A special document is called a professional document,containing descriptions and characteristics of all positions in a single work area. This article will consider the professional standard of HR specialists.
General information
The very concept of a professional standard is relatively new.It was put into circulation in July 2016. Do not confuse the submitted document with the job description. So, if the latter is useful, rather, for employees, then professional standards - for management and employers. It is also worth noting that it will be much more convenient for the authorities to orient themselves with the help of the professional standard. All because the document itself includes a list of positions in the enterprise and a description of the functional responsibilities of each worker.
It is worthwhile, at last, to note the main theme of the article -The professional standard of a specialist in the field of personnel management. This document also includes the names of the main work positions and the assignment of labor functions to each person. It is worthwhile to tell a little more about the structure of the professional standard. So, let's get started.
Structure of the professional standard
What structure does theprofessional standard? The specialist in personnel management, as already clear, is the key person in the document. However, the professional standard itself discloses general information about the ranks, qualification levels and positions of the sphere represented.

The first section of the document gives the most general information about the specialty. Characteristics of labor, social, economic, cultural or even political activity of workers are given.
The second section is what the wholeprofessional standard. The HR specialist, manager, deputy director and many other working people are considered from the standpoint of their duties and functions in this section.
The third section helps determine the basic requirements for employees. This also includes labor functions, but they are given in a broader sense.
The last section, according to the order No. 691n of the Ministry of Labor, is necessary for recording data on compilers of the professional standard.
Labor functions
As already mentioned above, several categories and subcategories of workers are fixed at once by the presented professional standard.

The HR specialist, however, has some generalized functions and responsibilities that are worth highlighting. So, the employee answers:
- for the qualitative turnover of documents in the personnel department;
- effective organization of personnel (for this purpose, an expert must competently analyze the state of workplaces);
- evaluation and certification of workers;
- timely payment of labor;
- the development of certain activities within its competence.
Thus, the employee has a fairly largethe number of duties that the professional standard assigns to him. The HR specialist has many other functions. All of them can be viewed in the professional standard.
The first block of qualification levels
It should be noted right away that the presented trade standard fixes information on eight different specialists.

Первое, что необходимо выделить, - группу А.This includes a specialist in record keeping in the personnel department. The requirements for this employee are slightly weakened: henceforth, a specialist must have at least a professional secondary education or a diploma of the corresponding courses. Slightly curtailed and the total number of functions.
Group B includes the employee involved in recruitment. The requirements for it have been preserved - higher education is still necessary, and experience is still not needed.
Group C includes, in fact, all pastthe standards of professional activity in the field of personnel management, but in relation to a specialist evaluating and evaluating personnel. Everything that has changed in this case is the functions of the employee. They have become clearer and narrower.
The second block of qualification levels
Здесь необходимо выделить группы D, E и F.Group D includes a specialist engaged in the development and training of personnel. As in the past cases, the conditions for learning by profession changed a little, and duties were somewhat detailed.

The worker on payment and rationing of labor concernsfor group E. This specialist does not consider work experience anymore, but instead additional training has become necessary. The number of tasks slightly ordered, depending on the degree of specificity.
Specialists in social programs relatedto group F, we gained advanced, but detailed functionality. It is worth noting the removal of some parameters, which fixes the considered professional standard. The HR specialist is thus more clearly approved.
The third block of qualification levels
The remaining two groups, G and H, includeheads of departments. It is worth noting, however, that neither the head of the structural units (the former head of the personnel department) nor the director of personnel management received any significant changes.

All functions of these workers remained the same.which were once fixed by a special reference book (order “HR Specialist”). A professional standard, however, introduces a commitment to additional training. In general, the two groups presented did not undergo major modernization.
The advantages and disadvantages of the professional standard
Professional standard as a documentappeared recently, has become the object of reasoning for many companies and organizations. Some believe that the act entered into circulation is completely irrelevant and meaningless. Others argue that this kind of standards had to be introduced a long time ago - they are so convenient and useful.

Understand what, after all,Professional standard more - the advantages or disadvantages, not so simple. First, everything will depend on the company in which it is applied. So, according to many executives, the document in question is simply impossible to apply in the small business. But the work of large, especially state-owned enterprises, can be easily regulated with the help of the presented normative act. Secondly, the algorithm for introducing a professional standard is not so simple, according to the assurances of managers. An expert in the field of personnel management, for example, is a very complex person from an organizational point of view. However, you can link all the problems and difficulties that arise, for example, with the relative novelty of the document.