list of his duties, is primarily involved in maintaining documentation in a particular organization. These are orders, employment contracts, regulations, statements of employees, military registration, pension, preferential, etc.

What are the characteristics of a specialist in this position?

The positive ones include:

Labor mode. In rare cases, processing may occur. Basically, this is a standard schedule with fixed usual days off (Saturday and Sunday), as well as non-working days on public holidays. Most often work from 9:00 to 18:00, including a lunch break.
A stable social package that includes all the necessary payments.

In small organizations, the rights of employees may be violated, there may be no social package or official registration. Therefore, when applying for a job, you need to give preference only to trusted companies that care about their employees.

Paper work without much mobility.
Opportunity for advancement and high pay.
Office work.

The negatives include the following:

In addition to immediate duties, a large amount of additional, not always directly related to the specialty.
Being between employees and superiors. This can be a disadvantage when you have to resolve negative situations.
For some, paperwork in the office will seem like a minus.
Monotone.
Possible disagreements in the work with accounting.
Responsibility in case of dishonesty of the accepted employee.

An HR employee constantly encounters new people, and must have communication skills, be able to organize people and his work, be friendly and at the same time master modern methods of personnel assessment. He must have the skills of mutual understanding, and base his work on mutual cooperation. In addition, in his work, the personnel officer constantly encounters interactions with third-party organizations. Such as the Pension Fund, the State Labor Inspectorate and others).

The competence of a specialist in this field also depends on his ability to use equipment and automation tools.

Conclusion

Summing up, we can say that the profession of a personnel officer is significant and important in the current modern world. He deals not only with the selection of personnel for the company, but also with a large amount of documentation. Basically, this work is connected precisely with it: maintaining an archive, personal files, documenting the admission, dismissal and movement to other positions of employees, military registration, registration of pensions, vacations and schedules. This profession is suitable for those who like inactive work in a cozy office.

Despite this, the position of a specialist in the personnel department implies the following skills: communication skills, goodwill, organizational skills, good knowledge of legislation, which in one way or another relates to labor office work.

The personnel department also has a choice of vacancies: inspector, specialist and chief. Each involves its own level of certain skills and qualities. For example, only an applicant who has a higher education and has work experience in a similar position can become a boss. Without experience, you can become an inspector, and then move up the career ladder.

As for any other specialty, for a personnel officer there is an established sample job description, on the basis of which various organizations approve their own. At the same time, they indicate additional conditions depending on the detail of the company, the requirements for the profession and obligations. Also, they spelled out all the rights of the employee, responsibility and conditions of cooperation.

In this video, you can get acquainted with the features of the profession of a personnel specialist, and, perhaps, learn something new for yourself that was not considered in the article: