Job description. Job description of a specialist in personnel records management Job description of a specialist in personnel records management sample
HR specialist (manager) organizes the timely registration of the reception, transfer, movement, secondment and dismissal of employees in accordance with labor legislation, regulations, instructions and orders CEO companies. He also keeps records of personnel, develops regulations, internal regulations of the company and job descriptions of employees, issues certificates of current and past labor activity employees, calculates the length of service, stores and fills out work books, timely makes entries in work books about transfers, movements, incentives, etc. This specialist must be sociable, attentive, have a good memory and be patient. We present you a sample job description of a specialist (manager) in HR records management.
Job description HR specialist (manager)
APPROVE
CEO
Surname I.O.________________
"________"_____________ ____ G.
1. General Provisions
1.1. The Human Resources Specialist belongs to the professional category.
1.2. A specialist in personnel records management is appointed to the position and dismissed from it by order of the head of the organization on the proposal of the head of the department.
1.3. The Human Resources Specialist reports directly to the Head of Human Resources.
1.4. During the absence of a specialist in personnel records management, his rights and obligations are performed by a person appointed in the prescribed manner.
1.5. A person with a higher education is appointed to the position of a HR specialist professional education specialty, at least 1 year work experience.
1.6. The Human Resources Specialist must know:
- legislative and regulatory legal acts, methodological materials on personnel management;
- labor legislation of the Russian Federation;
- profile, specialization of the enterprise.
- the structure and staff of the organization, the system of interaction between the divisions of the company.
- the procedure for determining the need for personnel;
- methods for analyzing the professional and qualification structure of personnel;
- provisions on the certification of personnel;
- the procedure for appointment (election) to the position;
- the procedure for maintaining and storing documentation related to personnel and their movement;
- the procedure for the formation and maintenance of a data bank on the personnel of the organization;
- the procedure for compiling reports on personnel;
- Fundamentals of psychology and sociology of labor;
- knows how to resolve labor disputes and conflicts;
- fundamentals of economics, organization of labor and management;
- rules on labor protection.
1.7. The HR Specialist is guided in his work by:
- legislative acts of the Russian Federation;
- the Charter of the company, the Internal Labor Regulations, other regulatory acts of the company;
- orders and directives of the management;
- this job description.
2. Job responsibilities of a HR specialist
The Human Resources Specialist performs the following duties:
2.1. Performs HR administration work.
2.2. Carries out the study and analysis of positions and the professional qualification structure of the personnel of the organization and its divisions.
2.3. Maintains personnel records related to the admission, transfer, dismissal of employees, the results of employee attestation.
2.4. Informs employees of the organization about available vacancies.
2.5. Participates in the preparation of proposals for staff development, career planning, training and staff development.
2.6. Analyzes the state of labor discipline and the implementation by employees of the organization of the rules of internal labor regulations, the movement of personnel.
2.7. Participates in the development of measures to reduce staff turnover and improve labor discipline.
2.8. Supervises compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, and issuing pensions to employees.
2.9. Enters information about personnel in the data bank on the personnel of the enterprise.
3. Rights of a HR specialist
The HR Specialist has the right to:
3.1. Require compliance with the provisions of labor legislation, decisions of the head of the personnel management service.
3.2. Make proposals for improving the work related to the responsibilities provided for in this instruction.
3.3. Require the provision of the necessary information on matters of its competence from the departments of the organization within the specified time limits.
3.4. Provide explanations, instructions and recommendations to employees of the organization's departments for the organization of work within their competence.
3.5. Report to the manager about all identified violations and shortcomings in connection with the work performed.
4. Responsibility of the HR specialist
The Human Resources Specialist is responsible for:
4.1. Improper performance or non-performance of official duties provided for by this job description - within the limits established by the current labor legislation Russian Federation.
4.2. Offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.
4.3. Causing material damage to the enterprise - within the limits established by the current labor and civil legislation of the Russian Federation.
Sample job description for HR specialist
A sample job description is drawn up taking into account the professional standard
1. General Provisions
1.1. The following person is accepted for the position of HR Specialist:
1) having a secondary vocational education in training programs for mid-level specialists;
2) having additional vocational education programs professional retraining, professional development programs.
1.2. The Human Resources Specialist must know:
1) regulatory legal acts of the Russian Federation governing the rights and obligations government agencies, trade unions and other representative bodies of employees to provide accounting documentation;
2) the legislation of the Russian Federation on personal data;
3) the procedure for registration, maintenance and storage of personnel documents;
4) the procedure for recording the movement of personnel and compiling established reporting;
5) the basics of workflow and documentation support;
6) technologies, methods and techniques for analyzing and systematizing documents and information;
7) the procedure for calculating the length of service, benefits, compensations, registration of pensions for employees;
8) the structure of the organization;
9) the basics of archival legislation and regulatory legal acts of the Russian Federation in terms of maintaining documentation on personnel;
10) local regulations of the organization governing the procedure for issuing administrative and organizational documents for personnel;
11) norms of ethics and business communication;
12) basic foundations of computer science, structural construction information systems and features of working with them;
13) labor legislation and other acts containing labor law norms;
14) Internal labor regulations;
15) labor protection requirements and fire safety rules;
16) ……… (other requirements for the necessary knowledge)
1.3. The HR Specialist must be able to:
1) develop draft organizational and administrative documents for personnel;
2) draw up personnel documents in accordance with the requirements of the labor legislation of the Russian Federation and local regulations of the organization;
3) keep records and register documents in information systems and on physical media;
4) organize the storage of documents in accordance with the requirements of the labor, archival legislation of the Russian Federation and local regulations of the organization;
5) analyze personnel documents and transfer information to databases and reports;
6) identify errors, inaccuracies, corrections and false information in documents, determine the legitimacy of documents;
7) work with information systems and databases for maintaining statistical and reporting information on personnel;
8) develop draft personnel documents;
9) develop a plan for adjusting the established procedure for processing personnel documents and implement the adopted changes;
10) control the presence of employees at the workplace;
11) draw up accounting documents submitted to state bodies, trade unions and other representative bodies of employees;
12) analyze the rules, procedures and procedures governing the rights and obligations of state bodies and organizations regarding the exchange of personnel documentation;
13) conduct business correspondence;
14) observe the norms of business communication ethics;
15) ……… (other skills and abilities)
1.4. The HR Specialist in his work is guided by:
1) ……… (name of constituent document)
2) Regulations on ……… (name of the structural unit)
3) this job description;
4) ……… (names of local regulations governing labor functions by position)
1.5. HR Specialist reports directly to ……… (title of the position of the head)
1.6. ……… (other general provisions)
2. Labor functions
2.1. Documentation support for work with personnel:
1) maintaining organizational and administrative documentation on personnel;
2) maintaining documentation on accounting and movement of personnel;
3) administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to state bodies.
2.2. ……… (other functions)
3. Job responsibilities
3.1. The Human Resources Specialist has the following responsibilities:
3.1.1. As part of labor function specified in paragraphs. 1 clause 2.1 of this job description:
1) carries out processing and analysis of incoming personnel documentation;
2) develops and draws up personnel documentation (primary, accounting, planning, social security, organizational, administrative);
3) carries out registration, accounting and current storage of organizational and administrative documentation on personnel.
3.1.2. As part of the labor function specified in paragraphs. 2 clause 2.1 of this job description:
1) prepares draft documents on personnel management procedures, accounting and movement of personnel;
2) organizes the system of movement of personnel documents;
3) collects and checks personal documents of employees;
4) prepares and executes, at the request of employees and officials, copies, extracts from personnel documents, certificates, information on seniority, benefits, guarantees, compensations and other information about employees;
5) issue personnel documents to the employee on his labor activity;
6) brings organizational, administrative and personnel documents of the organization to the attention of the personnel;
7) keep records of the working time of employees;
8) carries out registration, accounting, operational storage of personnel documents, preparation for their submission to the archive.
3.1.3. As part of the labor function specified in paragraphs. 3 clause 2.1 of this job description:
1) organizes the workflow for accounting and movement of personnel;
2) organizes the workflow for the submission of documents on personnel to state bodies;
3) carries out registration of the organization in state bodies;
4) prepares:
At the request of state bodies, trade unions and other representative bodies of employees, originals, extracts, copies of documents;
Notifications, reporting and statistical information on personnel;
Information on the conclusion of an employment or civil law contract for the performance of work (rendering of services) with a citizen who held positions in the state or municipal service, the list of which is established by regulatory legal acts of the Russian Federation.
3.1.4. As part of the performance of his labor functions, he performs the instructions of his immediate supervisor.
3.1.5. ……… (other duties)
3.2. ……… (other job descriptions)
4. Rights
The HR Specialist has the right to:
4.1. Participate in the discussion of draft decisions, in meetings on their preparation and implementation.
4.2. Ask the immediate supervisor for clarifications and clarifications on these instructions, issued assignments.
4.3. Request, on behalf of the immediate supervisor, and receive from other employees of the organization the necessary information, documents necessary for the execution of the assignment.
4.4. Get acquainted with the draft decisions of the management regarding the function performed by him, with documents defining his rights and obligations in his position, criteria for assessing the quality of the performance of his labor functions.
4.5. Submit proposals on the organization of labor within the framework of their labor functions for consideration by their immediate supervisor.
4.6. Participate in the discussion of issues related to the duties performed.
4.7. ……… (other rights)
5. Responsibility
5.1. The Human Resources Specialist is responsible for:
For improper performance or non-performance of their official duties provided for by this job description - in the manner established by the current labor legislation of the Russian Federation, accounting legislation;
For offenses and crimes committed in the course of their activities - in the manner prescribed by the current administrative, criminal and civil legislation of the Russian Federation;
For causing damage to the organization - in the manner prescribed by the current labor legislation of the Russian Federation.
5.2. ……… (other liability provisions)
6. Final provisions
6.1. This job description was developed on the basis of the Professional Standard "", approved by Order of the Ministry of Labor of Russia dated October 6, 2015 N 691n, taking into account ... ... ... (details of the organization's local regulations)
6.2. Familiarization of the employee with this job description is carried out upon employment (before signing the employment contract). The fact that the employee is familiarized with this job description is confirmed by ……… (signature on the familiarization sheet, which is an integral part of this instruction (in the journal of familiarization with job descriptions); in a copy of the job description kept by the employer; otherwise)
6.3. ……… (other final provisions)
Personnel records management of the company is carried out by the inspector of the personnel department, in other words, the inspector for personnel or personnel officer. A decree of the Ministry of Labor dated 21 August 1998 detailed his day-to-day duties. At the same time, specialized single directory by qualification indicates about 15 professions, guided by the job description of the personnel officer. It clearly defines the boundaries of interaction with personnel, the main responsibilities, requirements and functions, as well as the rules and procedures for maintaining documentation. Despite the fact that this is his main and fundamental task, he can also participate in solving other tasks in the management of employees. It all depends on the requirements that the specialist is put forward by this or that organization in which he carries out his work.
Job requirements for a HR officer
A personnel officer can be called a personnel department specialist, personnel inspector, head of the personnel department, and also, to one degree or another, connect a dozen more professions with this name. But despite the general focus in working with personnel documents, there are significant differences. Let's take a look at them.
Requirements for a Human Resources Specialist
The job description of a specialist in the personnel department is developed by the head of the personnel service. And it is approved by the top management of the organization. It clearly spells out the duties, powers, functions of a specialist, indicates the internal regulations of the organization. A specialist can become a person who has sufficient vocational training, one year of work experience and the availability of the necessary education.
Since this specialty provides access to confidential information, the employee is responsible for his actions. And in the event that his actions caused damage to the company, he will be liable in accordance with applicable law.
The Human Resources Specialist performs the following tasks:
- Registration of documentation when hiring or dismissing personnel, transferring them to other staff units in accordance with labor code and orders from leaders.
- Accounting for the work and changing any data of employees at all levels in accordance with documentary standards, and making these changes to the personnel database.
- Collection of data for certification or for advanced training.
- Management of the mechanism of encouragement and punishment.
- Conducting personal files of employees, collecting personal information.
- Preparation of work books and contracts.
- Development of a schedule and monitoring of its implementation.
- Determination of vacation periods and monitoring their implementation.
- Maintaining archive documentation.
Requirements for a Human Resources Inspector
Job responsibilities include:
- Maintaining documentation on the acceptance and dismissal of employees, job changes.
- Maintaining personal files of staff, making changes and additional data.
- Registration of work books and their storage.
- Dealing with sick leave, vacations and benefit payments. monitoring of their compliance.
- Processing documentation for calculating pensions, work benefits and compensation.
- Entering changes in personnel data into the database.
- Identification of possible problems in the team and the causes of staff turnover.
- Working with the archive.
At first glance, there are few differences between the specialty "HR inspector" and the profession "HR specialist". But they are: a person with a secondary education can be accepted for this position. Seniority is not one of the main requirements and may not be taken into account at all.
The duties of the inspector include the selection of personnel for open vacancies in accordance with the professional requirements put forward.
Requirements for the Head of Human Resources
It is possible to occupy a managerial position only if you have higher education and work experience in a similar position for at least three years. A person is appointed to the position of chief by order of the supreme leader. After that, he remains accountable directly only to the head of the company. Its activities are carried out strictly within the framework of the internal charter of the organization, the labor code, civil law and other legal documents based on job description.
Job responsibilities:
- Development and monitoring of compliance with the personnel policy of the organization.
- Monitoring the need to update the working staff.
- Management of staff units according to the available powers.
- Carrying out certification and analysis of its results.
- Improving existing mechanisms for dismissal, hiring or moving personnel to other positions.
- Improving the system of interaction between personnel.
- Monitoring the performance of the duties of the personnel department.
- Monitoring the execution of awards and incentives.
- Implementation of measures to establish labor discipline, increase the level of motivation of employees for their direct work activities.
The head of the human resources department prepares and reviews internal information that is intended for senior management. It is also within his competence to conduct consultations in accordance with the direction of his position. The high level of training of the head of the personnel department is evidenced by his knowledge of the legal documents of the Russian Federation, various methods for assessing the work of personnel, understanding the structure of the organization, knowledge of the requirements for filling out and processing documentation, existing labor standards. The instruction, which spells out all the duties of the head of the personnel department, the inspector and the specialist in working with personnel, is drawn up according to the model for each category. And signs in the process of applying for a job.
In order to apply for a HR position, you must:
- Provide everything Required documents, depending on the position chosen, including: a diploma of the necessary education, documents confirming the length of service, and so on.
- A completed application form.
According to the general model of the job description, the personnel officer belongs to specialists. His appointment or dismissal from his post takes place on the basis of the order of the general director of the organization on the proposal of the immediate superior.
Earlier in the article, we considered the requirements for applicants for each possible position. Depending on the category (inspector, specialist or supervisor), when hiring, the immediate supervisor monitors their compliance.
In the event that the personnel officer is temporarily unable to fulfill his duties, they will be performed by a person replacing him.
The recruiter should be aware of the following:
- Legal and legislative documents related in any way to the labor process, the process of maintaining and managing the personal files of employees, issuing pensions, maintaining work books and concluding employment contracts.
- The structure of the company and the ways in which personnel interact within it.
- current labor law.
- Rules for working with personnel and preparing reports.
- Rules for maintaining personal data of employees.
- The procedure for maintaining pensions, vacations, accrual of benefits, compensations, etc.
In accordance with the legislation, the Regulations on the personnel department of the organization itself, its charters, internal regulations, orders of management and job description, the activities of the personnel officer are carried out.
In accordance with the existing and established basic duties and rights prescribed in the Decree of the Ministry of Labor of August 21, 1998, the organization draws up a job description for the positions held. It may include additional clauses on processing or vacation conditions, a schedule, additional requirements and other important conditions.
The development of instructions is carried out by the top management of the organization, his deputies or direct superiors of personnel officers. In the process, it is agreed with lawyers, signed and comes into force.
Here is an example of a sample job description, on the basis of which an organization can draw up its own version:
As can be seen from the instructions, the personnel specialist should not only be engaged in the selection and placement of employees, but also in other activities.
An equally important point that must be indicated in the instructions is the rights of the employee.
And no less important section is the responsibility of a specialist, since he works mediocrely with personal affairs and has confidential information.
Human Resources Specialist Rights
When compiling instructions, this is an important point, which should not be omitted. Despite the fact that the coordination of the drafted job description with representative bodies for the protection of personnel is not provided for by the legislation of the Russian Federation, approval usually takes place with the legal department in order to avoid violating the rights of employees.
The personnel officer has the following rights:
- To get acquainted with the existing documentation and decisions of the company's leaders directly related to its activities.
- Have access to information that is necessary for the performance of his job duties.
- Put forward proposals for improving the work and conditions directly related to the performance of its activities.
- Receive full quality organization of technical and informative conditions for the performance of duties.
Responsibility of the Human Resources Specialist
The personnel officer is liable in accordance with the legislation of Russia for violation of his direct duties:
- In case of non-fulfillment or poor-quality performance of their immediate duties.
- In case of violation of the instructions and orders of the organization, labor regulations and due discipline.
- In case of violation of trade secrets or disclosure of personal data of personnel.
The head of the company or the head of the personnel department, whose task is to regulate the activities of the personnel department, can be held liable for:
- Lack of formalized contracts with employees.
- Lack of personal matters.
- No vacation schedule.
- Lack of documentation on labor protection.
Features of the profession faced by the personnel officer
The personnel officer, despite the extensive list of his duties, is primarily involved in maintaining documentation in a particular organization. These are orders, employment contracts, regulations, statements of employees, military registration, pension, preferential, etc.
What are the characteristics of a specialist in this position?
The positive ones include:
- Labor mode. In rare cases, processing may occur. Basically, this is a standard schedule with fixed usual days off (Saturday and Sunday), as well as non-working days on public holidays. Most often work from 9:00 to 18:00, including a lunch break.
- A stable social package that includes all the necessary payments.
In small organizations, the rights of employees may be violated, there may be no social package or official registration. Therefore, when applying for a job, you need to give preference only to trusted companies that care about their employees.
- Paper work without much mobility.
- Possibility career development and high wages.
- Office work.
The negatives include the following:
- In addition to immediate duties, a large amount of additional, not always directly related to the specialty.
- Being between employees and superiors. This can be a disadvantage when you have to resolve negative situations.
- For some, paperwork in the office will seem like a minus.
- Monotone.
- Possible disagreements in the work with accounting.
- Responsibility in case of dishonesty of the accepted employee.
An employee of the personnel department constantly encounters new people, and must have communication skills, be able to organize people and their work, be friendly and at the same time master modern methods of personnel assessment. He must have the skills of mutual understanding, and base his work on mutual cooperation. In addition, in his work, the personnel officer constantly encounters interactions with third-party organizations. Such as the Pension Fund, the State Labor Inspectorate and others).
The competence of a specialist in this field also depends on his ability to use equipment and automation tools.
Conclusion
Summing up, we can say that the profession of a personnel officer is significant and important in the current modern world. He deals not only with the selection of personnel for the company, but also with a large amount of documentation. Basically, this work is connected precisely with her: archiving, personal files, documenting admission, dismissal and movement to other positions of employees, military registration, registration of pensions, vacations and schedules. This profession will do those who like inactive work in a cozy office.
Despite this, the position of a specialist in the personnel department implies the following skills: communication skills, goodwill, organizational skills, good knowledge of legislation, which in one way or another relates to labor office work.
The personnel department also has a choice of vacancies: inspector, specialist and chief. Each involves its own level of certain skills and qualities. For example, only an applicant who has a higher education and has work experience in a similar position can become a boss. Without experience, you can become an inspector, and then move up the career ladder.
As for any other specialty, for a personnel officer there is an established sample job description, on the basis of which various organizations approve their own. At the same time, they indicate additional conditions depending on the detail of the company, the requirements for the profession and obligations. Also, they spelled out all the rights of the employee, responsibility and conditions of cooperation.
In this video you can get acquainted with the features of the profession personnel specialist, and, perhaps, learn something new for yourself that was not considered in the article:
Job description for a HR specialist (manager)
APPROVE
CEO
Surname I.O.________________
"________"_____________ ____ G.
1. General Provisions
1.1. The Human Resources Specialist belongs to the professional category.
1.2. A specialist in personnel records management is appointed to the position and dismissed from it by order of the head of the organization on the proposal of the head of the department.
1.3. The Human Resources Specialist reports directly.
1.4. During the absence of a specialist in personnel records management, his rights and obligations are performed by a person appointed in the prescribed manner.
1.5. A person with a higher professional education in the specialty, work experience of at least 1 year is appointed to the position of a specialist in personnel records management.
1.6. The Human Resources Specialist must know:
- legislative and regulatory legal acts, methodological materials on personnel management;
- labor legislation of the Russian Federation;
- profile, specialization of the enterprise.
- the structure and staff of the organization, the system of interaction between the divisions of the company.
- the procedure for determining the need for personnel;
- methods for analyzing the professional and qualification structure of personnel;
- ;
- the procedure for appointment (election) to the position;
- the procedure for maintaining and storing documentation related to personnel and their movement;
- the procedure for the formation and maintenance of a data bank on the personnel of the organization;
- the procedure for compiling reports on personnel;
- Fundamentals of psychology and sociology of labor;
- knows how to resolve labor disputes and conflicts;
- fundamentals of economics, organization of labor and management;
- rules on labor protection.
1.7. The HR Specialist is guided in his work by:
- legislative acts of the Russian Federation;
- the Charter of the company, the Internal Labor Regulations, other regulatory acts of the company;
- orders and directives of the management;
- this job description.
2. Job responsibilities of a HR specialist
The Human Resources Specialist performs the following duties:
2.1. Performs HR administration work.
2.2. Carries out the study and analysis of positions and the professional qualification structure of the personnel of the organization and its divisions.
2.3. Maintains personnel records related to the admission, transfer, dismissal of employees, the results of employee attestation.
2.4. Informs employees of the organization about available vacancies.
2.5. Participates in the preparation of proposals for staff development, career planning, training and staff development.
2.6. Analyzes the state of labor discipline and the implementation by employees of the organization of the rules of internal labor regulations, the movement of personnel.
2.7. Participates in the development of measures to reduce staff turnover and improve labor discipline.
2.8. Supervises compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, and issuing pensions to employees.
2.9. Enters information about personnel in the data bank on the personnel of the enterprise.
3. Rights of a HR specialist
The HR Specialist has the right to:
3.1. Require compliance with the provisions of labor legislation, decisions of the head of the personnel management service.
3.2. Make proposals for improving the work related to the responsibilities provided for in this instruction.
3.3. Require the provision of the necessary information on matters of its competence from the departments of the organization within the specified time limits.
3.4. Provide explanations, instructions and recommendations to employees of the organization's departments for the organization of work within their competence.
3.5. Report to the manager about all identified violations and shortcomings in connection with the work performed.
4. Responsibility of the HR specialist
The Human Resources Specialist is responsible for:
4.1. Improper performance or non-performance of their official duties provided for by this job description - within the limits established by the current labor legislation of the Russian Federation.
4.2. Offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.
4.3. Causing material damage to the enterprise - within the limits established by the current labor and civil legislation of the Russian Federation.
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This job description was developed in accordance with the provisions of the Labor Code of the Russian Federation, the professional standard "Human Resources Specialist" (code A "Documentary support for work with personnel", skill level - 5), approved by order of the Ministry of Labor and Social Protection of the Russian Federation of October 6 2015 No. 691n, and other regulations governing labor relations in the Russian Federation.
11.03.2016
48256
Job description of a HR specialist, in accordance with the professional standard "HR Specialist"
This job description was developed in accordance with the provisions of the Labor Code of the Russian Federation, (code A "Documentary support for work with personnel", qualification level - 5), approved by order of the Ministry of Labor and Social Protection of the Russian Federation dated October 6, 2015 No. 691n, and others regulations governing labor relations in the Russian Federation.
From July 1, 2016, organizations will have to apply professional standards, if the labor code, other federal laws, other regulatory legal acts establish requirements for the qualifications necessary for an employee to perform a certain labor function (part 1 of article 195.3 of the Labor Code of the Russian Federation as amended from July 1, 2016).
Possible job title:
- HR specialist;
— specialist in documentary support of work with personnel;
— specialist in documentary support of personnel;
- personnel specialist.
Tasks performed:
— maintenance of organizational and administrative documentation on personnel;
- maintaining documentation on accounting and movement of personnel;
– administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to government bodies.
Education requirements:
Secondary vocational: training program for mid-level specialists, additional vocational training programs for professional retraining, advanced training
Note:
An employee who was previously hired and does not meet the requirements of the professional standard for his position cannot be dismissed. In the event that the level of his education is below the required level, he needs to continue his education or develop an individual training program.
If the name of the employee's position specified in the employment contract does not correspond to the professional standard, the requirements of which apply to him, this is also not a basis for his dismissal. In this case, the employer must transfer him to another position with the appropriate name. And only if the employee refuses such a transfer, the management has the right to dismiss him, reducing his position, in compliance with the established procedure (Article 180 of the Labor Code of the Russian Federation).
In the event that an employee refuses to improve their qualifications or receive additional education, it is possible to dismiss him on the basis of the results of certification. This can be done if his consent is not obtained or the employer does not have the opportunity to offer him a vacancy corresponding to his specialty and qualifications (clause 3 of the first article 81 of the Labor Code of the Russian Federation).
If the employee conscientiously fulfills his labor duties, and even more so has passed the certification, the employer has no reason to dismiss him.
APPROVE
General Director of ZAO AAA
_____________ A. A. Ivanov
"___"_______________ 2019
Job description of a HR specialist
1. GENERAL PROVISIONS.
1.1. This job description defines functional responsibilities, rights and responsibility of the personnel specialist of AAA CJSC (hereinafter referred to as the "Organization").
1.2. The HR specialist is appointed to the position and dismissed from the position in accordance with the procedure established by the current labor legislation by order of the head of the Organization.
1.3. The HR specialist reports directly (to the head of the personnel department, the head of the structural unit that is part of the personnel department; to another official) ________________ of the Organization.
1.4. A person who has secondary vocational education or additional professional education - professional retraining programs, advanced training programs, without presenting requirements for work experience is appointed to the position of a personnel specialist.
1.5. The HR specialist must know:
— labor legislation of the Russian Federation;
— legislative and regulatory legal acts, methodological materials on personnel management;
— legislation of the Russian Federation on personal data;
— the fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;
- internal labor regulations;
— the structure and staff of the Organization, its profile, specialization and development prospects;
- local regulations of the organization governing the procedure for issuing administrative and organizational documents for personnel;
— basics of document circulation and documentation support;
— technologies, methods and techniques for analyzing and systematizing documents and information;
- procedure for registration, maintenance and storage of personnel documents;
- the procedure for recording the movement of personnel and compiling established reporting;
- the procedure for calculating the length of service, benefits, compensation, registration of pensions for employees;
— rules and norms of labor protection;
- basic foundations of computer science, structural construction of information systems and features of working with them;
— norms of ethics and business communication.
1.6. During the period of temporary absence of a HR specialist, his duties are assigned to _____________________.
2. FUNCTIONAL RESPONSIBILITIES.
The Human Resources Specialist is responsible for the following:
2.1. Maintaining organizational and administrative documentation for personnel.
2.2. Maintaining records and personnel records.
2.3. Administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to government bodies.
2.4. Analysis of the state of labor discipline and the implementation by the employees of the Organization of the internal labor regulations, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
2.5. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information to the Organization's personnel database.
2.6. Prepares prescribed reports.
3. JOB DUTIES.
To perform the functions assigned to him, the HR specialist must:
3.1. Process and analyze incoming personnel documentation.
3.2. Develop and execute personnel documentation (primary, accounting, planning, social security, organizational, administrative).
3.3. Perform registration, accounting and current storage of organizational and administrative documentation for personnel.
3.4. Prepare draft documents on personnel management procedures, accounting and personnel movement.
3.5. Organize the system of movement of documents for personnel.
3.6. Collect and verify personal documents of employees.
3.7. To prepare and issue, at the request of employees and officials, copies, extracts from personnel documents, certificates, information on seniority, benefits, guarantees, compensations and other information about employees.
3.8. Issue personnel documents to the employee about his labor activity.
3.9. To bring to the attention of the personnel organizational, administrative and personnel documents of the organization.
3.10. Keep records of employees' working hours.
3.11. Perform registration, accounting, operational storage of personnel documents, preparation for their submission to the archive.
3.12. Organize paperwork for accounting and personnel movement.
3.13. Organize the workflow for the submission of documents on personnel to government agencies.
3.14. Organize the registration of the organization in state bodies.
3.15. Prepare, at the request of state bodies, trade unions and other representative bodies of employees, originals, extracts, copies of documents.
3.16. Prepare notifications, reporting and statistical information on personnel.
3.17. Prepare information on the conclusion of an employment or civil law contract for the performance of work (rendering of services) with a citizen who held positions in the state or municipal service, the list of which is established by regulatory legal acts of the Russian Federation.
3.18. Participate in the development of current labor plans.
3.19. Compile prescribed reports.
4. RIGHTS.
The HR specialist has the right to:
4.1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
4.2. Submit proposals for improvement of the work related to the responsibilities stipulated by this Instruction for consideration by the management.
4.3. Receive from the heads of structural divisions, specialists information and documents on issues within its competence.
4.4. Involve specialists from all structural divisions of the enterprise to solve the duties assigned to it (if this is provided for by the provisions on structural divisions if not, with the permission of the head of the enterprise).
4.5. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues of production activities that fall within the competence of a personnel specialist.
4.6. Represent the interests of the Organization in third-party organizations on issues related to his professional activities.
4.7. Require the management of the enterprise to provide assistance in and