Large companies are interested in ensuring that alltheir components functioned as efficiently as possible. It is important to keep a balance in the work of all departments, monitor sales (if the activity is aimed at trading) and provide services (if the responsibility is customer service).
In particular, the correct selection is very importantstaff, since it is the employees of the company responsible for its life. Usually there are a lot of applicants for a new job, especially if the company is really large. The director general or the head of the department can not physically even be able to give time to each candidate, since in their sphere of activity there are many other tasks. Therefore, a specially trained person is engaged in the selection of personnel - the HR manager.
general information
HR stands for Human Resources - in English, "human resources". Therefore, in the Russian version, the same post can be called a "recruiting manager".
Work of an employee who takes thisis closely related to the labor market. All candidates who apply for any position in the company first of all face exactly the recruiting manager, and the next stages are already dependent on his decision.
In addition, often this official is looking for candidates for a particular position directly through special sites and other resources.
Why now there is a need for HR-managers
Many wonder why people need such aspecificity. After all, now you can only study the resumes of applicants, and further selection and testing of the candidate can be entrusted to specially designed computer programs, as well as to identify a potential employee for a trial period, which will show his level of professionalism.
Practice shows that this statementerroneous. Of course, productivity will increase significantly, because several computer candidates can simultaneously undergo computer testing. On the other hand, no testing will replace a human factor in the selection of personnel, since it is easy to deceive the machine, and it is very difficult for a professional specialist.
HR-manager conducts an interview with the applicant,finds out its strengths and weaknesses. Testing can be a concomitant factor, and may not be, because an experienced specialist is able to independently determine the suitability of a candidate for a position.
The probationary period is undoubtedly a useful practice, but it can continue to be implemented even after an interview with a real person, rather than with a machine.
What are the duties of this post
Уже говорилось ранее, что работа HR-менеджером is to regulate the human resources of the company. This means that the scope of his duties is not limited only to the selection of personnel. The list of tasks that are included in the job description is quite extensive.
HR-manager functions:
- Search for candidates for open positions.The placement of HR-manager vacancies on special sites and social networks can significantly expand the search capabilities. In particular, now many people use social networks, and therefore the likelihood that a large number of applicants will see the ad is very high. It's important not to overdo and place ads on resources that are not intended for this, nor to send them with excessive persistence, as this can be perceived as banal spam.
- Formation of the personnel reserve.It is necessary to create a base of applicants, whose level of professionalism satisfied, but for some reason they were not accepted for work. For example, if there was a more experienced or qualified employee for this position. Database with a reserve allows you to save time: among the former applicants you can find a new suitable employee in case the previous one quit or a need to find another specialist.
- Intangible rewards are also developed and implemented by the recruitment manager. The salary increase, the decision of which is usually taken by the general director, is material.
- Monitoring, a study of the overall labor market in the industry.
- Formation of the principles of corporate culture and the general atmosphere in the working team is also the task of the HR manager.
Required qualities
If the company is small, then the need forHR manager for her is missing. But if the staff is really significant - from 150 people - then more than one HR manager may be required. In this case, duties are divided equally between HR managers: one can only be engaged in recruitment, the other - monitoring the labor market, the third - organizational issues in the current workforce, and so on.
In general, such a set of characteristics is important for this specialist, such as:
- Stress resistance.Any work with people requires the ability to cope with their emotions, to regulate the conflicts of others. In addition, if the duties are many, multitasking can cause difficulties and cause excessive nervous tension. It is important to be able to restore the internal balance, otherwise it will be difficult to cope with official tasks.
- Presentable. Recruitment managers create the overall image of the company, and therefore employees holding these positions should not only look solid, but also have appropriate manners.
- Sociability.The duties of an HR manager include many tasks related to communication, ranging from interviewing potential employees to negotiations on the organization of events. In addition, it is very important to build the right communication and the right relationships with staff members.
- Creative thinking.This skill is not key, but it can be useful during the development of a system of intangible rewards. Such incentives include the issuance of vouchers or a system of scoring bonus points, which can then be exchanged for any material thing or an additional day off. In this case, you need to agree in advance with the head and travel agencies / shops that are ready to provide vouchers and material things - the skill of communication is useful.
average salary
Applicants for the post of HR-manager salary is really interested. It is not surprising: the work is very stressful, job description includes a lot of responsibilities.
Salary levels depend on manyfactors ranging from the region to the financial turnover of the company (in other words, how much management is ready to allocate from the salary earnings to employees).
HR managers in Moscow receive an average of 20,000 to 60,000 rubles, depending on the level of the company and the industry of its activities.
Salaries of employees in the regions are much lower.On average, its ceiling - 45 000 rubles. The exceptions are branches of large corporations that can afford to maintain a high level of remuneration, regardless of the city or region.
In particular, when it comes to local officesForeign large corporations, where the level of payment is much higher, specialists in branches can receive a salary not much lower than that of specialists from abroad. For this it is important to establish yourself properly.
How to get the position of recruitment manager
For HR-manager vacancies are available in freesearch on job sites and social networks. There are relevant communities that specialize in recruiting, which can also be used by the applicant for the position of recruiting manager.
Resume HR-manager in its structure nothingdifferent from the resume of the applicant for any other position. You must specify the level of education, if available - additionally completed courses, professional and personal skills.
Usually by interviewing the job seekereither the previous specialist is involved in the development of two weeks before the dismissal, or the CEO himself. Candidates whose resumes are interested are invited to an interview, on the basis of which they choose the best HR manager and offer him a job in the company.
Training
В обязанности HR-менеджера обучение сотрудников also included. He should organize seminars, webinars, training for advanced training. This also includes psychological training aimed at the formation of a positive working atmosphere of the team.
It is important to remember that the above conductEvents can be those who have the appropriate specialization and qualifications. Therefore, if the personnel manager does not have this qualification, his task is only to organize an event, find a coach (trainer) and ensure the attendance of employees. Trying to conduct such training on your own will be unprofessional and even meaningless.
The easiest way to organize such eventscompanies that are located in the capital or at least in large cities, because it is there that the best business coaches and leading experts in the field of psychology are concentrated. Otherwise, it may be necessary to invite coaches from other cities, and this is not always cost-effective.
General recommendations
Both professional and personal qualities are important in the work of the recruitment manager. Experience is of great importance, as he is one of the best advisers in all walks of life.
- Do not forget about corporate ethics.In no case can not disclose the internal secrets of the company. In particular, it is not necessary to disclose internal information, even if at first glance it may seem not at all secret.
- If you leave the company, the previous rulealso remains valid. Regardless of whether you leave the company at will or at the request of the boss, unethical behavior will make you unprofessional. In any situation, you need to remain a decent person. In particular, the disclosure of confidential information from your former company is unlikely to pleasantly impress the director of another company if you look for work further.
- When it comes to labor regulationrelationship, then do not forget that your task is to monitor the maintenance of the working atmosphere of the team, to regulate the principles of corporate culture. Personality problems and employee conflicts are not your problem. Moreover, intrusive interference with the personal life of employees, especially under pressure, is unprofessional. The only exception may be cases where personal problems interfere with work activities. And even here it is necessary to keep a balance and not mix the working environment with the personal one.
Recommendations for a novice specialist
The first day of HR managers is very stressful anddifficult, especially if this experience is initial. However, even for an experienced recruitment manager, changing jobs also entails certain difficulties.
The list of general recommendations for inexperienced HR managers:
- Keep calm.Not only you choose the candidate, but also the candidate you. Therefore, it is extremely important to create a positive image for the company, because you are its first employee, with whom the applicant will face directly and by which will judge the overall situation at work.
- If you use Internet technology torecruiting, it is important to place an advertisement about finding a candidate for a position in that section of the site or in the public network of the social network, where appropriate. For example, if we are talking about a recruiting site, then you need to select the exact city where the company is located. If a search is made for a branch of a company located in another city, then you need to specify the city where that branch is located. For example, many HR managers place vacancies in Moscow, although the company is located in another city, and by doing so they lose good candidates.
- Do not spill your unrealized ambitions eitheron current or potential employees of the company. Unfortunately, there are situations when a young manager compensates for his uncertainty by trying to pressure applicants and subordinates. This is not welcomed in any sphere and threatens with the fact that the general atmosphere of the team will deteriorate significantly, which is unlikely to have a positive impact on the company's activities.
Finally
The recruitment manager has a hugevalue for modern companies. He searches for specialists, conducts an interview, then regulates the work situation in the team and monitors the labor market.
Поэтому важно не только иметь соответствующее education, but also a list of required qualities and skills. For example, to be able to work with people, find a common language with them in any situation, handle conflicts, have negotiating skills.
