02/15/2018 The professional standard for HR specialists is ready

Normative base

Issues related to the direct regulation of prof. standards are regulated within the framework of the Labor Code of the Russian Federation, starting from July 1, 2016. In particular, Chapter 31 of the Labor Code of the Russian Federation, which stipulates the main points in this direction. It sets out the following standards:

• labor options for a specialist;
• qualifications and abilities, according to the position he occupies;
• requirements for practical knowledge.

The law states that all documents of this kind are identical and have a similar structure. This template approach is associated with the presence of Order of the Ministry of Labor No. 147n dated April 12, 2013 on the standard layout of the professional standard.

The professional standard regulating the activities of an employee in personnel records management was approved by Order of the Ministry of Labor dated October 6, 2015 No. 691n. The document was created for a specialist engaged in management activities, regulating relationships with staff. The legislator notes that this group of positions includes the following specialties:

• personnel service workers;
• their leaders.

As a basic task for this specialist, the legislator defines ensuring the productive implementation and adherence to management policies regarding personnel in order to solve basic strategic tasks.

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Standards for using professional standards

The application of professional standards is determined by:

• Adopted in 2020, 122-FZ, which introduced corresponding changes to the Labor Code and the Education Law.
• Article 195.3 of the Labor Code of the Russian Federation, which states that professional standards are mandatory if the qualification parameters for the position are established by law.
• Article 57 of the Labor Code, which establishes the need for professional standards for professions that have benefits or restrictions under current laws.
• Government Decree No. 584, which states that professional standards are necessary for budgetary and state-controlled organizations.

Explanations on these regulations and the practice of their application are given in Letter of the Ministry of Labor No. 14-0/10/B-2253 dated April 4, 2016.

As you can see, professional standards are currently mandatory for certain positions, the requirements for which are given in the law, or for state-controlled organizations. In other cases they are used voluntarily for:

• Updating labor documentation (employment contracts, staffing schedules, etc.).
• Preventing the occurrence of conflicts with authorities checking documents (PFR, Federal Tax Service, etc.).
• Establishing qualification requirements for employees and candidates.
• Conducting recertification of existing employees.

Attention! While the qualification reference books (ECS and ETKS) remain relevant, the employer himself can determine which documents to follow. But in the future it is planned to combine them with professional standards into a single system.

Why are professional standards needed for management personnel?

Professional standards developed for representatives of management levels are necessary for enterprises and their employees to achieve the following goals:

• organization of certain training events to train highly qualified personnel officers and, accordingly, heads of departments;
• organizational work on training and certification of employees;
• formation of accounting policies in the process of staffing the organization with highly qualified specialists;
• organization of management processes so that the head of the personnel department has the opportunity to fully perform his job duties;
• formation of internal tariff categories and simplification of accounting and settlement activities;
• development of the enterprise’s own remuneration systems, taking into account the specifics of the activities of the head of the personnel department.

A well-drafted professional standard contains detailed information about the specifics of the work performed by a specialist and qualification skills.

Is the HR professional standard required for application?

From July 1, 2020, the Labor Code obliges employers to apply existing professional standards. However, there is a caveat - the professional standard becomes mandatory only in cases where specialties are subject to any restrictions, special requirements, compensation or benefits.

Personnel work does not provide for benefits, compensation, restrictions or special requirements. Accordingly, it is not necessary

, but desirable.
There are no sanctions for employers who refuse to apply the professional standard. However, the prostandard is an excellent template for qualification requirements, a source of formulation of job descriptions, a guide for tariffs and the formation of personnel policies
.

Scope of application and mandatory use for managers

Since the professional standard for the head of the personnel department is uniform and has already been developed, its application is mandatory, which is prescribed in the norms of Art. 57. Labor Code of the Russian Federation. Failure by the employer to comply with this requirement entails liability under the criminal, administrative, and civil codes. There are plenty of areas for using this form of documentation in personnel practice. Here are the main areas of application of the document:

• accounting;
• determining the degree of employee compliance with standards;
• selection of highly qualified specialists;
• calculation of salaries for specialists;
• taking measures to improve the level of qualifications.

Particularly noteworthy are situations in which the enterprise has a share of state participation (from 50%), as well as companies where categories of specialists work - beneficiaries based on the severity or harmfulness of working conditions. In these cases, the use of the professional standard is unconditionally mandatory.

What will be written in the staffing table?

Each of the presented general labor functions is divided into specific ones, to which this or that list of actions relates. All individual functions are assigned a special alphanumeric code:

• the Latin letter corresponds to the name of one of 8 generalized functions (see table);
• numbers are written through the “/” sign from the letter - a two-digit number of a specific function (01, 02, 03, etc.);
• then after the dot comes the required level of qualification (in this standard - 5, 6 or 7).

In the text of the professional standard you will find recommended wording of job titles for personnel officers performing certain functions. It is convenient that for each of them there is a correspondence from the outdated, but more familiar Unified Qualification Directory. In most cases, positions according to the CSA are less specific in relation to the professional standard, for example, a specialist or personnel inspector, depending on the list of responsibilities, may be called a “recruitment specialist”, “HR specialist” or “social programs specialist”.

IMPORTANT! If one position combines several functions, then it should be named after the position that has a higher qualification. So, if an employee of the personnel department, for example, provides certification of employees and maintains the corresponding personnel documentation, according to the professional standard, his position can be defined as “HR manager.”

Job responsibilities

There are several blocks that this document contains regarding this leadership position in the field of personnel records management. The first section is the formation of a personnel management system and its practical implementation. Here are the main functions of a specialist:

• clarifying and building internal communications between employees, as well as their comprehensive modernization;
• development and implementation of a personal strategy regarding employee management;
• compliance with ethical standards of communication in business terms;
• conducting joint corporate events with subordinate specialists;
• representing the interests of the company in the process of negotiating with trade union organizations;
• organization of maintaining expense estimates for each employee separately;
• formation of proposals related to improving the work of employees.

To make the implementation of these functions possible in practice, the head of the personnel department is engaged in the following tasks:

• development of programs and plans for employee management;
• making proposals related to changes in the structural apparatus of the organization;
• proposals on the organization of corporate policy;
• planning the activities of subordinates and regulating their work processes;
• conducting training related to labor protection.

The second group of processes, the implementation of which is ensured by this manager, is the administration of processes and document flow. This requires the practical implementation of the following functions:

• detailed analytics of document management, making proposals for its subsequent improvement;
• implementation of a system related to documenting the work of specialists;
• conducting business correspondence with partners, clients, colleagues;
• archiving of papers;
• saving original versions of documents and their photocopied counterparts.

In order to perform these tasks as efficiently as possible, a specialist at this level must be familiar with audit methods, procedures for document preparation, archiving, and federal and local regulations.

Another area of ​​professional work is strategic management. It consists in the formation of a human resource characterized by a high level of competitiveness. This requires an analysis of the practices of other enterprises that have built their own effective personnel system. The basic areas of activity in this case are the following aspects:

• formation of a development strategy;
• making certain changes to the existing policy;
• identifying internal communications;
• development of certain systems of remuneration for labor activities;
• determining the degree of need for specialists;
• creation of recertification programs;
• developing culture within the corporation;
• assessment of the efficiency of the work process;
• conducting analysis regarding the effectiveness of reporting documentation.

Professional standard for HR specialist

Articles on the topic

The professional standard of a human resources specialist describes the requirements for an employee, the duties they perform, and their skill level.
It was approved by order of the Russian Ministry of Labor No. 691n. What changes does it entail in the activities of personnel specialists? Who should use professional standards? Does entering a document lead to the possibility of dismissal for current employees? Currently, more than 800 professional standards have already been approved and legislators do not stop there. Among them there is also a professional standard for a personnel specialist.

The role of the professional standard of a human resources specialist in the development of internal company regulations

Rules for the development, approval and application of professional standards, approved. Decree of the Government of the Russian Federation dated January 22, 2013 No. 23 in paragraph 25 allows employers to use professional standards not only when developing job descriptions, but also when developing a remuneration system.

Incorrect actions by a HR specialist can lead to a number of negative consequences for the enterprise:

• decreased reputation of the enterprise in the labor market;
• decrease in financial indicators;
• identification of errors and imposition of administrative liability on legal entities by inspection bodies.

List of professional standards for personnel officers

The introduction of a professional standard for personnel officers was carried out in the fall of 2020 as part of the overall general company of the Ministry of Labor for the development of professional standards. The documents develop a unified approach to the required level of knowledge, skills, and experience of specialists performing certain job functions.

For personnel specialists, the Ministry of Labor introduced a professional standard by order No. 691n dated October 6, 2020. The name of the professional standard is “Human Resources Management Specialist”. Additionally, Order No. 717n dated October 09, 2015 approved the professional standard “Personnel selection specialist (recruiter).”

The labor functions of HR specialists in companies and organizations are more suitable to the professional standard “Human Resources Management Specialist”. Profstandard Recruitment Specialist best suits employees of recruitment agencies and recruiting companies.

However, large companies that are constantly recruiting personnel can use the recruiter’s professional standard for individual employees whose job functions include searching for and recruiting employees of the enterprise.

Read useful articles on the topic:

It is planned to introduce other standards that perform personnel functions:

• "Specialist in personnel development and training"
• "Personnel assessment specialist"
• "Specialist in registration of labor relations"
• "Organizational development specialist."

They are currently under development. HR services should monitor the emergence of new professional standards in 2016-2017. This will make it possible to identify acts that most fully correspond to the performed labor functions of HR specialists.

Contents of the professional standard for HR specialist

Since the professional standard introduced by Order No. 691n more fully covers the activities of modern personnel specialists of enterprises, in the article we will consider it.

• General provisions.
• Description of labor functions.
• Characteristics of labor functions.
• Information about the developers of the professional standard.

The first section defines the criteria for assigning an employee to the personnel service.

The professional standard of a personnel management specialist specifies the main goal of the activities of personnel officers. This is effective personnel management to achieve the goals of the enterprise. The standard covers the following employees:

• heads of personnel services (departments);
• ordinary personnel specialists.

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Can be used in companies specializing in personnel selection.

Labor functions in the professional standard of a personnel officer

The main part of the professional standard is a description of the labor functions that an employee must perform in the corresponding position. The “Human Resources Management Specialist” standard contains eight generalizing functions. They represent activities in the following areas

• A - documentation support for work with personnel;
• B - for staffing;
• C - for personnel assessment and certification;
• D - personnel development;
• E - on the organization of labor and remuneration of personnel;
• F - on the organization of corporate social policy;
• G - operational management of personnel and organizational units;
• N - strategic personnel management of the organization.

Each labor function (t/f) contains a set of necessary knowledge and professional skills for its implementation.

The professional standard contains a list of actions to perform the corresponding function. These provisions can be included in the job description of a human resources specialist and other local acts regulating the activities of the HR service. In a small company, most of the listed functions can be performed by one specialist. In large companies, all responsibilities are divided among employees.

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The professional standard meets the modern requirements of employers for personnel specialists and takes a more comprehensive approach to labor functions. What cannot be said about the previously used unified qualification directory.

The professional standard is convenient for charging workers performing different duties. Job salaries can be set in accordance with the required level of qualifications. This will make it possible to differentiate workers who are in the same position, but perform work of different complexity.

Also, a professional standard can be used for certain requirements for the level of knowledge and experience of an employee when hiring. For current HR managers, the professional standard should serve as a guideline for improving their qualifications.

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An example of a self-photograph of a HR inspector’s working day (according to functions performed)

What does a HR specialist do?

I think that each of the personnel employees is able to formulate the responsibilities that he must fulfill. However, now we are interested in what the professional standard says about this.

First of all, of course, this is the selection of missing team members. Conducting assessments of new employees and their placement in jobs. Development or assistance in the development of local regulations in the field of personnel records management and personnel selection.

Direct implementation of personnel records management. Carrying out hiring, dismissal, personnel transfer, as well as issuing certificates and documents on work at the request of staff. Work on maintaining, storing, recording work books and inserts in them. Preparation of other personnel documentation and its completion. Preparation of required reports.

Before the introduction of professional standards, each employer independently established the required level of qualifications for each job position. But since this position is quite responsible, it is not surprising that such a document was developed.

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Is the professional standard mandatory for HR officers?

From July 1, 2020, Art. 195.3 of the Labor Code, which defines the rules for the application of professional standards, including standards for personnel officers. It gives greater independence to enterprises and organizations in terms of applying professional standards.

In accordance with this article, it is mandatory to apply professional standards only if the requirements for the qualifications of workers are introduced by legislative acts at the federal level. It is also necessary to write:

• name of position (profession, specialty),
• qualification requirements in accordance with the professional standard or qualification reference book, if the work is related to compensation payments and benefits or has certain restrictions (Article 57 of the Labor Code of the Russian Federation).

In other cases, employers use the developed standards. They are the basis for determining the requirements for knowledge and skills of an employee when engaging in standardized professional activities, taking into account the specifics of the enterprise.

Currently, at the state level there are no requirements for the qualifications of personnel specialists. There are no benefits, compensation or restrictions provided for them. This means that starting from 2020, all employers independently determine the possibility of applying the professional standards of HR specialists.

Initially, the mandatory use of standard requirements in state and municipal institutions was envisaged. However, the real situation is more loyal. State and municipal organizations need to develop a plan for the transition to professional standards by 2020.

From all of the above, it follows that it is not necessary to apply HR standards in the current period. It is prohibited to dismiss specialists for non-compliance with the requirements of the professional standard.

However, government policy is aimed at a gradual transition to professional standards. In a few years, most state and municipal enterprises will have standard requirements for HR specialists. The transition of many private companies to professional standards leaves no doubt.

Compliance with the professional standard for personnel officers

For personnel workers, the introduced professional standard represents a sample of the necessary skills and abilities. The document allows you to independently determine the compliance of qualifications with the job duties performed.

Particular attention to this issue should be paid to personnel specialists of state and municipal organizations. HR managers must determine whether employees meet the new requirements. Personnel officers, if the qualifications of the position they occupy do not meet the professional standard, from 2020 they will need to undergo training to achieve the required level of knowledge and skills.

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The requirements for the level of education and work experience of a personnel management specialist are quite simple, but have no alternative. Depending on the functions performed, specialists are divided into three skill levels. In accordance with the professional standard, the level of knowledge and work experience should be as follows:

• performing a labor function with code A (documentation work with personnel) - qualification level 5: secondary vocational education;
• with code B (staffing) - level 6: higher education at the undergraduate level and additional vocational education (programs for advanced training and retraining of personnel);
• with code C (personnel certification) - level 6: bachelor's degree plus vocational education;
• with code D (employee training) - level 6: undergraduate and additional education;
• with code E (salary) - level 6: bachelor's degree and advanced or retraining courses;
• with code F (development and implementation of the corporation’s social policy) - level 6: bachelor’s degree and additional education;
• with code G (operational management of employees and management of a company division) - 7 qualification level: higher education at the specialist or master's level, additional education and work experience of at least 5 years in the field of personnel management;
• with code H (strategic management of employees and management of a department of the enterprise) - level 7 qualification: master's degree/specialist degree plus professional education and work experience.

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Timely preparation of personnel for the transition to professional standards will make it possible to painlessly implement a new system of requirements. At the same time, retaining experienced specialists familiar with the specifics of the enterprise. Improving the skills of employees will have a beneficial effect on the company’s activities and will contribute to the achievement of goals.

What to do if you do not meet the professional standard

The rules for applying professional standards do not oblige companies to fire employees for non-compliance. In addition, as we said above, their use is mandatory only for a number of specialties; personnel officers are not included in their number.

In the future, it is planned to create special centers that will assess the compliance of personnel qualifications. Each specialist will have to pass a professional exam. And then get a certificate.

If a working specialist refuses to undergo training, this will be a reason for differentiating the income of employees in the same specialty.

If, nevertheless, the employer decides to dismiss an employee for non-compliance with a professional standard, he will have to conduct certification of such an employee.

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Try for free, refresher course

Organization of work with personnel

• Meets the requirements of the professional standard “Human Resources Management Specialist”
• For passing - a certificate of advanced training
• Educational materials are presented in the format of visual notes with video lectures by experts
• Ready-made document templates are available that you can download and keep for your work

HR specialist or inspector

As long as employers don't get too creative when they draw up staffing schedules. Personnel officers are called managers and specialists and inspectors and so on. Profstandart also does not make any significant clarifications on this matter. Only the general title of the position “Human Resources Management Specialist” is given.

The professional standard contains the following names:

• HR Specialist;
• HR inspector;
• HR economist.

At the same time, no specification is given of what each of them should do and what their differences are. Accordingly, we can conclude that they are equivalent.

If one employee combines several job functions, then his position should be named according to the job function that is a priority.

Also, do not thoughtlessly expand job responsibilities without reference to the standard. If there is such a need, then it is worth expanding the responsibilities only by transferring them from another generalized function or from a related professional standard.

Requirements for HR specialists in 2020 are unified in the professional standard for HR specialists. The document contains a set of skills and abilities necessary for an HR manager to perform labor functions based on the requirements of the modern labor market.

In state and municipal enterprises there is a gradual transition to the introduced professional standards. Other companies use professional standards taking into account the specifics of their activities. HR employees need to strive to achieve standardized boundaries in order to perform their duties well.

Employee compliance requirements and working conditions

The specialist must meet the following requirements:

• 5 years of experience in the field of work in question (and it is important that he holds a leadership position);
• presence of higher education;
• completing training sessions related to training and retraining.

Working conditions require extracurricular duties and readiness to travel on business trips.

Documents for download (free)

• Profstandard HR specialist

How “plastic” is the professional standard of a personnel officer?

Important!

To change the employee’s labor functions, it is necessary to first obtain his consent, for which written notice is drawn up 2 months before the proposed changes. At the same time, specification of requirements is not recognized as an adjustment to the labor function.

The employer is obliged to comply with the requirements of laws, the Labor Code of the Russian Federation and regulations, but at the same time he has the right to take into account the specifics of his company’s activities and take the following actions:

• increase the number of job functions expected from an employee if the functions mentioned in the professional standard are not enough;
• divide and combine responsibilities provided for by the professional standard (job description) between different positions or personnel employees;
• independently determine the volume and content of work for each position.

Liability for non-use

For ignoring the requirement to use a professional standard, the head of the organization is liable in accordance with Art. 5.27 of the Code of Administrative Offences.

For non-compliance with the requirements specified in the professional standard, a specialist may be fired in accordance with Art. 81 Labor Code of the Russian Federation. However, the employer must first offer him another position for which he is suitable. Pregnant women, persons caring for children under 3 years of age and the disabled are not subject to dismissal.

Details of using the standard for a specialist in the field of personnel management are outlined in the video below.

With changes and additions from:

Ensures the reception, registration, systematization, storage and use of documents in accordance with the established procedure. Organizes the work of the bureau in accordance with the established procedure and current guidelines for organizing the access control of an enterprise, institution, or organization.

How to determine for whom a professional standard is mandatory? In other situations, the provisions of the professional standard are advisory in nature. At the same time, it is important to remember that the mandatory use of professional standards in work does not depend on the form of ownership of the employing organization (municipal, private, state).

Professional standard of a personnel officer - functionality of a personnel employee

Working with hired employees is not limited to any one professional activity. “Personnel officer” is a general concept that implies performing many functions.

The entire list of functions of a personnel employee was delineated by the developers of the professional standard, as a result of which the document currently contains a number of data characterizing each function separately:

• Definition of a single function.
• Level of required specialist qualifications.
• Required specialized education for this qualification level.
• A list of actions within the framework of 8 general functions (see table below), the performance of which is expected from a personnel employee for each individual function.
• Professional knowledge and skills required to occupy the position.
• Possible wording of the position in the staffing table.
• Work experience requirements.

The table below contains 8 generalized functions of the HR specialist with information about each of them:

How to write a competent job description for a document specialist?

When registering, it is necessary to use the details established for forms that are internal documents (Resolution of the State Standard of the Russian Federation “On the adoption and implementation of the state standard of the Russian Federation” dated 03.03.2003 No. 65-st together with GOST R 6.30-2003 “State standard of the Russian Federation. Unified documentation systems.

https://youtu.be/g-rPLWlXDtg

It describes generalized job functions and the corresponding job titles (see Table 1).

As a rule, it is advisable to involve heads of structural divisions in the development for a clearer description of the powers assigned to the employee.

Samples and examples of job descriptions for divisions of the enterprise and industries relevant for 2020.