Job description of a specialist (expert, consultant) on personnel issues and personnel work

The activities of workers in many specializations that are in demand at Russian enterprises are regulated by professional standards - sources of norms approved at the level of government agencies. The relevant documents can subsequently be used by employing companies in order to implement and improve their own management policies in certain areas. For example, in terms of personnel management. What are the specifics of the professional standard for a HR specialist? What labor functions must a personnel officer perform in accordance with the standards established by this document?

Which sources of law approve the professional standard of a human resources specialist?

The professional standard of a personnel management specialist, like many other sources of similar assignment, is approved at the state level. The main legal act that establishes the relevant standards is Order of the Ministry of Labor and Social Development of the Russian Federation No. 691n, adopted on October 6, 2015. This source of law corresponds with the provisions of the Government of the Russian Federation No. 23, approved on November 22, 2013.

The professional standard of a personnel management specialist, which was put into effect by the state, regulates, first of all, the characteristics of labor functions that are typical for a personnel officer. Which ones? We are talking about the following:

• documentary support of activities;
• providing the enterprise with personnel;
• assessment and certification of specialists;
• development of the company’s human resources potential;
• assistance in providing the company's employees with comfortable working conditions;
• implementation of the organization's social policy;
• participation in strategic personnel management.

It should be noted that the professional standard developed for human resources specialists also establishes qualification requirements for employees performing relevant labor functions. Only if a person has a certain level of knowledge and skills is it recommended that the employer allow him to solve one or another group of tasks as part of the implementation of personnel policy. Let us consider the specifics of the functions given in the list above in more detail.

Job Description for HR Specialist

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We bring to your attention a typical example of a job description for a HR specialist, sample 2020. A person with a higher professional education can be appointed to this position without presenting any work experience requirements. Don’t forget, every instruction from a HR specialist is handed out against a signature.

The hr-portal website provides typical information about the knowledge that a human resources specialist should have. About duties, rights and responsibilities.

This material is included in the huge library of job descriptions on our website, which is updated daily.

General provisions

1. A HR specialist belongs to the category of specialists.

2. A person with a higher professional education is accepted for the position of HR specialist without presenting requirements for work experience.

3. A HR specialist is hired and dismissed by the director of the organization.

4. The HR specialist must know:

— legislative and regulatory legal acts, methodological materials on personnel management;

— labor legislation;

— structure and staff of the enterprise, its profile, specialization and development prospects;

— the procedure for determining future and current personnel requirements;

— sources of personnel supply for the enterprise;

— methods for analyzing the professional and qualification structure of personnel;

— provisions on certification and qualification tests;

— procedure for election (appointment) to a position;

— the procedure for registration, maintenance and storage of documentation related to personnel and their movement;

— the procedure for creating and maintaining a data bank about the enterprise’s personnel;

— the procedure for drawing up reports on personnel;

— basics of psychology and work;

— fundamentals of economics, labor organization and management;

— labor legislation;

— means of computer technology, communications and communications;

— internal labor regulations;

— rules and regulations of labor protection, safety precautions, industrial sanitation and fire protection.

5. In his activities, the HR specialist is guided by:

- legislation of the Russian Federation,

- Charter of the organization,

- orders and instructions of employees to whom he is subordinate in accordance with these instructions,

- this job description,

— Internal labor regulations of the organization.

6. The HR specialist reports directly to the head of the HR department.

7. During the absence of a personnel specialist (business trip, vacation, illness, etc.), his duties are performed by a person appointed by the director of the organization in the prescribed manner, who acquires the corresponding rights, duties and is responsible for the performance of the duties assigned to him.

Job responsibilities of a HR specialist

HR Specialist:

1. Performs work to staff the enterprise with personnel of the required professions, specialties and qualifications.

2. Participates in the work of recruiting, selecting, and placing personnel.

3. Conducts a study and analysis of the official and professional qualification structure of the personnel of the enterprise and its divisions, established documentation for personnel records related to the hiring, transfer, employment and dismissal of employees, the results of certification of employees and assessment of their business qualities in order to determine current and future personnel needs, preparing proposals for filling vacant positions and creating a reserve for promotion.

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

5. Informs enterprise employees about available vacancies.

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

7. Monitors the placement and placement of young specialists and young workers in accordance with the profession and specialty obtained at the educational institution, conducts their internships, and takes part in the adaptation of newly hired workers to production activities.

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.

9. Takes part in organizing the work, methodological and information support of qualification, certification, and competition commissions, and processing their decisions.

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

11. Controls the timely processing of the admission, transfer and dismissal of employees, the issuance of certificates about their current and past work activities, compliance with the rules for storing and filling out work books, the preparation of documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as entering relevant information into a data bank about the company’s personnel.

12. Prepares prescribed reports.

13. Complies with the internal labor regulations and other local regulations of the organization.

14. Complies with internal rules and standards of labor protection, safety, industrial sanitation and fire protection.

15. Ensures cleanliness and order in his workplace,

16. Carry out, within the framework of the employment contract, the orders of the employees to whom he is subordinate in accordance with these instructions.

Rights of the HR specialist

The HR specialist has the right:

1. Submit proposals for consideration by the director of the organization:

— to improve work related to the responsibilities provided for in this instruction,

- on encouraging distinguished employees subordinate to him,

- on bringing to material and disciplinary liability the employees subordinate to him who have violated production and labor discipline.

2. Request from structural divisions and employees of the organization the information necessary for him to perform his job duties.

3. Get acquainted with the documents defining his rights and responsibilities for his position, criteria for assessing the quality of performance of official duties.

4. Get acquainted with the draft decisions of the organization’s management relating to its activities.

5. Require the management of the organization to provide assistance, including ensuring organizational and technical conditions and execution of the established documents necessary for the performance of official duties.

6. Other rights established by current labor legislation.

Responsibilities of the HR specialist

The HR specialist is responsible in the following cases:

1. For improper performance or failure to fulfill one’s job duties provided for in this job description - within the limits established by the labor legislation of the Russian Federation.

2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.

3. For causing material damage to the organization - within the limits established by the current labor and civil legislation of the Russian Federation.

Job description for HR specialist - sample 2020. Job responsibilities of a HR specialist, rights of a HR specialist, responsibilities of a HR specialist.

Labor functions of a human resources specialist: documentary support of activities

So, the professional standard for a personnel officer established in the Russian Federation requires a specialist to perform work related to the documentary support of the personnel management process.

This area of ​​activity includes:

• preparation of internal corporate documents necessary to legitimize labor relations with hired employees (draft agreements for certain positions, job descriptions, collective agreements);
• receiving personal documents (work books, diplomas, cards) from employees signing contracts;
• preparation of reports to government agencies that monitor labor relations at enterprises in various aspects - including tax, financial (we are talking about departments such as the Labor Inspectorate, the Federal Tax Service, extra-budgetary funds).

The area of ​​activity of the personnel officer under consideration is among the most important. The next no less significant group of tasks that a human resources specialist solves (the professional standard prescribes this) is related to providing the enterprise with personnel.

Let's look at them.

Legislative changes

Starting from 2020, a short list of personnel innovations that are within the competence of the personnel officer is presented in the table:

Failure to comply with any of their requirements presented in the above table is fraught with the imposition of penalties on personnel employees in the amount of 10,000 to 20,000 rubles, and on a legal entity - from 50,000 to 100,000 rubles.

Functions of a personnel officer: providing the enterprise with personnel

A human resource management specialist (the professional standard also regulates the relevant area of ​​his work) must help provide the company with qualified employees. Actually, this is one of the main tasks of a person holding this position.

The area of ​​activity under consideration, which sets the professional standard for a human resources manager, involves:

• formation of vacancies at the enterprise, requirements for candidates to fill them;
• publication of information on relevant positions in the media and on specialized portals;
• interaction with HR consultants and specialized structures;
• inviting candidates to fill vacancies and conducting interviews with them;
• registration of specialists who have passed the tests for work;
• adaptation of new employees to the peculiarities of the company’s production process.

The next most important area of ​​activity for an enterprise HR manager is the assessment and certification of specialists working in the company.

Functions of a personnel officer: assessment and certification of specialists

A human resources specialist (a professional standard approved by the state establishes a corresponding obligation) solves problems related not only to attracting and ensuring the effective inclusion of new employees in the company, but also to helping to maintain the level of their qualifications, knowledge, and necessary competencies.

Most often, this area of ​​HR activity includes regularly assessing the level of knowledge and skills of company employees, as well as personnel certification. In this case, the responsible specialist can conduct interviews, tests, and invite outside experts - in order to determine the level of professional training of employees in certain positions. If the employee does not pass the test, the personnel officer identifies the factors causing such a situation. If necessary, helps an employee experiencing difficulties at work acquire the necessary knowledge and skills.

The considered area of ​​activity of a human resource management specialist may be part of his next job function related to the development of the organization’s human resources potential.

Job responsibilities of a personnel officer

The job description of a human resources specialist varies depending on the position he occupies . This means that the responsibilities of a worker holding an ordinary position will differ from the obligations of the head of a department.

HR specialist

To begin with, we suggest considering the job description of an ordinary specialist. The primary task of a human resource manager is to account for personnel. This means that personnel employees are responsible for the preparation of personal documents and the issuance of various certificates and acts. One of the tasks of “HR officers” is to process vacations and record the movement of workers between different departments.

As mentioned above, the task of the HR department is to prepare work books and management orders. After the order is issued, the leading specialist of the department in question is obliged to familiarize all workers with the contents of the document. Often, employees are tasked with drawing up staffing levels and developing work schedules.

HR inspector

According to the established rules, this position can be filled by an applicant who does not have professional experience . An internal instruction is a kind of regulation regulating the range of responsibilities of an official.

The name of the profession - “personnel officer” - comes from Soviet times

HR specialist – professional standard established for personnel inspectors:

1. Accounting for personnel transactions.
2. Formation of personal files of employees.
3. Making changes and adjustments to personnel documents.
4. Processing of incoming documents.
5. Processing of documentation related to the assignment of severance pay, compensation payments and pensions.
6. Formation of an electronic database and archiving of documentation.

All of the above functional responsibilities relate to office work. In addition, the personnel inspector conducts interviews with applicants for available positions, checking their level of professional knowledge.

When keeping records of personnel transactions, a special calculator is used. A calculator for a HR specialist is special software that allows you to calculate, in the shortest possible time, the amount of compensation payments, the duration of vacation, the number of working days in the reporting period and the amount of insurance coverage of the employee.

Head of HR Department

An employee with a higher education can occupy the post of department head. In addition, to take up the position you must have some practical experience. As a rule, the appointment of an employee to the post of manager is personally carried out by the general director of the company. Also, the top management of the organization is provided with the functions of monitoring the activities of the head of the personnel department.

The task of this employee is to manage personnel and develop the company’s internal policy regarding hired employees. Often, this official is tasked with conducting an analysis of the company's need for restructuring or personnel relocation. In addition to the above functions, the head of the QA is responsible for conducting certification of employees in order to determine the level of professional compliance with the position held.

As a rule, the management is entrusted with the function of control over the department entrusted to it. This means that the head of the OC must conduct a systematic analysis of the activities of employees in order to identify employees with high performance in their work activities. Based on this analysis, a list of employees who are entitled to a bonus payment or other incentive is compiled.

All documents intended for the head of the company, closely related to personnel issues, must be approved by the head of the personnel department. Also, the level of competence of the management of a structural unit extends to resolving various issues related to the activities of personnel. An employee holding this position must have an excellent knowledge of all the norms of the Civil and Labor Code. These standards must be taken into account when drawing up documents and regulating various conflicts between employees and top management.

The profession of a human resources specialist has become very relevant due to the emergence of many Western companies in Russia, along with which came the concept of corporate ethics

Development of human resources as a function of the HR manager

A human resources specialist (the professional standard also establishes this obligation) can solve problems related to improving the professional knowledge, skills and competencies of enterprise employees. The relevant area of ​​activity of a personnel officer most often includes:

• organizing internal corporate training for employees;
• sending employees to courses in specialized educational institutions;
• organizing internships for employees at partner enterprises;
• own training in competency development courses regarding personnel development issues.

An employee who has sufficient qualifications and is able to effectively participate in the work process should receive a good salary and also have the opportunity to carry out his activities in comfortable conditions. A human resources specialist (the professional standard implies this) may be responsible for the timely formation of the noted working conditions for the company’s employees.

Ensuring comfortable working conditions as a function of a human resources specialist

This area of ​​HR activity includes:

• interaction with management, financial services and other competent departments on issues of payment of timely, sufficiently presented and indexed salaries to personnel;
• communication with employees of certain departments to identify requirements and wishes regarding the optimization of working conditions and the calculation of compensation;
• provision of various bonuses and privileges, interaction with the labor protection service on issues of ensuring comfortable conditions for the company’s employees to conduct their professional activities.

Quite close to the considered labor function of a HR specialist is the area of ​​work of the HR officer related to the implementation of the company’s social policy. Let's study its features.

Employee rights

In addition to the main duties, an HR employee has rights that he can use indefinitely. Employee rights include:

• requesting and receiving the necessary documents that relate to his work activities;
• attracting other employees to resolve issues related to his duties;
• familiarization with the documents and decisions of the manager that relate to his labor functions;
• submitting proposals for the manager’s consideration that are related to improving activities;
• informing management about identified shortcomings and irregularities in work.

Implementation of corporate social policy as a function of HR

A human resource management specialist (the professional standard regulating the work of a personnel officer implies the presence of such a responsibility) can solve problems related to the implementation of corporate social policy. This area of ​​activity involves:

• interaction of the personnel officer with managers responsible for the implementation of social policy on organizational issues;
• participation of a human resource management specialist in improving the implementation of the relevant company policies;
• interaction of the HR officer with the company’s employees to identify needs and wishes in the field of receiving preferences and opportunities as part of the company’s implementation of social policy.

The considered area of ​​activity of the personnel officer can rightfully be classified as strategic. Therefore, it largely overlaps with the next job function that the professional standard of a personnel manager requires to perform - strategic personnel management. Let's study it in more detail.

Strategic HR management as a function of the HR specialist

This area of ​​HR activity may include:

• measuring labor productivity at various production sites;
• identifying weaknesses in the personnel management system;
• formulating proposals for improving the relevant system in the context of the company’s strategic objectives.

These are the key functions that set the professional standard for an HR specialist. An employee of the relevant profile usually works in a specialized internal corporate structure. As a rule, this is the company's personnel department. Let us consider the features of its functioning in more detail.

Specifics of the HR department of the employing company

Experts identify the following list of functions that characterize the personnel services of modern enterprises:

• planning the company's needs for personnel and their training;
• ensuring effective labor productivity;
• research of professional characteristics of workers in various positions;
• personnel accounting;
• formation of corporate personnel policy;
• search, attraction of new employees to the company, their adaptation in the organization;
• management of internal corporate legal relations in the field of labor;
• ensuring document flow in the personnel sphere;
• generation and provision of reporting - internal, as well as to be sent to government agencies.

Thus, the noted functions of the company’s personnel service generally correspond to the specifics of such a position as a personnel specialist. The professional standard, in all likelihood, was compiled by competent government agencies taking into account the practice of personnel management that has developed at Russian enterprises. In particular, observed in the field of establishing and ensuring the operation of personnel services at enterprises.

Specifics of positions in the field of personnel management

So, we have looked at the specifics of the norms that the professional standard of a human resources specialist includes. But it should be noted that, along with the enterprise employee occupying the corresponding position, there may be other positions in the company’s personnel structure related to the implementation of personnel policy.

For example, this could be a leading HR specialist. The professional standard does not identify it as a separate position, but in many companies this position is established. An experienced employee who successfully solves tasks provided both by those labor functions that correspond to those regulated at the level of professional standards and those that are established based on the local characteristics of production and personnel policy can be appointed as a leading HR specialist. In medium and large organizations, the work of HR officers is managed by the head of the company's HR department.

Each of the positions involved in solving corporate problems within the framework of personnel policy is characterized by separate labor functions. Thus, the head of the HR department may have more powers, and in connection with this, his work will be associated less with the substantive solution of problems, and more with the procedures for approving certain projects, exercising control over the work of subordinates, and organizing meetings on current issues .

The professional standard of a human resources specialist is fixed at the level of an official regulatory act. If we talk about the local level of regulation, which is implemented within the framework of internal corporate legal relations, then we can pay attention to the development and introduction by the management of companies of job descriptions for personnel officers. Let's study this aspect in more detail.

Why is a standard needed? Is it necessary to use it?

The professional standard of a personnel specialist is a document approved at the state level. This is the main regulatory act, which contains all the rules relating to personnel work. The standard also reflects all work functions that a specialist must perform. That is why its use is mandatory.

Labor functions according to the professional standard include:

• providing the organization with the necessary documents;
• selection of personnel for the organization;
• certification work with all employees;
• assessing the quality of employee work;
• employee management;
• participation in creating favorable working conditions for employees.

In addition, the professional standard establishes those requirements that relate to the qualifications of a specialist. If a candidate does not meet these requirements, he will not be accepted for this position.

This document primarily helps the specialists themselves. It helps them determine whether they have sufficient qualifications to work in a given position.

Specifics of job descriptions for personnel officers

Why does a person responsible for personnel development of an organization need a job description? A human resources specialist (the professional standard does not regulate this aspect of labor relations - it is worth paying special attention to this) may be required to read this document and sign it if the corresponding source supplements his employment contract.

The job description of a personnel officer or, for example, his manager, may be based on the provisions of a professional standard or based on internal corporate priorities. But since the corresponding standard was adopted at the level of an official legal act, the provisions of local regulatory sources should not contradict it. If any of its provisions involve the formation of labor functions not provided for by the professional standard, it is important that their essence is adequate to the required level of qualifications and competence of the personnel service employee.

If the manager responsible for drawing up such a document as the job description of a personnel specialist uses the professional standard as the basis for the formation of an appropriate source, then he will have at his disposal a sufficiently balanced standard, which takes into account the specific qualifications, competencies, as well as those entrusted to the personnel officer functions. This is the usefulness of an official standard. In addition, drawing up a job description based on it is an important condition for ensuring the legality of the provisions of the relevant document.

It can be noted that the job description of a personnel officer can be supplemented by other internal corporate sources that regulate the labor function and procedures for solving problems within the framework of production processes in the company. These include labor safety instructions and internal corporate agreements. We noted above that a personnel specialist (the professional standard predetermines the presence of the corresponding function) can prepare these documents.

Question

I need advice on transferring a specialist: I want to transfer a HR specialist without a category - a HR specialist of the first category. The candidate has a higher education, a specialty program in the specialty "Expertise and Real Estate Management", qualification "Engineer", graduation year 2020, work experience as a HR specialist 2 years 9 months. According to the job description of a HR specialist, a higher professional education and at least 2 years of work experience as a HR specialist of category 2 are required. Is it possible to transfer a candidate with the above education to the first category “in the light of professional standards”?

Summary

So, we examined the specifics of such a position as a personnel specialist. An employee of the corresponding profile may also be called a manager or HR specialist. A state professional standard has been established for the position in question. It determines, first of all, a list of labor functions of a person who solves problems in the field of personnel management, and also establishes qualification requirements for an employee who is obliged to perform them by virtue of an agreement with the employer.

The development of professional standards in the field of personnel management is therefore within the competence of government agencies. But the employer company has the right to supplement the provisions of the relevant regulations with local sources. Which, at the same time, should not contradict the norms established at the official level.

Among the sources regulating the work of personnel officers and adopted locally are job descriptions and internal corporate agreements. A human resources specialist can take part in their development (the professional standard presupposes the formation of the appropriate labor function of the person occupying this position).