Job description of the head of the personnel department. 2014: Additions

The head of the personnel department is one of the most important positions in the enterprise. This is due to the large amount of the responsibility entrusted to him: the staffing of the organization is a difficult task. The main competences of the head of the personnel department are fixed in a separate job description. What is its specificity?

Specificity of the post of the head of the personnel department

The job description of the head of the personnel department is a document that reflects the powers, rights and duties of a person performing such significant labor functions in the company. What is the specificity of this professional specialization?

The head of the personnel department is a specialist with sufficient experience to solve problems related to the staffing of his company by the right employees. He is also endowed with managerial powers: in his subordination - human resources specialists, HR managers, assistants. The job description of the head of the personnel department is a source in which a comprehensive reflection of the relevant specificity of the activity of the person performing the labor function in question is being proposed.

Consider the structure in which this document can be presented. Most often, any job description - the head of the human resources department in healthcare, construction, industry - starts with general provisions. Let us study their features.

General provisions in the job description

This part of the instruction may contain provisions that fix the fact that the document is drawn up in accordance with such and such sources of law. Thus, the job description of the head of the personnel department can be based on the Decree of the Ministry of Labor of the Russian Federation No. 37 of 21.08.1998, which reflects the industry-wide characteristics of the various positions of specialists.

The general provisions of the instruction may reflect the fact that the head of the personnel department is a managerial post. The document may contain wording on which its purpose is to establish the rights, duties, and responsibilities that are characteristic of a specialist performing the relevant labor function.

General provisions that may contain the job description of the head of the personnel department may also reflect the requirements for the candidate for the relevant position in the company. So, in many organizations, employees in this position should have higher education, as well as at least 5 years of work experience in the profile.

Qualification requirements

The next aspect of the instruction, reflected in its general provisions, can relate to the qualification requirements for a person working on the position in question. So, usually points are fixed on which the head of the personnel department should know: legal acts on labor, methodological materials related to work with personnel, patterns specific to the labor market, the specifics of the design of certain documents for legal consolidation of labor relations, the basis of office work, the structure Staff of your company.

Guiding Sources

Another important component of the general provisions of the job description of the head of the personnel department is the wording on which the documents that are the key guiding sources for the person at the position in question are determined. So, in many organizations in job descriptions it is fixed that the head of the personnel department should be guided by the laws, the charter of the organization, the provisions of local regulatory acts.

In the general provisions of the instruction, a mechanism is also fixed, within which a person is substituted in the position in question. Thus, the document may contain provisions on which the substitution should be based on the order of the director.

Another important component of the instruction is the provisions concerning the labor functions of the head of the personnel department. Consider it.

Labor functions

A typical range of functions of the head of the personnel department, irrespective of industry specificity, can be presented in the following list:

- the organization of a database in which information on personnel, on staff development, on mechanisms for finding new employees is recorded;

- participation in the study of the results of attestation of employees, carrying out activities related to the implementation of the decisions of the commission engaged in assessing the competence of the company's employees;

- the organization of the account of the schedule of holidays, maintenance of its practical execution;

- research of factors influencing the turnover of staff, work related to the strengthening of labor discipline, increasing the efficiency of use by employees of working time;

- implementation of the necessary reporting procedures related to the main activities, preparation of the necessary documents intended for transfer to archive storage.

Undoubtedly, the job description of the head of the human resources department in health will be supplemented with formulations that are not peculiar to a similar document for the sphere of industry. However, the specific nature of people's activities in the relevant position allows, in general, to apply standardized formulations when drafting the instructions in question.

Another important component, which may include the type of source in question, is the duties of an employee who holds the position of chief of staff. Let's consider it in more detail.

Official duties

A typical range of responsibilities characteristic for such a position as the head of the human resources department can be presented in the following list:

- organization of management procedures for the team,

- assistance in the development of staff competencies;

- increase of labor productivity in the organization;

- performance of key functions in terms of application of practical provisions of the personnel policy of the organization, direct participation in their development;

- Creation of the necessary documentation, drawing up of recommendations, instructions, various offers;

- Conducting office work in the framework of mechanisms that meet the legislative criteria, which are fixed in legal acts of various levels;

- ensuring a fair work load among the employees of their department, increasing the efficiency of work in subordinate structures;

- forecasting the company's need for new personnel, identifying channels through which the staff of the organization will be staffed;

- work with the company's employees in the direction of increasing the efficiency of work, informing employees about new vacancies in the enterprise;

- preparation of the personnel reserve for the enterprise - both at the expense of internal resources of the organization, and at the expense of using external channels of searching for the right employees;

- Increase of motivation of work among employees of the company through material and other accessible tools;

- implementation of correct reception of new employees, dismissal of employees, transfers of specialists between departments or to other organizations;

- preparation of documents necessary for calculating pensions and other support measures for company employees;

- updating the methodical resources of the personnel department, material and information base in the relevant division of the company;

- direct management of personnel by written and verbal instructions;

- exercising control over the level of qualification of personnel in the personnel department, assisting in raising the level of their competence;

- the formation of analytical materials relating to the state of affairs in the aspect of supplying the enterprise with the necessary staff;

- implementation and maintenance of staff time tracking mechanisms;

- interaction with other units of the company - for example, with accounting (on wages, holidays);

- in the case of poor performance of labor duties by employees - application of disciplinary measures;

- compliance with the requirements of the RF legislation.

This is the range of basic duties that can include the job description of the head of the personnel department. A sample of the list of relevant provisions, considered by us, as in the case of labor functions, is sufficiently standard. It is applied at the enterprises carrying out activity in the most different branches.

Rights of the Head of Human Resources Department

Another important component, which includes the job description of the head of the human resources department - in construction, medicine, industry and most other spheres - is the right of an employee of the company occupying the corresponding position. Let's consider their essence more in detail.

The rights of the head of the personnel department can be represented in a fairly wide range. Which of them can be called basic? The employee in the relevant position may have the right:

- to obtain information necessary for the performance of their work (from management and other structural divisions of the company);

- presentation to the top managers of the organization of ideas related to the improvement of the staffing arrangements of the enterprise;

- to receive from the leadership of guarantees and resources that contribute to the effective performance of official duties.

Another standard component, which may contain the job description of the head of the personnel department of the hospital, scientific organization, sports club - provisions reflecting the responsibility of the employee in the relevant position.

A responsibility

What are the chiefs of the HR department most often responsible for? As a rule, it concerns:

- improper performance of labor duties, which are stipulated in the job description (provided that its provisions do not contradict the legislation of the Russian Federation);

- offenses committed by the chief in the course of the work - if they are provided for by the administrative, criminal or civil legislation of the Russian Federation;

- causing damage to the employing organization within the limits fixed in the sources of law relating to the civil and labor legislation of the Russian Federation;

- neglect of the requirements of the Federal Law "On Personal Data" and other sources of law approved in the Russian Federation - federal, regional, municipal level, local legal acts adopted in a specific organization;

- refusal to obey the requirements of immediate managers, expressed in writing - in the form of orders, various orders, instructions or verbally.

Another component of the job description of the HR department is the provisions that reflect how an employee of the relevant profile can interact with colleagues from other structural divisions of the firm. Let's consider its specificity.

Interaction with other structures of the company

The wording in this manual can be very different. For example, in the relevant part of the document it can be said that the head of the personnel department is obliged to work according to the schedule, which is approved directly by the director of the firm. However, in this part of the instruction, provisions can be made that the head of the personnel department can plan his work independently.

In some cases, a person in the relevant position may have the right to visualize certain executive orders concerning the acquisition of the company by specialists. The head of the personnel department can interact, as we noted above, with the accounting structures of the firm - for the correct calculation of salaries, vacation pay for employees. Significant can be the interaction of a person on the position in question with colleagues in the exchange of information. Such communications are possible in the broadest spectrum - with the specialists of their department, other structural subdivisions of the firm, the management of the organization.

Uniformity of standards and new in 2014

We have noted above that the positions of job descriptions for heads of personnel departments of organizations in different sectors as a whole are uniform. The content of the relevant documents may not change. So, if the year in which the job description of the head of the personnel department is compiled - 2013, the content of the source in question may not differ too much in its structure from the requirements fixed in the order of the Ministry of Labor specified in the beginning of the article.

At the same time, as the emergence of new posts in a particular industry or the economy as a whole, instructions of the type in question can be adjusted. This can be done both on the basis of updates in the legislation, and in accordance with the private initiative of managers of specific enterprises. As a result, the official instruction of the head of the personnel department, which is familiar to the company's employees, can vary very much. 2014 is interesting with the emergence of a unique source - the "Atlas of New Professions", developed by the Agency for Strategic Initiatives, as well as the Moscow School of Management Skolkovo. It identifies the professions that may appear in the Russian economy in the near future. The job descriptions for them, probably, have yet to be developed.

National standards

It can be noted that relative unification is observed in the aspect of national standards for the formation of documents of this type. For example, in the Russian Federation, the Republic of Belarus and Kazakhstan, a completely uniform job description of the head of the personnel department can be taken as a basis for enterprises. Ukraine is a state that in many areas of legislation also has quite similar sources with those adopted in neighboring countries. This can be traced in different industries. In particular, this concerns the algorithms for the formation of such a document, as the job description of the head of the personnel department. In the RK, the RB and Russia, legislation, by virtue of integration economic processes, as many experts note, can get even closer together.