Activities of workers in many specializations,in demand at Russian enterprises, is regulated by professional standards - sources of norms approved at the level of state structures. The relevant documents can be subsequently used by employers to implement and improve their own management policies in various ways. For example, in the area of personnel management. What is the specificity of the professional standard of a specialist in personnel management? What labor functions should a human resource officer perform in accordance with the norms established by this document?
In what sources of law is the professional standard of the human resources specialist approved?
The professional standard of a specialist inas well as many other sources of such appointment, was approved at the state level. The main legal act that establishes the relevant norms is the Order of the Ministry of Labor and Social Development of the Russian Federation No. 691n, adopted on 06.10.2015. This source of law corresponds with the provisions of RF Government Decree No. 23, approved on 22.11.2013.
The professional standard of a specialist inpersonnel management, which is put into effect by the state, regulates, first of all, the characteristics of labor functions, which are peculiar to the personnel officer. Which ones? It is about the following:
- Documentary support of activities;
- providing the enterprise with personnel;
- evaluation and attestation of specialists;
- development of personnel potential of the company;
- assistance in providing employees with comfortable working conditions;
- implementation of the social policy of the organization;
- participation in strategic personnel management.
Note that the professional standard developed forspecialists in personnel, also establishes qualification requirements for employees performing relevant labor functions. Only if a person has a certain level of knowledge and skills to the employer is recommended to allow him to solve a group of tasks within the implementation of personnel policy. Let's consider the specific features of the functions listed in the list above, in more detail.
Labor functions of a human resources specialist: documenting the activities
So, the professional standard of the HR manager, established in the Russian Federation, presupposes the expert's performance of work related to documenting the process of personnel management.
This line of business includes:
- preparation of intracorporate documents,necessary for the legitimization of labor relations with hired employees (draft contracts for certain positions, job descriptions, collective agreements);
- reception from employees signing contracts, personal documents (work books, diplomas, cards);
- preparation of reporting to statestructures that monitor labor relations at enterprises in various aspects - including tax, financial (such as the Labor Inspectorate, the Federal Tax Service, and extra-budgetary funds).
The direction of activitypersonnel officer - among the most important. The next not less significant group of tasks that the human resources specialist decides (the professional standard prescribes to do this) is connected with providing the company with personnel.
Consider them.
Personnel functions: providing the enterprise with personnel
Personnel management specialist (professional standard)also regulates the appropriate direction of his work) should help to provide the company with qualified employees. Actually, this is one of the main tasks of the person occupying this position.
The considered direction of activity, which establishes the professional standard of the human resources manager, assumes:
- formation of vacancies at the enterprise, requirements to candidates for their replacement;
- publication of information on relevant positions in the media, on specialized portals;
- interaction with consultants on personnel, specialized structures;
- the invitation of candidates for filling vacancies, conducting interviews with them;
- registration of specialists who passed the tests, to work;
- adaptation of new employees to the specifics of the production process in the company.
The next most important line of activity of the HR manager is the evaluation and certification of specialists working in the company.
Personnel functions: assessment and attestation of specialists
Personnel Specialist (professional standard,approved by the state, establishes an appropriate obligation) solves the problems associated not only with attracting and ensuring the effective inclusion of new employees in the company, but also with the assistance of maintaining the level of their qualifications, knowledge, necessary competencies.
Most often this area of activityThe HR manager includes regular assessment of the level of knowledge and skills of the company's employees, as well as personnel certification. The responsible specialist in this case can conduct interviews, tests, invite outside experts - in order to identify the level of professional training of employees in those or other positions. In the event that an employee has not passed the test, the human resources officer identifies the factors of the occurrence of such a situation. If necessary - helps an employee experiencing difficulties in work, acquire the necessary knowledge and skills.
The considered direction of activity of a specialist in personnel management can be part of his next job function related to the development of the human resources of the organization.
Human resource development as a function of the HR manager
Personnel Specialist (professional standardalso establishes this obligation) can solve tasks related to improving the professional knowledge, skills and competences of employees of the enterprise. The corresponding line of activity of the HR manager often includes:
- organization of internal corporate training of employees;
- sending employees to courses in specialized educational institutions;
- Organization of internships for employees at partner enterprises;
- Own training in courses of competence development in terms of personnel development issues.
An employee who has sufficient qualifications andable to effectively join the labor process, should receive a good salary, as well as be able to operate in comfortable conditions. The human resources specialist (the professional standard implies this) can be responsible for the timely formation of the marked working conditions of the company's employees.
Providing comfortable working conditions as a function of the personnel specialist
This line of HR activities includes:
- interaction with management, financial services and other competent departments on the issues of timely, adequately presented and indexed salaries;
- communication with employees of various departments in order to identify the requirements and wishes regarding the optimization of working conditions, the calculation of compensation;
- granting various bonuses and privileges, interaction with the labor protection service on the issues of providing comfortable working conditions for the employees of the firm with their professional activities.
Quite close to the considered labor function of a personnel service specialist is the direction of the personnel officer related to the implementation of the company's social policy. We study its features.
Implementation of corporate social policy as a personnel officer function
HR Specialist(professional standard regulating the work of a personnel officer, implies the existence of such a duty) can solve problems related to the implementation of corporate social policy. This activity involves:
- interaction of the personnel officer with the managers responsible for the implementation of social policy on organizational issues;
- participation of a personnel management specialist in improving the procedure for implementing the relevant policies of the company;
- interaction of the personnel officer with the employees of the company in order to identify the needs and wishes in the field of obtaining preferences and opportunities in the framework of the implementation of social policy by the company.
Рассматриваемое направление деятельности The personnel officer can be correctly attributed to the strategic. Therefore, it largely overlaps with the following work function, which the professional standard of the HR manager prescribes to perform - strategic personnel management. We study it in more detail.
Strategic personnel management as a function of a personnel specialist
This activity of the personnel officer may include:
- measurement of labor productivity at various production sites;
- identifying weaknesses in the personnel management system;
- formulation of proposals for improving the relevant system in the context of the company's strategic objectives.
These are the key features that setsprofessional standard of the personnel department. The employee of the corresponding profile usually works in a specialized internal corporate structure. As a rule, this is the personnel service of the company. Consider the features of its functioning in more detail.
The specifics of the personnel service of the company-employer
Experts identify the following list of functions that characterize the personnel services of modern enterprises:
- planning the company's need for personnel, 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 legal relations in the field of labor;
- ensuring document flow in personnel area;
- reporting and generation - internal, as well as subject to submission to state structures.
Thus, the marked service functions bythe personnel of the company as a whole correspond to the specifics of such a position as a personnel specialist. Profstandart, in all likelihood, was compiled by the competent government agencies, taking into account the practice of personnel management prevailing in the enterprises of Russia. In particular - observable in the field of establishment and maintenance of personnel services in enterprises.
Personnel Management Position Specifications
So, we have considered the specifics of the norms thatincludes the professional standard of a specialist in personnel. But it should be noted that, along with an employee of an enterprise occupying a corresponding position, there may be other positions in the structure of the company's personnel related to the implementation of personnel policy.
For example, it may be a leading specialist inframes. The professional standard does not distinguish it as a separate position, but in many firms this position is established. An experienced worker can be appointed as a leading personnel specialist who successfully accomplishes tasks provided for by those labor functions that correspond to those regulated at the professional standard level, and those established on the basis of local production features and personnel policy. In medium and large organizations, the work of personnel officers is managed by the head of the company's personnel management service.
For each of the positions involved in the solutioncorporate tasks in the framework of personnel policy, characterized by individual labor functions. Thus, the head of the personnel department may have more authority, and therefore his work will be associated to a lesser extent with substantive problem solving, more with procedures for agreeing on certain projects, exercising control over the work of subordinates, and organizing meetings on current issues. .
The professional standard of the personnel specialist is assigned tolevel of an official regulatory act. If we talk about the local level of regulation, which is implemented within the framework of corporate relations, then we can pay attention to the development and introduction of job description for personnel managers by the management of firms. We will study this aspect in more detail.
The specifics of job descriptions for personnel officers
Для чего человеку, отвечающему за развитие staff organization job description? The personnel specialist (professional standard does not regulate this aspect of labor relations - you should pay special attention to this) may be obliged to get acquainted with these documents and sign it if the relevant source complements his employment contract.
Job description personnel officer or, for example,its head may be based on the provisions of the professional standard or on the basis of internal corporate priorities. But since the corresponding standard is adopted at the level of an official legal act, the provisions of local regulatory sources should not contradict it. If any of its provisions imply the formation of labor functions that are not stipulated by the professional standard, it is important that their essence is adequate to the required level of qualification and competence of the personnel service personnel.
If the manager responsible for the draftingsuch a document as a job description of a personnel specialist, uses the professional standard as the basis for the formation of an appropriate source, then a sufficiently balanced standard will be at its disposal that takes into account the specifics of qualifications, competencies, and the functions entrusted to the personnel officer. This is the usefulness of the official standard. Moreover, the preparation of a job description based on it is an important condition for ensuring the legality of the provisions of the relevant document.
It may be noted that the job descriptionThe personnel officer may be supplemented by other internal corporate sources that regulate the labor function and procedures for solving problems within the framework of the production processes in the company. These include instructions for labor protection, intracorporate agreements. Above, we noted that a personnel specialist (professional standard determines that he has a corresponding function) may be involved in the preparation of these documents.
Summary
So, we investigated the specifics of such a position,as a specialist in personnel. An employee of the relevant profile may also be referred to as a manager or HR specialist. The state professional standard has been set for the post in question. It determines, first of all, the list of labor functions of a person who performs tasks in the field of personnel management, and also establishes qualification requirements for an employee who is obliged to fulfill them by virtue of an agreement with an employer.
Development of professional standards in the field ofpersonnel management is, therefore, in the competence of state structures. But the employer 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 governing the workHR managers and locally accepted - job descriptions, internal corporate agreements. The human resources specialist may take part in their development (the professional standard presupposes the formation of the corresponding labor function of the person occupying this position).
