Personnel management service. Responsibilities of the HR department. Job description of the head of the HR department

In modern business activities, the HR department at an enterprise is often one of the most important structures, since its responsibilities directly affect the legality of the company’s activities and labor relations with employees. But not all employers and even specialized specialists know what the HR department does in each specific situation, since its functions can vary significantly depending on business entities.

HR department - what is it?

First of all, the personnel department is a structure that is engaged in conducting personnel records within one enterprise. That is, by formalizing labor relationships within the framework of work activities. Thus, in fact, he is an intermediary between the employer and employees, who ensures proper procedural registration of most aspects of the labor relationship.

It should be understood that although the personnel service itself is formed primarily at least in medium and large enterprises, its functions and responsibilities must be fulfilled in any case. Thus, the functions of the HR department can be performed by an individual entrepreneur personally, an accountant or a lawyer of the enterprise, or even a third-party specialist, depending on the specific needs for conducting HR records.

Often, the HR department is assigned additional responsibilities for personnel management and management of the organization. The main regulatory documents in accordance with which the HR department operates are:

Labor Code of the Russian Federation. It is on the basis of this document that most procedures within the scope of personnel records management are carried out.
Resolution of the State Statistics Committee No. 1 of 01/05/2004. This resolution introduced unified accounting forms used in personnel records management. Since 2013, however, they have become optional, but are still used in most enterprises.
Government Decree No. 225 of April 16, 2003. This decree regulates. The direct instructions for filling them out, which also needs to be taken into account by personnel employees, are regulated by Resolution of the Ministry of Labor No. 69 of October 10, 2003.
Government Decree No. 719 of November 27, 2006. This document regulates the maintenance of military records in organizations, which most often is also entrusted to the enterprise’s personnel officers, however, it can also be delegated to a separate unit within the organization.

The standards of the above documents are the basis for the legal regulation of the activities of personnel employees. In addition to them, HR officers also need to understand the local regulations in force at a particular employer. It should also be understood that individual government services may provide for a different procedure for carrying out personnel procedures, which may also be regulated by separate federal or regional regulations.

Functions and responsibilities of the HR department - what it does

In practice, the answer to the question of what the HR department does, as mentioned earlier, may differ depending on the specific characteristics of individual business entities. But in general, the responsibilities of the HR service include the following functions within the enterprise:

In addition to the above-defined basic functions inherent in most HR departments, modern HR may also include additional functions, which include:

Innovative. This function lies in the fact that an effective HR department must constantly improve document flow methods in the enterprise and personnel policies in general.
Social. The work of modern personnel officers often includes not only the formal implementation of the required standards, but also the fulfillment of a full range of responsibilities related to personnel management, creating a high-quality psychological microclimate in the team and motivating employees.

If we look at more specific examples of the responsibilities of the HR department and its employees, they may look like this:

Determining the enterprise's needs for certain employees. It is HR specialists who are often entrusted with making final decisions on the need to attract individual employees, for example, based on applications from other structural divisions of the enterprise and comparing them with information about the financial capabilities of the company.
Finding suitable employees and ensuring their hiring. HR department employees most often search for suitable applicants for available vacancies and ensure their effective filling, as well as primary control of the applicants’ knowledge. At this stage, collaboration with the actual departments in need of workers is also important.
Maintaining . HR staff draws up the staffing table and adjusts it in connection with various events - dismissals of employees, going on vacation and sick leave, ensuring the continuous operation of the organization.
Work with . Maintaining work books, storing them, issuing them, making entries in them, etc. – all these are the direct tasks of the enterprise’s personnel service.
Registration of local regulations. It is the personnel service that often develops and actually implements the internal documentation of the enterprise, subject to its joint consideration with immediate management.
Improvement of employee qualifications. The service in question also often has as one of its responsibilities monitoring the knowledge of employees and ensuring that they regularly undergo training and development activities.
Maintaining . Despite the fact that the law requires the organization of a separate military registration desk at the enterprise, in most cases it is included in the personnel structure of the organization.
Document management in the HR area. Issuing certificates and documents about their employment to employees, registering and archiving orders from the employer - all this document flow can be carried out not only by the office, but also by personnel officers, especially in the absence of a separate office within the organization.
Analysis of personnel policy and the current personnel structure of the enterprise. The HR department should conduct factual research on the effective use of labor resources and propose certain measures to optimize existing processes.
Ensuring discipline at the enterprise. The awarding and issuance of incentives to employees is most often also coordinated with the company’s HR department.

This is just a small list of the main responsibilities of the HR department. If the enterprise has progressive models of HR management, which are also often assigned to personnel officers, then the range of their responsibilities can be even wider. And taking into account the main responsibilities of these employees, it should be noted that the said structure in almost all aspects of its activities must be in contact with other parts of the work process.

Differences between the HR department and the HRM department

The concepts of personnel management and HR are often considered identical in Russian business, but this is not so. First of all, it should be noted that the main task of the HR department is to fulfill all procedural requirements of the law. While the HRM (human resource management) department is engaged in the actual organization of work. However, in practice, these concepts can often be implemented within one structural unit.

But still, HR workers most often are not required to effectively search for and test highly qualified specialists, ensure the maintenance of a working microclimate, conduct training and social research. At the same time, HR specialists may not be required to have knowledge of actual procedural standards and legal requirements. First of all, they must provide practically effective and efficient methods for managing and using personnel in work activities, and not monitor document flow and legal requirements.

Other nuances of the activities of the personnel service in the organization

As can be understood from the basic principles of the HR segment, this structure cannot do without constant interaction with other structural divisions of the enterprise. At the same time, the HR department interacts both with the administrative and managerial personnel of the enterprise, and with ordinary production personnel to one degree or another. From the point of view of interaction with structural units, most often contacts are made with:

Employers should pay special attention to the number of employees in the HR department. On average, practice shows that in most cases, one employee per approximately 100 employees is sufficient to implement basic personnel functions. However, if an enterprise implements HR methods of effective and constant personnel management, deals with innovative and internal social issues in the organization, then it may be advisable to attract one specialist for 20-50 employees of the organization, depending on the specific tasks that are set for the personnel service.

In small enterprises, the presence of a full-fledged personnel department is not mandatory in principle. Thus, it is a common practice for an individual entrepreneur or director to perform all the functions of personnel officers. Or they are transferred to lawyers or accountants who have the proper skills, education or work experience. Another way to organize the work of an enterprise without a personnel department can be to involve third-party specialists or recruitment agencies, including in a format - this approach will be especially relevant if it is necessary to perform a purely procedural function of the personnel service.

The article will reveal the main points related to the work of the HR department in an organization. What are his responsibilities, what are the features and functions performed, what is the structure - further.

The HR department is an essential structural element in any enterprise. His responsibilities include many functions. What are the features of the activity, what are the responsibilities?

General aspects

Basic principles of personnel policy:

focus on meeting the requirements of labor legislation;
taking into account the company's needs for employees;
providing conditions for quality work;
search for colleagues.

The organization of work has 2 directions - tactical and strategic. In the first case, an analysis of the state of staffing needs is carried out, personnel are developed and selected.

The second area of activity of the HR department is aimed at forming the personnel policy of the enterprise - requirements for personnel, various events.

The main direction is the formation of labor resources at the enterprise. Components of personnel policy:

To properly organize the work of the personnel service, it is necessary:

find out the number of employees;
distribute responsibilities between them. Groups can be formed that will engage in a specific type of activity;
For each employee of the HR department, formalize job responsibilities and determine their rights;
prepare documents that will guide the HR department in its work;
conduct training for HR personnel.

Assigning the responsibilities of the HR department to the chief accountant is possible only if this is provided for in.

If there is no such clause, then it is prohibited to do this (). Working in HR has advantages and disadvantages.

The first are: this profession is in demand, direct communication with the governing bodies of the organization, varied work. Disadvantages: constant stress, irregular working hours.

What it is

The main resource of the enterprise is labor. This is exactly what the HR department is – the main composition of the organization’s employees.

The purpose of personnel policy is to provide the enterprise with personnel with sufficient qualifications to work in production on time.

Personnel service is a set of structural divisions of an organization whose purpose is to manage the employees of the enterprise.

Officials are managers, specialists, and technical personnel. Its essence is working with the personnel of the enterprise.

The main tasks of the HR department are divided into areas:

Functions performed

The responsibilities of the HR department include:

developing a staffing plan in accordance with the activities of the organization;
registration of them for another position;
maintaining records of personnel;
responsibility for storing work books and filling them out;
maintaining other documentation;
creation of working conditions;
proposals for improving the organization’s activities;
preparation of documents and reports for commissions;
control and training of employees;
taking measures to find employment for dismissed workers;
maintaining control over discipline in production.

When choosing tasks, the following are taken into account:

enterprise size;
direction of activity;
goals;
at what stage is the development of the organization;
number of employees.

Normative base

The main provisions and issues of the personnel service are regulated by the Labor Code of the Russian Federation.

The proceedings in the personnel department are carried out on the basis of the laws of the Russian Federation, various rules and regulations.

Legal basis:

In its work, the HR department is guided by the following regulations:

Labor Code.
Civil Code, part 2.
Administrative Code.

Features of working in the HR department in 2019

The personnel service of an enterprise has its own functions and characteristics that must be observed.

HR department employees are required to perform their work in accordance with the requirements of the law, develop an action plan in a timely manner and monitor the documentation of the enterprise.

Action of the Regulations (sample)

Regulations are a legal act that establishes the procedure for formation, rights and obligations, and the organization of labor activities of an enterprise.

In other words, the Regulations are a document that regulates all areas of the organization’s activities for individual structural units and the enterprise as a whole.

The HR department is an independent structure, therefore the Regulations are mandatory. A document is being developed to consolidate the tasks and functions of the personnel service.

Design requirements:

the title must contain details of the enterprise’s internal documentation;
Name of the organization;
name of the document, date and place of its execution;
sections – “General Provisions”, “Main Objectives”, “Functions”, “Management”, “Rights and Responsibilities”, “Structure”, “Relationships. Connections."

Each section should start on a new line and be numbered with an Arabic numeral. The head of the organization draws up the Regulations; the right to sign and approve the document also belongs to him.

A separate paragraph should include a list of documents that guide the personnel service in the process of activity.

What are the responsibilities (nomenclature of affairs)

Nomenclature is a mandatory list of things that are formed in the process of the organization’s activities.

Is used for:

establishing a uniform procedure for the formation of cases;
accounting support;
quick search for documentation;
establishing a retention period for the file.

The list of cases will depend on the direction of the organization’s activities. When preparing the nomenclature, you should take into account current affairs and tasks planned to be completed in the coming year.

Cases should be ranked according to their importance. When determining the storage period for files, you can be guided by the standard list of documents adopted in 2010.

There is no single list of documents; regulations establish only some of them.

Nomenclatures are divided into the following types:

When compiling the nomenclature, the following sections should be highlighted - “Case Index”, “Title”, “Quantity”, “Shelf Life”, “Number” and “Notes”.

The nomenclature is compiled every year, in the last reporting quarter. At the end of the year it should be approved in the archive.

The sections of the document are the divisions of the organization - accounting, office and others. If these do not exist, then the sections may be the areas of activity of the enterprise.

What positions are available (structure)

The structure of the personnel service is influenced by the direction of the organization’s activities and the number of employees. The composition and number of employees of the HR department is approved by the director of the organization.

The head of the personnel service is the head of the personnel department. The rest (deputies, assistants, specialists) report to him. If the HR department has several divisions, then each of them is headed by a chief.

The responsibilities of the HR inspector include:

formation of personal files of employees;
execution of orders;
, filling them out;
work with documents;
registration of sick leave;
maintaining discipline control.

In its structure, the HR department has the following departments:

Labour Organization;
selection of employees;
retraining of personnel;
promotion planning;
certification;
occupational Safety and Health.

Positions may include the following: labor organization engineer, timekeeper, labor economist and others.

Each position has its own responsibilities that must be strictly fulfilled. The labor organization engineer is obliged to:

develop measures to improve work activity;
carry out certification;
analyze the conditions of production activity.

Each position has requirements - the presence of a complete higher education, a certain amount of work experience in this field.

Drawing up a work plan

The activities of the organization's structural divisions must be planned in such a way that they are aimed at the successful completion of affairs.

An event plan can be drawn up for a month, quarter or year. The process is usually divided into the following stages:

When developing an action plan, it is important to take into account the objectives and legal requirements:

Certain events can be planned for a specific month, for example, checking personal files or improving your qualifications.

The final stage is the approval of the HR service work plan and its agreement with management.

What documents should be

Constituent documents are mandatory in any organization. The document flow of the HR department consists of:

Responsibility for selecting employees for the company rests entirely with the HR manager. The process of recruiting and evaluating personnel is as precise as any other management activity.

On the path to the success of a company, personnel really decide, if not everything, then a lot, and the founders of the company understand this well. Growing competition, improving technology, the struggle for consumers and product quality are forcing company managers to reconsider a range of management issues. Requirements for employees are also changing. Human potential, the ability of a manager to correctly set a goal and effectively manage labor resources become the main factor in the success of an organization. Labor resources are all employees of the company, including production and management personnel (managers and specialists).

A special role in attracting highly professional personnel to the organization, and increasing the production, creative output and activity of personnel, developing and implementing the organization’s personnel development program, identifying ways to manage human resources and develop labor potential is currently played by personnel services - centers for the development and implementation of the company’s strategy by work.

This means that personnel work is no longer considered as purely administrative (executing orders for the enrollment of employees selected by a superior manager, storing personnel information, etc.) and carried out independently of other management functions.

Currently, it must assist in business development through the recruitment of highly qualified workers, career planning, performance assessment and improvement of compensation.

The personnel service must know the economic needs of the organization and, in this regard, consider its activities in interaction with other services and divisions. The result of the activities of the HR service should be greater involvement of people in business, knowledge of their duties and responsibilities, development of labor potential, and a favorable psychological climate. That is, a process occurs when the function of personnel management of human resources changes from passive assistance to active decision in the economic issues of the organization.

Personnel management, that is, work with personnel, considers people as the asset of the organization, the assets of the organization, human capital, a resource that, like other resources, must be used effectively to achieve the company's goals; it involves less control over employees, but greater motivation and stimulation of work. The importance of this work is obvious.

The main goals of the HR service are:

1. Labor market analysis. The labor market is an important multifaceted sphere of the economic and economic-political life of society. In the labor market, the cost of labor is assessed, the conditions for its employment are determined, including wages, working conditions, job security, opportunities for education, professional growth, etc.

2. Formation of personnel of the organization (planning, recruitment, selection and hiring, adaptation of workers, release, analysis of turnover, etc.);

3. Unconditional focus on the requirements of labor legislation;

4. Development of employees (vocational guidance and retraining, assessment of professional activities of personnel, organization of career advancement);

5.Analysis of costs and results of labor;

6.Improving the organization of labor and its stimulation;

7. Creating a good socio-psychological climate. The climate of the team is the prevailing and relatively stable mental mood of the team, which finds diverse forms of manifestation in all its life activities

8.Creating safe working conditions. Labor safety is a state of working conditions in which exposure to hazardous and harmful production factors is excluded.

9.Development of a labor motivation system. Motivation can be considered one of the management methods, an integral part of the management process, aimed at achieving a specific management goal - to make people work effectively.

10. Taking into account not only current, but also future needs of the organization for personnel, based on the tasks of its development, forecast of market conditions and trends in the natural movement of the workforce;

11.Wide cooperation with trade unions;

12.Development of the organization’s social and pension policy;

13. Conflict resolution;

14.Maximum care for every person, respect for his rights, freedoms, dignity;

15. Reward system.

In Soviet times, the responsibilities of the HR department were only office work and reporting. The changed modern economy requires a more serious approach to personnel work. Despite the fact that the HR department is an integral part of the overall functionality of the enterprise, the work of HR officers significantly influences the life of the organization. The basic law of the personnel officer is the regulation on the personnel department. It must reflect all the principles and nuances of the work, because errors in personnel records often become the cause of litigation, fines and orders from supervisory authorities.

Why do you need a HR department?

The HR department is an independent structural division of the company. In small companies, HR work may be taken on by a lawyer or secretary, but it should be mentioned that the responsibilities of the HR officer increase every year. For this we need to “thank” various government departments, which are constantly modernizing or developing more and more new forms of reporting documents, which complicate office procedures, which leads to an increase in paperwork.

Today, personnel work includes not only office work, but also working directly with people. After all, the well-coordinated work of the company as a whole depends on the qualifications of the employee. There is currently a shortage of engineers and technical workers. A competent personnel officer will not wait for qualified personnel to appear on their own, but will look for them and select them for a specific staffing unit.

Why is OK needed?

Thus, OK is the most important link in ensuring the main task of the enterprise– production of goods or services in order to provide consumers and make a profit. No required personnel - no profit .

It is clear that a lawyer or secretary simply will not be able to fulfill all the tasks of the HR department, especially in conditions of “turnover”. Therefore, you should not chase two birds with one stone, because if a part-time worker makes mistakes in personnel documents, the organization faces a fine of 50 thousand - and this is for each mistake.

Goals and objectives of the HR department

The capacious concept of “HR department” is often difficult to relate to the scale of small enterprises, where the number of employees is comparable to the scale of the tasks being solved. However, issues related to the main activities of the OK have not been canceled. Therefore, the decision on personnel issues “falls” on the heads of either the founders or is entrusted to a hired director. What if they have no experience in such activities? This is what happens in life. The success of a business in such conditions fundamentally depends on the degree of understanding of personnel work. Statistics on the closure of small businesses reflect the inability in most cases to establish personnel management.

The conclusion is simple - the HR department, in one form or another, must solve its inherent problems. Even if in a small enterprise it is just one person, this person should not be random. Only a person who well understands the specifics of working with personnel is able to ensure the smooth operation of the enterprise. This person does not necessarily have a diploma. It is quite possible to grow a personnel officer during the formation of an enterprise. If only a person had the desire to understand this work.

Goals and objectives OK

The goals and objectives of the personnel officer are to provide the enterprise with employees to solve production plans.

However, long-term practice of the OC shows that these goals and objectives are actually quite extensive.

A HR manager has many responsibilities. In large organizations, several units work in the HR department, For example:

HR manager;
clerk;
timekeeper;
HR manager;
and the head of the department who coordinates the work.

Each HR department has its own responsibilities. HR manager must:

supply the company with employees according to the staffing table;
contact recruitment agencies and labor exchanges;
form a personnel reserve.

Clerk required:

formalize the hiring, transfer, combination, dismissal of an employee;
fill out, accept, issue, store work books and issue copies of them to employees;
draw up vacation schedules;
arrange vacations, call from vacations;
accept and process sick leave;
prepare personnel orders and familiarize employees with them.

Timekeeper:

draws up and calculates time sheets;
draws up reports of absence from work.

HR Manager:

monitors compliance with labor regulations (records absenteeism, tardiness, violation of discipline);
organizes training and advanced training of personnel;
provides certification of workplaces (if the enterprise does not have a labor protection engineer).

Chief OK:

coordinates the work of the entire department;
prepares reports requested by state and municipal departments;
compiles a list of department affairs;
draws up staffing schedules.

As you can see, HR work is not only about working with papers (of which more and more are added), but also about working with people. A In order for the work to be coordinated, you need to develop a clear algorithm. For this you need regulations on the personnel department, which fully describes personnel records management.

Regulations on the HR department

This is a document in strict accordance with which the personnel officer must work. In position clearly
is written:

HR department structure;
its goals and objectives;
rights of OK employees;
relationships with other departments of the company;
employee responsibility is OK.

The position must be approved by order of the head of the company and stored in the files of the personnel department.

Regulations on OK

The regulations describe all the responsibilities of the department, but if there are several OK employees on the staffing table, their responsibilities are indicated in job descriptions or directly in employment contracts.

For your comfort you can download the regulations on the HR department (sample), just keep in mind that sample - typical. It is best to develop a regulation specifically for your enterprise, which takes into account all its features. Some personnel officers work on labor protection, payroll, and work with other documentation of the enterprise. Therefore, these responsibilities must be included in the regulations.

From this article you will learn:

What are the activities of the HR department?

What documents are required for the activities of the HR department?

What are the features of planning as a type of activity of the HR department?

Human resources departments in organizations are usually part of human resource management services and perform their functions. But their responsibilities are not limited solely to formal work related to the relationship between the employer and the staff: reporting, office work, etc. Perhaps in Soviet times everything was exactly like this, but now the activities of the personnel department are diverse and multifaceted work. Let's take a closer look at it.

Functions and activities of the HR department

The HR department plays an important role in the company, and its position in the organizational structure of the enterprise reflects the importance of its activities. Some even believe that the HR department is the business card of the organization, its face, since it is this department that every new employee who is hired faces.

The main function of human resources departments is the search, hiring of personnel and ongoing interaction with the workforce. Limiting the activities of the HR department only to the selection of new employees and their employment is a bad decision for business. Without close interaction with the existing team and knowledge of the specifics of the company’s functioning, it is impossible to correctly recruit new staff.

Nowadays, work with personnel is a set of organizational and other measures and actions that are necessary for the fullest use of business abilities, skills and abilities of personnel. A competent, motivated staff of employees interested in fruitful work is the goal of any HR department. Without this unit, which selects, records and supports employees, it is difficult to imagine the functioning of a successful modern organization.

The activities of the HR department at the enterprise are aimed at performing the following functions:

identify the need for new employees, search for and hire employees together with department heads;
analyze staff turnover and look for ways to reduce it;
draw up staffing schedules for specialists;
draw up personal files of employees, at their request, issue the necessary certificates and photocopies of documents;
carry out all operations with work books: accept, store and issue them, fill them out in accordance with current standards and registration norms according to the Labor Code of the Russian Federation;
create a vacation schedule, take care of their accounting (also in accordance with labor legislation);
organize certifications for staff, prepare career development plans;
create plans for staff development.

Necessary documentation for the activities of the HR department

Staffing table (Article 57 of the Labor Code of the Russian Federation).

Before starting to recruit personnel, the human resources department is required to formulate and approve the staffing schedule from the company management. Based on it, the number of current vacancies is already determined. You can rely on this document when arguing in court the legality of dismissing an employee due to personnel reduction. The staffing schedule will be required by the court in any labor relations case, and if this request is ignored or an incorrect schedule is submitted, the employer will lose the chance to win the dispute.

Employment contract.

Preparation of a package of personnel documents begins with an employment contract concluded with the employee in writing, with signatures of both parties. It must reflect working conditions and remuneration that comply with labor legislation and satisfy both the employer and the employee. Completing these papers is one of the most important tasks that the HR department solves in its current activities.

Labor regulations.

This internal regulation is mandatory for any company. It establishes the procedure for hiring and dismissing personnel, lists of rights and responsibilities, responsibilities of the employer and employee, work and rest hours, methods of motivating employees, types of disciplinary sanctions and many other aspects of labor relations.

Order (instruction) on hiring.

Based on this document, the new employee is allocated a workplace and the necessary property is assigned to him. The HR department prepares it along with an employment contract addressed to the employee. Personnel officers and the new employee’s immediate supervisor introduce him to business correspondence, necessary acts, etc.

Work books.

This is the main document reflecting the work activity and length of service of a citizen. When applying for a job in a company, a person is required to present it (except for cases when he is hired for the first time or his employment contract does not provide for part-time work). The employer, represented by the personnel department employees, must maintain work records for each employee who has worked at the enterprise for five days or longer. The storage of work records also has its own requirements: it is allowed only in metal safes or cabinets, to which only a responsible specialist (appointed by a special order) has access.

Book of accounting of work books and inserts in them.

In this book, the worker signs upon dismissal and receipt of the work permit. It must be laced and numbered, contain seals and a signature. This is monitored by the HR department.

Agreement on full financial responsibility.

The activities of the HR department include signing agreements with employees on full financial responsibility. This is done in cases where an employee receives any material assets for storage, processing, sale (vacation), transportation, or use during production. Only an adult citizen can be financially responsible.

Vacation schedule.

Employers are required to maintain a vacation schedule for employees in accordance with Form No. T-7 (approved by Resolution of the State Statistics Committee No. 1 of January 5, 2004). In addition to formal requirements, legislative norms apply to this document. This is the observance of the right of certain categories of workers to leave at a certain time or chosen by them; granting leave to persons working part-time, simultaneously with their leave at their main place of work, etc. Documenting rest time is part of the activities of the HR department, as well as recording time worked.

Regulations on remuneration.

One of the goals of the HR department is the rational use of available human resources, taking into account the specifics of the company’s activities and the current market situation. For this purpose, labor standardization and remuneration systems are usually used. The accepted remuneration procedure is fixed in the internal regulatory act of the enterprise - the Regulations on Remuneration.

Regulations on bonuses.

This is another internal document of the company regulating remuneration issues. It is prepared by the HR department, and approved by the head of the organization by a special order. Bonuses - additional, above the standard salary, cash payments to employees - are necessary in order to encourage them for high-quality productive work and motivate them for further professional development.

They are awarded to those employees who meet pre-approved bonus conditions. This circle of persons, as well as the conditions for issuing bonuses and their size for each position or specialty (or the maximum value) are described by the Regulations on bonuses.

Time sheets.

They are actively used in the activities of the HR department regarding employees with flexible schedules, for whom it is necessary to constantly calculate the total working time. Documents of this type take into account the time actually worked for the month of each such employee (for each day of the month), indicating his full name and personnel number.

The maintenance of these time sheets is carried out by a timekeeper or other employee obliged to engage in this activity by order of the company management. Accounting for hours worked is necessary for the full-fledged activities of the accounting department, which calculates salaries, and the human resources department, which controls the work of personnel.

Regulations on the protection of personal data of employees.

This document contains information about what the company’s goals and objectives are in the field of personal data protection, in which departments and on what media this information is stored, in what ways it is collected and processed, which employees have access to it, what activities are carried out to protect data from unauthorized access by company personnel and third parties. The Regulation on the protection of personal data of employees prepared by the HR department must be signed by the head of the company.

Planning as an activity of the HR department

Planning has two aspects. In a general sense, this is the name for activities aimed at developing a company’s strategy and policy, as well as selecting methods for their implementation. In essence, this work comes down to writing plans - official documents of a certain type.

An important component of this activity of the company is personnel planning. Its tasks are to provide the company with human resources in the required quantity and quality, make optimal use of the available workforce, and improve social relations in the enterprise.

There are two approaches to personnel planning:

Independent (from companies that prepare, select personnel).

Subordinate to the main plans - financial, commercial, production (for all other organizations).

Therefore, personnel planning, as a rule, is secondary and is determined by the general system for drawing up a corporate plan, and the implementation of personnel-related activities is included in other programs, being their addition and specification.

Activities such as personnel planning make it possible to determine:

the company's need to replenish its staff: how many employees will be needed, where and when, what training they should have;
professional qualification schemes for any position in each department (requirements for different categories of employees);
ways to reduce unnecessary workers and attract necessary ones;
optimal use of personnel according to their potential;
strategies for personnel development, improving their qualifications;
models of fair remuneration, methods of motivating employees, providing them with social bonuses;
costs for the package of measures taken.

Like any other planning, personnel planning is subject to a number of principles.

The key rule today is to involve as many company personnel as possible in the planning process and as early as possible, from the very beginning of drawing up the plan. For social projects formed by HR departments, this principle is paramount, for all others it is desirable.

The second rule of planning HR activities is consistency. The company's economic activity is continuous, the staff is also in constant motion, therefore planning should be an ongoing process, and not a one-time action. In addition, this principle includes the requirement to take into account prospects and continuity (so that future plans are drawn up on the basis of previous ones). The results of past projects should be taken into account when constructing new ones.

The principle of constancy of planning, to which HR departments at an enterprise are subject in their activities, ensures the implementation of the third rule: flexibility. Flexible plans (including those related to personnel) - those in which any decision can be adjusted at any time, if necessary. This quality is achieved by the presence of so-called cushions, which provide freedom of maneuver (within reasonable limits, of course).

Another important principle of personnel planning is cost-effectiveness: the costs of the HR department’s activities in analyzing and drawing up plans should not exceed the effect of their implementation.

Formation of the necessary conditions allowing the implementation of the plan is an equally important rule of any planning.

All these provisions are universal and apply at any management levels, not only in relation to personnel. And each case, of course, will have its own specifics.

Thus, when planning the activities of any department of the company, we must take into account the principle of bottlenecks: the overall productivity of the team corresponds to the productivity of the laziest and slowest employee. However, at a higher level, when it comes to the activities of the entire company, this principle does not work.

One of the goals of the HR department that carries out personnel planning is to ensure the best development of the potential and full use of the abilities of employees, their motivation, taking into account the consequences of management decisions made in the company (social, financial, etc.).

Personnel today are the main factor influencing the efficiency of an enterprise. The success of planning can be judged by whether the company's strategic goals are achieved.