What does the personnel department do at the enterprise. Organization of work of the personnel department

The personnel department has traditionally been an independent structural unit of the enterprise, subordinate either to the head of the enterprise or to his deputy for personnel work. Depending on the type and sectoral affiliation of the enterprise, the number and structure of the personnel potential, the structure and number of personnel of the personnel service itself has changed.

In the conditions of rapid progress, market relations and a competitive economy, the timely and correct solution of strategic and tactical tasks determines the viability of a company or organization.

Personnel is a set of employees of various professionally qualified groups employed at the enterprise and included in its payroll.

This topic, in my opinion, is relevant, because the main factors of production at the enterprise are: means of labor, objects of labor and personnel. The main role belongs to the human resources at the enterprise. It is the personnel that play the main role in the production process, it depends on them how effectively the means of production are used at the enterprise and how successfully the enterprise as a whole works. From the totality of the enterprise's resources, labor resources occupy a special place. The transformation of material resources occurs as a result of the interaction of the means of production and the labor of people participating in production activities. However, labor resources are markedly different from other types of resources. This difference is manifested in the following:

a person brings life meaning to the production process and cannot serve only as a means to achieve the goals of the organization. He has a price and makes his own demands on his environment; job description staff human resources

man is only partially realized in production. His non-existence is not limited to production activities, he finds self-expression in a variety of social contacts;

a person has abilities, initiative, will, therefore, is not only a passive object of control, but also a conductor of an independent line of behavior;

a person is not only a member of the formal structure of the organization, but at the same time can enter into small groups, within which people have a significant impact on the behavior of each other;

a person cannot be wholly owned by an enterprise. At the disposal of the organization, only its labor force is presented for a certain fee. The employee independently builds his personal policy and decides whether to work for him at this enterprise or quit his job.

At the level of an individual enterprise, instead of the term “labor resources”, the terms personnel or personnel are most often used.

The purpose of the work is to show what the concept of "personnel services" generally means, what is their structure and what functions are performed by personnel services.

To achieve this goal, a number of tasks should be considered and solved:

) Consider the organization of the personnel service, its structure and job descriptions.

) Describe the personnel service in modern conditions.

) Consider ways to improve HR.

1. Organization of the personnel service, the structure of the regulations on the personnel department

.1 Fundamentals of Human Resources

The organization of the activities of any unit should begin with the preparation of regulations on this unit. The regulation on the personnel service should consist of the following sections: general provisions; tasks; structure; functions; relationships with other departments; rights; responsibilities; a responsibility.

The size and structure of HR services depend mainly on the size of the organization. Depending on the size of a particular organization, the following organizational forms of personnel work are distinguished:

an independent structural unit with direct subordination to the head of the organization or his deputy;

performing the functions of the personnel department by an individual employee of the organization;

performing the functions of the personnel department in combination with the performance of other work.

The functional responsibilities of the HR department are as follows:

development of recruitment plans in accordance with the development program of a particular organization;

registration of admission, transfer and dismissal of employees in accordance with the labor legislation of the Russian Federation;

personnel records;

control over the execution of orders and instructions for work with personnel by the heads of divisions;

analysis of the composition of the organization's specialists, the business qualities of employees for the purpose of their rational use;

preparation of proposals for improving the placement and use of workers;

preparation of materials for the presentation of employees for encouragement and reward;

organization of monitoring the state of labor discipline and internal labor regulations;

maintaining all reporting on personnel issues

In the course of interaction with other divisions of the organization, the personnel service receives applications from them for hiring workers and specialists, ideas about incentives, vacation schedules, etc.

From the personnel service to the divisions are sent:

information about violators of labor discipline;

copies of orders on the admission of new employees, movement within the organization, dismissal of employees;

copies of orders for approval (change) of the Internal Labor Regulations;

information related to the observance of labor discipline.

From the accounting department, the personnel service receives staffing, calculations of labor requirements, certificates of wages for registration of old-age pensions, disability pensions, in case of loss of a breadwinner, etc.

In turn, the personnel service submits to the accounting department information on the payroll number of employees, absenteeism, staff turnover, timesheets, orders for admission, transfer and dismissal, sheets of temporary disability for payment, information on the next vacations of employees, etc.

The HR department is generally vested with the following powers:

require all divisions of the organization to submit the materials necessary for its work;

to accept employees, organizations on the issues of relocation and dismissal;

interact with other organizations on the issue of recruiting;

to demand from other divisions the mandatory implementation of those instructions that are provided for by the regulation on the personnel department.

The regulation on the personnel department establishes the responsibility of the head of the personnel department for the performance of the functions assigned to the department and the responsibility of the employees of the department, which is established by job descriptions.

As for the job description of an employee of the personnel department, it, like any other job description, according to paragraph 5 of the Resolution of the Ministry of Labor of Russia dated February 9, 2004 No. 9 "On approval of the Procedure for the application of the Unified qualification reference book of positions of managers, specialists and employees" should consist of three sections: "Job responsibilities", "Knowledge requirements" and "Qualification requirements".

The main job responsibilities of the head of the personnel department are:

management of the work of the department;

ensuring the performance of work;

ensuring the rational use of material, financial and technical means;

carrying out work to protect information constituting a commercial secret;

ensuring a rational distribution of the workload between the employees of the department;

creation of conditions for staff development;

control over the observance by employees of the internal labor regulations, rules and regulations of protection, production and labor discipline;

making proposals on encouraging distinguished workers, imposing penalties on violators of production and labor discipline;

ensuring the preparation of statutory reporting.

The HR manager should know:

resolutions, orders, orders, other governing and normative documents of higher and other bodies concerning the activities of the department;

fundamentals of economics, labor organization and management;

internal labor regulations;

rules and norms of labor protection, safety, industrial sanitation and fire protection.

In budgetary organizations, there are certain requirements for qualifications in terms of payment categories. The general requirement is the presence of higher professional education and work experience in the profile of at least 5 years. For commercial organizations, such requirements can only serve as a guideline in determining the amount of wages.

In a full-fledged HR department of a medium-sized organization, the staffing table may include the following positions: head of the recruitment and management service (HR department); HR inspector; psychologist; Human Resources Specialist; timekeeper and others.

.2 Job descriptions for HR staff

personnel service chief personnel

The classic form of organization of the personnel service at the enterprise is the creation of a personnel department. Its size and structure largely depend on the scale of the enterprise and the methods of achieving the goals set for it. The organization of any enterprise begins with drawing up a regulation that lists the tasks, functions, rights and responsibilities of the unit.

The regulation on the personnel department consists of the following sections: general provisions; tasks; structure; functions; relationships with other divisions of the enterprise; rights; a responsibility.

In the section "General Provisions" the subordination of the personnel department to the director of the enterprise is fixed.

Section "Tasks" contains clearly formulated areas of activity of the personnel department, the most important of which are the organization of work to ensure the selection, placement, use of workers and specialists; formation of a stable working team; creation of a personnel reserve; organization of a personnel accounting system.

The "Structure" section specifies the procedure for developing and approving the structure of the department, its number, specific areas of work and the divisions of the department assigned to them.

In the section "Functions", functional responsibilities in the field of personnel work are considered, in particular:

development of recruitment plans in accordance with the enterprise development program;

registration of admission, transfer and dismissal of employees in accordance with labor legislation;

accounting of the personnel of the enterprise;

storing and filling out work books, keeping records of office work;

control over the execution of orders and instructions for work with personnel by the heads of divisions;

study of staff movement, analysis of staff turnover, development of measures to eliminate it;

analysis of the composition, business qualities of the company's specialists for the purpose of their rational use;

creating conditions for improving the educational and qualification level of specialists;

work on creating a reserve for nomination;

preparation of proposals for improving the placement and use of workers;

preparation and systematization of materials for the certification commission;

preparation of materials for the provision of workers, specialists and employees for encouragement and reward;

taking measures for the employment of laid-off workers;

monitoring and instructing personnel of the personnel department;

organization of control over the state of labor discipline and internal labor regulations;

maintaining all reporting on personnel issues.

The section "Relations with other divisions of the enterprise" contains a list of documents that come to the personnel department, and documents that are sent from the personnel department to other divisions.

From the production units, the personnel department receives applications for the admission of workers and employees, ideas about incentives, vacation schedules.

From the personnel department to production units, information is sent about violators of labor discipline, copies of orders for admission, movement within the enterprise, dismissal of workers and employees, changes in the internal labor regulations, information related to labor discipline issues.

From the accounting department, the personnel department receives a staffing table, calculations of labor requirements, certificates of wages for registration of old-age and disability pensions.

In the accounting department, the personnel department submits information on the payroll number of employees, absenteeism, staff turnover, timesheets, draft orders for the admission, transfer and dismissal of financially responsible persons, sheets of temporary disability for payment, information on the admission, movement, dismissal and regular vacations of employees enterprises.

The section "Rights" indicates the main powers with which the personnel department is vested, in particular: the right to demand from all divisions of the enterprise the materials necessary for the full-fledged work of the personnel department; the right to accept employees of the enterprise on issues of admission, transfer and dismissal; the right to communicate with other organizations on recruitment issues; the right to demand from other divisions the mandatory fulfillment of those instructions that are provided for by the regulation on the personnel department.

The section "Responsibility" establishes the responsibility of the head of the personnel department for the implementation of the functions assigned to the department and the responsibility of the employees of the department, which is established by job descriptions.

Any job description of an employee of an enterprise has three sections: job responsibilities, knowledge requirements and qualification requirements for pay grades.

The main job responsibilities of the head of the personnel department are: management of the work of the department; ensuring the performance of work; development of the necessary documentation, proposals, recommendations, instructions; ensuring the rational use of material, financial and technical means; carrying out work to protect information constituting a commercial secret; ensuring a rational distribution of the workload between the employees of the department; creation of conditions for the growth and professional development of personnel; control over compliance by employees with internal labor regulations, rules and regulations of labor protection and fire safety, production and labor discipline; making proposals on encouraging distinguished workers, imposing penalties on violators of production and labor discipline; ensuring the preparation of statutory reporting.

The head of the personnel department must know: resolutions, orders, orders, other governing and normative documents of higher and other bodies concerning the activities of the department; normative acts and methodological recommendations that determine the procedure for carrying out work in the department; fundamentals of economics, labor organization and management; internal labor regulations; rules and norms of labor protection, safety, industrial sanitation and fire protection.

The number of personnel in the personnel department and the list of types of basic work is determined by the number of employees in the organization.

To establish the required number of personnel in the personnel department, it is recommended to use the standard time norms for recruiting personnel accounting, which are designed to determine the cost of working time for recruiting and recording personnel, as well as standardized tasks.

The main types of work of the personnel department are paperwork for hiring and dismissing workers and employees, drawing up and recording work books, compiling statistical reports on personnel records, drawing up certificates, developing plans and calculating the number of employees, time keeping.

.3 Personnel structure of the enterprise

The composition and quantitative ratios of individual categories and groups of employees of the enterprise characterize the structure of personnel. The personnel of the enterprise, directly related to the process of production of products (services), that is, those engaged in the main production activities, are industrial production personnel. It includes all employees of the main, auxiliary, auxiliary and service shops; research, design, technological organizations and laboratories on the balance sheet of the enterprise; plant management with all departments and services, as well as services engaged in major and current repairs of equipment and vehicles of the enterprise.

Employees of trade and public catering, housing, medical and health institutions, educational institutions and courses, as well as institutions of preschool education and culture, which are on the balance sheet of the enterprise, belong to the non-industrial personnel of the enterprise.

Industrial production personnel are divided into two main groups - workers and office workers. Workers are subdivided into main and auxiliary. In the group of employees, the following categories of workers are distinguished:

leaders - persons empowered to make managerial decisions and organize their implementation. They are subdivided into linear, heading relatively separate economic systems, and functional, heading functional departments or services;

specialists - employees engaged in engineering, economic, accounting, legal and other similar activities;

employees themselves - employees who prepare and execute documents, accounting and control, economic services and office work (agents, cashiers, controllers, clerks, accountants, draftsmen, etc.).

The personnel of the enterprise are subdivided according to professions, specialties and skill levels. A profession means a special type of labor activity that requires certain theoretical knowledge and practical skills, and a specialty means a type of activity within a profession that has specific characteristics and requires additional special knowledge and skills from employees. For example, economists (profession) are subdivided into planners, marketers, financiers, trudoviks, etc. The profession of a turner is subdivided into specialties - carousel turner, boring turner, etc.

Qualification characterizes the degree of mastery by workers of a particular profession or specialty and is reflected in qualification (tariff) categories and categories that are assigned to them depending on theoretical and practical training. Tariff levels and categories are at the same time indicators that characterize the degree of complexity of work. A detailed description of the positions of each category and the requirements for them is contained in the Tariff and qualification guide to the positions of managers, specialists and employees, which covers only persons working for hire. The All-Russian Classifier of Occupations contains information about all employed in the labor market.

.4 Human resources functions of the enterprise

One of the most important functions of the human resources department of the enterprise (or the employee responsible for working with personnel) is to document labor relations. The most numerous is the documentation accompanying the processes of personnel movement at the enterprise. The movement of personnel is conventionally understood as: hiring, transferring and dismissing employees; provision of vacations; business trip. Upon admission to work, the basic biographical data of the employee, the conditions for his admission and remuneration are recorded. All this information may change in the future, therefore, documents on changing personal and biographical data and on changing conditions and remuneration can be attributed to the documentation that formalizes the processes of personnel movement.

Let us consider separately the procedures performed by the personnel service when registering the movement of enterprise personnel, and the documents created in this case.

Employment is not allowed without presenting a work record book and passport. For those liable for military service, the presentation of a military ID is also provided. In necessary cases, the administration of the enterprise has the right to demand from an applicant for a position or workplace a document on education or acquired profession with an indication of the category (qualification).

The basis for hiring is a written employment contract (contract). Applying for work writes a personal application with a request for admission. If necessary, a personal personnel record sheet (or questionnaire) is filled in and an autobiography is drawn up.

Hiring is formalized by an order for personnel. In the future, a personal T-2 card is filled in and a corresponding entry is made in the employee's work book.

Transfer to another job is carried out, as a rule, with the consent of the employee. The basis for the transfer can be a personal statement or a representation of the transfer. In cases permitted by law, for example, in case of a production need, the consent of the employee is not required. In this case, the basis for the transfer are: memoranda of managers, structural divisions, orders for core activities, acts or other documents fixing the reasons for the temporary reshuffle of personnel in connection with the current production situation.

Transfer to another job is formalized by an order for personnel.

The dismissal of employees of the enterprise is carried out for the reasons specified in the articles of the Labor Code of 2002, on the basis of a personal application submitted by the employee, or in connection with the expiration of a contract concluded for a certain period, or in the presence of an act of violation of labor discipline, etc. The dismissal of employees is formalized by an order for personnel.

The secondment of employees of the enterprise, as a rule, is justified in the memorandum of the head of the structural unit (leading specialist) and is formalized by an order for personnel.

When the conditions and wages of employees of the enterprise change, orders may be issued in advance for the main activity (for example, on the reorganization of the structure of the enterprise) or memoranda of the heads of structural divisions (leading specialists) can be drawn up, and then orders for personnel are drawn up.

When changing the biographical data (last name, first name, patronymic, etc.), the employee is obliged to submit documents to the personnel service - the grounds received in other organizations (for example, a marriage certificate with the change in the last name recorded in it, issued by the registry office).

Thus, the procedures performed by the personnel service when registering the movement of personnel are documented through the creation of the following basic documents: orders for personnel, personal statements of employees of the enterprise, contracts, transfer submissions, vacation schedules, memoranda, acts.

Orders for personnel are drawn up and maintained strictly separately from orders for main activities. At the same time, both types of orders are drawn up on the same forms. The texts of the majority of orders on personnel do not have a stating part and the verb "I order", as is customary in orders for the main activity. Therefore, personnel orders immediately begin with an administrative action: accept, appoint, transfer, dismiss, change the name, grant leave, send, etc.

Distinguish between simple (individual) and complex (summary) orders for personnel. Individuals contain information about only one employee, consolidated ones - about several employees, regardless of which managerial actions they fall under (hiring, transferring, dismissing, changing the last name, etc.). When drawing up consolidated orders, it should be borne in mind that one document should not contain information with different storage periods. Therefore, it is recommended to allocate orders for the granting of vacations and secondment of employees, which have a short (3 years) storage period, unlike other personnel orders, which are stored for 75 years. As a rule, orders on rewards and penalties are drawn up on an individual basis, taking into account their specific educational role.

Each item of the order on personnel must be formulated in strict accordance with the requirements of the Labor Code. Permanent information for any personnel order is an indication of the administrative action (dismiss, transfer), the surname and initials of the employee (name and patronymic in full - when hiring), position and structural unit (if the company has structural units), the date of entry into force of this clause of the order (if it does not coincide with the date of registration of the order).

The presence of other information in the points of the order on personnel is determined by the specifics of the administrative action.

When applying for a job, the established amount of remuneration must be indicated (salary, allowance, indexation, tariff rate) and, if necessary, the conditions of admission: temporarily (from ... to ...), with a trial period (its duration), etc. NS.

When transferring to another job - a new position and department, the type of transfer (for temporary transfers - with an indication of the duration), the reason for the transfer (in full compliance with the requirements of the Labor Code), a change in remuneration (if any).

Upon dismissal - the reason for dismissal, according to articles of the Labor Code.

When granting a vacation - its type, duration, start and end dates.

When on a business trip - the date and duration of the business trip, the place of destination, the name of the enterprise.

Each item of the order on personnel must end with a reference to the written basis for this administrative action.

Orders for personnel, according to the Labor Code, are brought to the attention of employees against receipt. Employee familiarization visas can be located either directly after the text of each paragraph of the order, or after the signature of the head of the enterprise.

The draft order on personnel, as a rule, is coordinated with the following interested officials: with the chief accountant, legal adviser, with the heads of structural divisions whose employees are mentioned in the order. There is a mandatory endorsement of orders for personnel by the head of the personnel service (in small organizations - by the employee responsible for maintaining personnel records).

Orders for personnel must be registered (separately from orders for main activities). As a registration form, a registration book (journal) is used (with a relatively small number of personnel orders issued during a calendar year) or registration cards (with large arrays of orders for the convenience of reference and search work).

The registration form indicates: the date and number of the order, the content, who signed the order.

Taking into account the differences in the storage periods of orders for personnel, it is recommended to index (number) them according to the following rule. A letter designation is added to the ordinal number of the personnel order to distinguish it by number from the order for the main activity. It is advisable to introduce different letter designations for personnel orders of different content, for example: No. 28-k - order on the movement of personnel (reception, transfer, dismissal, changes in personnel information), No. 12-km - on business assignment, No. 45-o - on vacation , No. 32-p - about encouragement.

The information contained in orders for personnel (information about work and incentives) is recorded in the work books of employees.

An employee's personal statement of acceptance, transfer or dismissal is written, as a rule, by hand, in any form or on a stencil form developed at the enterprise. The application shall indicate: the name of the structural unit, the name of the type of document, date, addressee (position, surname, initials of the head of the enterprise), text, personal signature, decoding of the signature. In the future, a resolution of the head and a mark on the execution of the document and its direction in the case are affixed to the application.

An employment contract, as a written form of an employment contract between an employee and the administration represented by the head of the enterprise, must have the following mandatory details: name of the type of document, date, index, place of compilation, text, signatures, seal. The contract is drawn up in two original copies, one of which remains at the enterprise, and the other is kept by the employee.

The translation concept has a unified form and includes details: the name of the structural unit, the name of the type of document, date, index, place of compilation, addressee, resolution, title to the text, text, signature, visas. The transfer submission is prepared by the head of the structural unit, addressed to the head of the enterprise, and agreed with the interested parties. The head of the enterprise, after considering the submission, puts down a resolution, on the basis of which the order for the transfer is prepared in the future. The text of the submission should reflect the assessment of the employee's production activity and justify the reasons for the transfer.

The sequence of annual vacations for employees of the enterprise is reflected in the vacation schedule - a document securing the distribution of regular vacations for the coming calendar year. In large enterprises, vacation schedules are drawn up in each structural unit, and then the personnel department prepares a consolidated schedule for the entire enterprise.

When drawing up a vacation schedule, the following are taken into account: current legislation, peculiarities of the enterprise's work, personal wishes of employees, etc. If there is a trade union organization at the enterprise, the vacation schedule is coordinated with the trade union committee. The summary vacation schedule is signed by the head of the personnel department and approved by the head of the enterprise.

The form of the vacation schedule is unified and includes the following details: name of the enterprise, name of the type of document, date, index, place of preparation, stamp of approval, title to the text, text, signature, approval visas, stamp of agreement with the trade union organization.

If it is necessary to postpone the vacation for another time, the head of the personnel department, with the consent of the employee and the head of the structural unit where he works, makes changes to the vacation schedule.

In order to reduce the number of internal documents, it is recommended to clarify the vacation time promptly, without drawing up an application. During the year, the actual terms of stay of each employee on the next vacation and the reasons that caused the change in the previously established vacation periods are entered into the schedule.

2. Personnel service in modern conditions

.1 The role and knowledge of HR in the modern environment

Now in our country, the increase in the role of personnel services is dictated by the following objective circumstances:

Today, the conditions in which the personnel service develops have changed significantly. These changes are associated with the transition of a persistent shortage of labor resources to their surplus. The main reserves are the best use of personnel, their optimal distribution among jobs, and an increase in the load on each member of the team. Reducing the number of personnel is the most important lever for increasing production efficiency at the first stage of the transition to a market economy.

A decrease in the number of employees should be compensated for by a higher labor intensity, and hence by a higher qualification of the employee. In this regard, the responsibility of personnel services in the choice of directions for the qualification growth of employees, in increasing the effectiveness of forms of training and stimulating their work, increases.

The implementation of the restructuring of the personnel policy entails an expansion of the functional responsibilities of personnel services employees, an increase in their independence in solving personnel problems.

Nowadays the personnel services do not meet the new requirements of the personnel policy. Their activities are limited mainly to solving issues of hiring and dismissing employees, issuing personnel documentation. There is no uniform system of work with personnel at enterprises, first of all, a system of scientifically grounded study of abilities and inclinations, professional and job promotion of employees in accordance with their business and personal qualities. The structure of personnel services, the qualitative composition and level of remuneration of their employees do not correspond to the tasks of implementing an active personnel policy. In the country, there is practically no training of specialists for work in personnel services.

The personnel department in modern conditions should be the organizer and coordinator of all work with personnel at the enterprise. It is designed to perform the function of monitoring the implementation of personnel policy in structural divisions, to supervise wages, medical care for employees, the socio-psychological climate in the team, and social protection of employees.

The nature of the functions performed and the tasks to be solved also predetermines the requirements for the personnel service, in particular the need for research and development (for example, surveys to identify factors, causes, consequences in relation to labor relations), establishing contacts with territorial labor management bodies, with the employment service and vocational guidance, universities and technical schools (colleges), with private structures specializing in the selection of personnel, due to the need to study the situation on the labor market, recruitment, training and advanced training, etc.

The effectiveness of the HR department at the enterprise depends on:

its structuring and concretization of the functions of each structural unit;

the interconnected work of structural units within the service itself;

organic connection of the work of the personnel service with the work of the technical and economic service of the enterprise;

staffing service.

The mission of the ordinary HR department is usually reduced to the conduct of personnel records management and recruiting. HR departments in large companies develop a personnel policy system, training, adaptation, placement of personnel, conducting trainings, accounting for the movement of personnel within the company, building a team and corporate culture, and developing motivation schemes. The functions of the personnel department include: planning the recruitment of the company's employees in the future, researching the human resources of working employees, planning the promotion of promising specialists within the company. Managers of the personnel department assess the professional and personal qualities of specialists in reserve, organize the processes of training and advanced training, as well as certification of employees. Also, the managers of the HR department are engaged in the development of job descriptions, the search for candidates, interviews and the selection of personnel for the necessary vacancies. Psychologists of the HR department analyze the reasons for staff turnover, control and monitor the state of the working environment and the observance of discipline in the departments of the company, help to find the optimal solution in conflict situations arising between employees. Inspectors of the personnel department draw up documents related to the hiring, transfer and dismissal of employees in accordance with personnel legislation, and also deal with the design and maintenance of work books, taking into account the personnel of the enterprise. HR inspectors are also involved in preparing documents for submission to the pension fund and the tax office.

In general, we can say that the role of the personnel department is high, especially for enterprises carrying out organizational and economic activities in the current economic situation.

It is important to emphasize that in the modern world the personnel service at the enterprise plays a very important role. She should be the coordinator and organizer of all work with personnel, personnel policy and any other activities related to work with personnel.

The personnel services of modern enterprises can be roughly divided into three groups.

Conservatives. They work in the old fashioned way, perform the technical functions of personnel records management.

Moderate innovators. Along with personnel records management, they perform separate functions in human resource management: recruitment, certification of employees and the formation of their training program. A psychologist sometimes gets on the staff of the personnel department, and then this unit deals with the socio-psychological microclimate in the team.

Innovators. They are actively introducing advanced personnel technologies. Recently, large companies have even created an independent structure, the Center for Personnel Assessment, Development and Training, which works not only with its own employees, but also conducts open and corporate trainings for other firms. This allows the division to be made not only self-supporting, but also profitable. With a large number of employees, each HR function can be performed by a separate unit within the HR department. But in a real situation, at the moment of its organization, far from all functions are realized.

Every organization that has decided to "get" employees for itself should know that in accordance with the labor legislation of the Russian Federation, this process must be properly documented.

Moreover, documentary registration is required not only for the hiring of workers, but also for their transfers, changes in existing working conditions, termination of labor contracts and many more things that occur in the course of work. Necessary in the organization and the rules of internal labor regulations, regulations on bonuses, as well as a number of documents regulating the work of employees. The lack of personnel documentation in the company can entail sad consequences for the employer, which will be expressed both in fines from the labor inspectorate and in problems with employees. The personnel department has traditionally been an independent structural unit of the enterprise, subordinate either to the head of the enterprise or to his deputy for personnel work. Depending on the type and sectoral affiliation of the enterprise, the number and structure of the personnel potential, the structure and the number of personnel of the personnel service of the enterprises have changed.

3. Ways to improve the work of personnel services in modern conditions

Nowadays the personnel services do not meet the new requirements of the personnel policy. Their activities are mainly limited to:

Resolving issues of hiring and dismissing employees,

Registration of personnel documentation.

There is no uniform system of work with personnel at enterprises, first of all, a system of scientifically grounded study of abilities and inclinations, professional and job promotion of employees in accordance with their business and personal qualities.

The structure of personnel services, the qualitative composition and level of remuneration of their employees do not correspond to the tasks of implementing an active personnel policy.

In the country, there is practically no training of specialists for work in personnel services.

But for a more effective work of the personnel service, it is necessary to improve it. By introducing competent changes in the work of the HR department, we doom our organization to success in advance, because half of the success depends on the work of the HR department.

The restructuring of the activities of personnel services should be carried out in the following directions:

) ensuring a comprehensive solution to the problems of high-quality formation and effective use of human resources based on the management of all components of the human factor: from labor training and vocational guidance of young people to caring for labor veterans;

) the widespread introduction of active methods of search and targeted training of workers needed for the enterprise and the industry.

The main form of attracting the necessary specialists and skilled workers for enterprises should be contracts with educational institutions. The advanced training of workers and specialists for the development of new techniques and technologies in the branches of the national economy is urgent, which requires personnel services to improve the planning of personnel training;

) systematic work with management personnel, with a reserve for nomination, which should be based on such organizational forms as business career planning, preparation of candidates for nomination according to individual plans, rotation of managers and specialists, training in special courses and internships in relevant positions;

) activation of the activities of personnel services to stabilize labor collectives, increase the labor and social activity of workers on the basis of improving socio-cultural and moral-psychological incentives;

) provision of social guarantees for workers in the field of employment, which requires personnel to comply with the procedure for employment and retraining of released workers, providing them with established benefits and compensations;

) the transition from predominantly administrative-command methods of personnel management to democratic forms of assessment, selection and placement, wide publicity in personnel work.

Personnel services of enterprises in modern conditions are becoming bodies of organizational and methodological support for electiveness and competition, periodic reporting of officials to labor collectives, which will require from personnel employees the ability to apply psychological testing methods, sociological methods of studying public opinion, assessing the candidate under study for nomination by his colleagues, subordinates, etc .;

) strengthening of personnel services by qualified specialists, increasing their authority, in connection with which it becomes urgent to create a system for training specialists for personnel services, their retraining and advanced training;

In this regard, it is advisable to identify in industries and regions those scientific organizations and consulting firms that will develop personnel problems and provide practical assistance to personnel services.

) strengthening the material and technical and scientific and methodological support of personnel work is an urgent task for most enterprises.

In the conditions of the formation of a market economy, a fundamentally new stage opens in the development of human resources services with qualitatively different functions and tasks.

It must also be remembered that in addition to the success of the organization itself, the work of each of their departments is inextricably linked with the personnel service, and with the improvement of the working conditions of the personnel service and its internal structures, we improve the work of the organization as a whole.

Conclusion

The personnel of the enterprise is understood as the totality of employees of various professional qualification groups employed at the enterprise in accordance with the staffing table, as well as the working owners of the organization who receive wages at the enterprise (firm).

Since cadres play the main role in the production process, then at each enterprise a personnel policy should be developed and implemented, which includes: selection and promotion of personnel; training of personnel and their continuous education; hiring part-time workers; placement of workers in accordance with the established production system; stimulation of labor; improving the organization of work; creation of favorable working conditions for employees of the enterprise.

Personnel policy should be aimed at achieving goals: creating a healthy and efficient team; raising the level of qualifications of employees of the enterprise; creation of a labor collective that is optimal in terms of gender and age structure, as well as in terms of qualifications; the creation of a highly professional management team capable of flexibly reacting to changing circumstances, feeling and implementing everything new and advanced and able to look far ahead.

The effectiveness of the use of labor at the enterprise depends on the structure of the personnel of the enterprise - the composition of personnel by category and their share in the total number, and on the functions performed by these personnel.

List of sources used

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.Kulapov, M.N. Human resources management: to help a novice leader: textbook / M.N. Kulapov. - Moscow: Dashkov and K, 2008 .-- 190 p.

.Odegov, Yu. G. Personnel management / Yu. G. Odegov, P. V. Zhuravlev. - Moscow: Delo, 2007 .-- 290 p.

.Popov, S.G. Personnel Management / S.G. Popov. - Moscow: Os-89, 2008 .-- 450 s

.Travin, V. V. Fundamentals of personnel management / V. V. Travin, V. A. Dyatlov. - Moscow: Infra-M, 2008 .-- 358 p.

.Fedorova, N. V. Personnel management of the organization / N. V. Fedorova, O. Yu. Minchenkova. - Moscow: KnoRus, 2007 .-- 415 p.

.Alekseenko, L. Structure and staffing of the personnel department: an individual approach / L. Alekseenko, L. Yanovskaya // Kadrovik. Personnel Management. - 2007. - No. 7. - P. 104.

.Gutgartz, R.D. Personnel design methods / R.D. - 2007. - No. 12. - S. 9-10.

.Kilyakova, D. A. How to organize the work of the personnel service? / DA Kilyakova // Handbook of personnel management. - 2007. - No. 8. - P. 80.

.Uspenskaya, E.A. Personnel service / E.A. - 2003. - No. 2. - P. 12.

.Chikilevsky, V. About the number of employees of personnel services / V. Chikilevsky, L. Kondratenko // Personnel service. - 2008. - No. 4. - P. 25.

.Yanovskaya, L. Regulations on the personnel department / L. Yanovskaya // Personnel service. - 2009. - No. 3. - P. 32.

.Yanovskaya, Yu. M. Perspectives of personnel service development / Yu. M. Yanovskaya // Handbook of personnel management. - 2009. - No. 8. - P. 79.

Personnel management at the enterprise is carried out by the personnel department. Personnel service - a set of specialized structures, divisions, together with the officials employed on them, designed to manage personnel within the framework of the selected personnel policy.

Personnel work - the activity of state bodies, governing bodies of individual organizations, personnel services and officials, aimed at the implementation of personnel policy. Areas of HR work are:

1. formation of a personnel management system and its strategy;

2. planning of personnel work, recruitment, selection and admission of personnel;

3. business assessment, career guidance and staff adaptation;

4. training, career management and personnel advancement;

5. motivation, organization of work and ensuring the safety of personnel;

6. creation of a normal psychological environment in the team and other areas of activity.

Personnel activities apply to the personnel of the organization. Personnel - the main (full-time) composition of qualified employees of organizations and institutions.

Personnel reform- a large-scale personnel innovation aimed at cardinal changes in personnel potential in accordance with the qualitatively new goals and objectives of the development of socio-economic systems and structures. The need for personnel reforms may appear as a result of a sharp change in production technology and products, changes in the external environment. Determining its need requires constant collection and analysis of information.

Personnel reform is always characterized by the presence of objective and subjective prerequisites.

Objective prerequisites are associated with: with a qualitative change in political, socio-economic and technical-technological conditions and the needs of the development of society, region, organization; with the availability of the necessary resources for reform.

Subjective prerequisites for personnel reform are associated with: the persistent inability of the existing personnel system to solve qualitatively new problems of reforming and developing social, production, economic and other systems; with the presence of subjective positive prerequisites for the implementation of personnel reform; with the understanding of the bulk of the personnel of the need for its implementation.

Personnel reform involves the development of appropriate strategic and tactical goals, priorities, reform plan, its regulatory, methodological and motivational support.

The criteria for assessing personnel reform at different stages of its implementation are: the level of financial costs and the level of return on invested capital; the degree of risk and uncertainty; the speed of dissemination of information about the innovations of the reform; compliance of the reform with existing norms and values; the possibility of implementing the reform in parts and returning to the previous practice; the impact of the reform on interpersonal relations.

The stages of personnel reform are as follows:

1. determination of the need for personnel reform;

) 2. collection of information on personnel innovations that are part of personnel reform;

3. preliminary analysis of the personnel reform model;

4. making decisions on personnel reform;

5. introduction (implementation) of personnel reform.

The implementation of personnel reform presupposes overcoming obstacles in its course, which are expressed in the contradiction of goals, motives of activity, interests of the participants in the innovation and personnel process, in resistance to the new, in the emergence of various bureaucratic barriers on the path of personnel reform, in the unsatisfactory work of the developers of personnel reform and specialists organizing the process of its implementation.

The effect of the introduction of personnel reform can manifest itself after a certain, sometimes very significant, period of time. Moreover, the magnitude of the effect largely depends on the organization of the implementation process. A sufficiently well-developed implementation mechanism is needed, which should be built in accordance with the fact that any organization is a tool for achieving deliberately set goals with a hierarchically organized management system, division of functions and their specialization in certain types of work. Personnel reforms are implemented sequentially by various organizational units. Their result is the creation of a new holistic personnel management mechanism.

The day-to-day duties of a personnel officer are regulated by the Ministry of Labor of the Russian Federation in a decree of 08.21.1998. It details the areas of responsibility of a specialist, the limits of subordination, considers the regulatory and legal framework necessary for an employee of the personnel department, the procedure for submitting and maintaining documentation. The unified qualification reference book defines 17 professions, which, in the performance of their official duties, are guided by the job description of a cadre worker. The structure of the department that regulates the activities of employees is reflected in the corresponding Regulation "On the personnel department".

HR Specialist - Job Responsibilities

The job description of a specialist in the personnel department established the procedure for labor relations, the range of responsibility, the functions assigned to the employee, the requirements for him, the required level of education and subordination. A person with sufficient professional training, education and experience of at least 12 months is considered a specialist.

The head of the HR department is responsible for the development and content of the instruction, and it is approved by the head of the company. It reflects all the job responsibilities of a specialist in the personnel department. Their composition, execution rules, powers are detailed by the administrative acts of the enterprise, internal regulations, federal and regional regulations. They consist in performing the following tasks:

documenting the hiring and dismissal of employees, transfer of personnel to other staff units in accordance with the norms of the Labor Code of the Russian Federation and orders of the management;
registration of activities and changes in the personal data of employees of all levels - from director to watchman - in accordance with the standards of accounting documents with changes to information bases;
collection of data for certification and advanced training;
development of a mechanism for incentives and penalties;
compilation and maintenance of personal files, collection and processing of personal data;
registration of work books - making entries, registration, accounting and storage;
the formation of work experience;
monitoring of vacations and control over the implementation of the schedule;
timely selection of documentation for the archive and its registration;

The activities of a personnel specialist provide for access to confidential data - personal files, commercial secrets. If the employee's actions caused property or financial damage to the organization, he will be held liable according to legal regulations.

The human resources specialist can carry out his job duties overtime. According to Art. 152 of the Labor Code of the Russian Federation, the overtime rate is set by the enterprise.

Human Resources Inspector - Job Responsibilities

As stated in the Unified Qualification Handbook, applicants with secondary education are considered for the position of HR inspector, the presence of professional experience does not matter. The entire scope of the duties of a personnel inspector is defined in an internal instruction. It includes the performance of office tasks:

In addition to office work, the duties of a personnel inspector also include the selection of employees for vacancies in accordance with professional requirements and the level of communication. A recruiter places ads in the press, Internet portals, sends an application to the employment center, conducts an interview. His task is not just to find a professional, but to find a person who will easily join the team and will not become a source of conflicts. The management may stipulate the duty of an inspector to conduct a competition among applicants. Qualifying events and control of the passage are in the competence of the personnel officer.

Responsibilities of the head of the personnel department

Only an employee with a higher education diploma who has worked in a similar position for at least 3 years can lead personnel officers. His candidacy is determined only by the head of the company. Management activities are carried out on the basis of the company's internal charter, strictly within the framework of Russian labor and civil law and in accordance with the job description of a personnel worker. The head of the OK is accountable only to the top management of the company.

The duties of the head of the personnel department are as follows:

development of regulations on personnel policy;
assessment of the organization's need for staff renewal;
management of the state according to authority and competence;
methodological and informational support of certification, organization and analysis of its results;
debugging the processes of transfer, dismissal or recruitment of personnel;
correctional activities;
regular monitoring of the fulfillment of official duties by the specialists of the personnel department;
control over the execution of orders for rewarding and incentives.

The duties of the personnel officer-chief include the implementation of measures to establish work discipline, increase the motivation of the team. The head is engaged in the preparation, approval of official information intended for the director. The competence of the management is to advise staff on current personnel issues.

The professional level of the head of the OK is evidenced by the knowledge of the labor and civil legislation of the Russian Federation, methods of assessing employees, the structure of the enterprise, requirements for paperwork, fire safety and labor protection standards.

An instruction with the duties of a personnel officer - chief, inspector or specialist - is signed by the applicant when hiring. The document is drawn up for each category of workers according to a standard template.

1. The organization of personnel work is significantly influenced by the personality of the manager, therefore, the primary task of personnel management is constant concern for the management personnel, which ensures the constant replenishment of the management personnel with fresh forces; strengthening of theoretical training and practical training of management personnel; ensuring a principled attitude towards personnel during their selection and replacement; constant increase in the responsibility of personnel for the assigned work; implementation of practical measures to continuously improve the performance of management bodies.
2. Strengthening the legal basis of state and public life, observance of the rule of law in the field of personnel work at all levels of organization of society as a guarantee of ensuring state and public interests, high-quality development of all spheres of society.
3. Ensuring the optimal correspondence of the personal qualities of the employee to the requirements of the work (workplace, position) is the main task of personnel policy and the fundamental idea of personnel work. Taking into account the general and special abilities, personal and business qualities of an employee is the main requirement of the scientific organization for the selection and placement of personnel, one of the basic principles of personnel policy.
4. Deepening democracy, developing self-government, expanding transparency in personnel work - factors of the country's socio-economic development and the principles of modern personnel policy. Hence, the principle of organizing personnel work is the democratization of the processes of the formation of managerial personnel and the functioning of the authorities and administration.
5. Updating and improving the socio-demographic and professional qualification structure of personnel due to demographic processes, social mobility, changes in technology and technology is the next principle of personnel work, based on ensuring a constant influx of new employees, an optimal combination of experienced personnel with long experience and young, initiative specialists.
6. The principle of using the labor of workers in accordance with their special training (education), rational distribution and redistribution of personnel between industries and regions of the country, a significant expansion of the labor-intensive sphere of social development and services, development of entrepreneurship also refers to the fundamental principles of personnel policy and organization of personnel work.

Personnel work system

Conceptually, HR work is the profession of human development in terms of professional activity; the main principle of this work is the value of each participant in material and spiritual production; one of its main tasks is to promote optimal social structures in production that ensure the development of professional skills and the formation of people's job satisfaction. From the very beginning, the practice of personnel work should focus on human satisfaction with work and the development of human capabilities and resources in a professional environment.

Thus, professional personnel workers are called upon to ensure the most complete and harmonious self-realization of a person in the labor process, to develop and substantively use scientific knowledge about human properties, features of professional activity, the formation and functioning of collectives and society as a whole, to develop human resources to satisfy individual, group and national professional needs and aspirations.

HR workers are engaged in planning, evaluation, analysis, practical implementation of HR policy, applying various methodological approaches, working within a specific organizational framework and ensuring the effectiveness of work with personnel at many levels: micro-level - a specific employee; meso-level - labor collectives, socio-demographic and professional qualification groups; the macrolevel of society and the state - national and international.

HR work is always performed in five contexts, which are parts of a holistic system, although they can be analyzed separately. These are the following contexts:

o geographical - all personnel work is concentrated within certain boundaries, be it an organization, region or country;
o political - each country has a political system that makes up the socio-political environment for personnel work;
o socio-economic - adequate means for choosing a profession, obtaining an education, real employment, obtaining medical care, access to social protection and social services;
o cultural - customs, beliefs, traditions, culture of national groups, communities and peoples; taking into account national peculiarities in the practice of personnel work;
o spiritual - philosophy, ethics, mentality, social values, hopes and ideals of those with whom personnel work is carried out; social values of professional workers in personnel.

An analysis of these five contexts reinforces the existing relationships and internal logic of the HR system in a given context. Attention to these contexts gives a conscious direction to the efforts and practice of personnel work, helps to identify and use certain components of personnel and social policy in working with people.

It is advisable to consider the system of work with personnel as a single, interconnected and long-term complex that ensures continuous improvement:

o the structure of personnel at all levels and in all links of the economy in accordance with the changing organizational structure of management, socio-economic conditions, new equipment and technology;
o the mechanism of forecasting, analysis and planning of personnel work, its regulatory framework;
o organizational, economic, legal, socio-psychological, pedagogical levers, as well as incentives to improve the efficiency of work with personnel, scientific organization of labor and management;
o forms and methods of selection and placement of personnel, a set of measures for assessment and professional promotion, training, retraining and advanced training of personnel.

The system of working with personnel is a multifaceted phenomenon, therefore, when developing it, it is necessary to take into account both internal connections between the components of this system and external ones. Internal relationships are analyzed and taken into account when drawing up professiograms, recruiting, assessing, placing personnel, identifying personnel needs, determining the level of qualifications, forms and content of vocational training, etc. , as a linking of the needs and interests of society and the individual, the selection of leading personnel and the formation of a management apparatus in accordance with specific management functions, the scientific organization of labor and an increase in the efficiency of the functioning of complex socio-technical systems (enterprises, organizations, institutions, etc.).

The formation and improvement of work with personnel is closely related to the improvement of the management system as a whole. It is known that the development of this management system is based on a combination of three approaches: national, sectoral and territorial. The same principle should be used when solving personnel problems. The creation of a unified state system of work with personnel must take into account the influence of sectoral and territorial aspects and peculiarities on it.

Summary

1. Under the personnel policy, therefore, it should be understood the general direction in personnel work, determined by the totality of the most important, fundamental provisions expressed in government decisions for the long term or for a separate period. HR work is understood as such actions, processes and operations that together ensure the implementation of the goals, objectives and principles put forward by HR policy.
2. Personnel policy is, first of all, a system of principles and the resulting forms, methods, directions and criteria for working with personnel, aimed at providing the production and non-production spheres of society with qualified personnel possessing the necessary professionally important qualities.
3. Personnel policy should be viewed in a broad and narrow sense. In a broad sense, the personnel policy is developed by the central bodies of state power and administration. Personnel policy in the narrow sense is the work of the administration of an enterprise, an organization with its own personnel, individual social and functional groups, with each employee. In this case, personnel policy as a management tool is an organizing activity that provides for the pooling of efforts of all employees of the enterprise to solve the problems facing the organization.

Introduction

1. Concept, tasks and functions of the personnel service

2. Fundamentals of the HR department

2.1 Regulations on the personnel department

2.2 Job descriptions of HR employees

2.3 Structure and forms of the personnel department

2.4 Rationing of labor of employees of the personnel service

3. Normative acts governing issues HR administration in Russia

4. Documents of the personnel department

4.1 Employment contract

4.2 Orders for personnel

4.3 Personal employee card

4.4 Employment book

4.5 Logs of accounting and control and internal official correspondence

Conclusion

List of sources used

Introduction

The topic of the course work is "Organization of the work of the personnel service".

Personnel service is the business card of the enterprise. The first step of a person in an enterprise is HR. And it is natural for a person to remember the beginning and end of various events. This has been established by psychologists. For each person, you just need to find your place. In one place the employee is ineffective, and in another he is a genius. In each one can find abilities that will allow a person to work in a certain area with maximum efficiency.

The relevance of the topic is justified by the fact that the correct recruitment of personnel, the rationality of the selection and the plan of personnel strategy, the required number of personnel so that in the future it would be able to carry out personnel policy will depend on the correct organization of the activities of personnel services, avoiding the reduction or dismissal of personnel.

The purpose of this course work is to analyze the organization of the work of the personnel department at the enterprise.

To achieve this goal, it is necessary to solve the following tasks:

identify the tasks and functions of the personnel department of the enterprise;

study and analyze the regulations governing the activities of the personnel department;

explore the features of personnel documentation.

The object of the research is the organization's personnel service.

Subject of work - documents regulating the work of the organization's HR department.

Course work consists of an introduction, four chapters, a conclusion, a list of sources used, an application.

1. Concept, tasks and functions of the personnel service

Personnel service (personnel management service) is a structural unit authorized to carry out personnel management and organizational and methodological management of personnel management activities implemented at the enterprise.

Currently, HR services can perform the following functions:

· workforce planning - determining the need for personnel depending on the organization's strategy, searching for specialists, creating a personnel reserve;

· staffing - selection of candidates and selection of personnel from the reserve group;

· organization of office work - preparation and execution of personnel documents (contracts, orders, work books, etc.), organization of work with them (registration, control, current storage, nomenclature of cases, value examination, preparation and transfer for storage to the archive);

· certification of employees of the organization;

· training, retraining and advanced training of personnel;

· analysis of staff movement and turnover;

· identification of social tension in the team and its removal;

· coordination of work to stabilize working conditions and comply with safety measures;

· discipline management.

In recent years, it has been proposed that the functions of the personnel service include the organization of remuneration, which implies certification of workplaces, the definition of the structure of remuneration and the structure of benefits, the system of labor indicators, and analysis of the labor market.

The main tasks of personnel work at the enterprise can be divided into areas:

.The accounting and control direction of personnel work involves the solution of the following main tasks:

· hiring workers at the enterprise;

· accounting of employees;

· dismissal of employees;

· work with temporarily absent employees of the enterprise (on vacation, absent due to illness, leaving on business trips, etc.).

2. Planning and regulatory direction:

· selection (search and selection) of employees for the enterprise;

· placement of employees of the enterprise;

· relocation of employees of the enterprise;

· establishment and adaptation of employees.

3. Reporting and analytical direction of personnel work:

· study of workers;

· assessment of the work of employees;

· analytical work;

· preparation of reports.

4. Coordination and information direction:

· professional training (education and retraining) of employees;

· organization of reception of employees of the enterprise (on official and personal issues);

· work with written requests from employees of the enterprise;

· archival and reference work.

5. Organizational and methodological direction:

· documenting the activities of employees of the enterprise;

· personnel work in the divisions of the enterprise;

· planning of personnel work;

· management of personnel work.

All tasks of the personnel department are determined by the specifics of the organization's work, while taking into account:

· the size of the organization;

· business direction (production, trade, the sphere of rendering services to the population);

· the strategic goals of the organization;

· stage of development of the organization;

· number of staff;

· priority tasks of work with personnel.

The principles of building a modern personnel management system are:

· the effectiveness of the selection and placement of employees;

· fairness of remuneration and motivation, remuneration not only for individual, but also for collective achievements;

· promotion of employees in accordance with the results of work, qualifications, abilities, personal interests, needs of the organization;

· quick and effective solution to personal problems.

The work of personnel services has two directions: tactical and strategic.

Within the framework of the tactical direction, the current personnel work is carried out:

· analysis of the state and planning of personnel needs, development of staffing tables, implementation of recruitment, assessment and selection of personnel;

·testing;

· planning of the next personnel transfers and layoffs, current accounting and control, preparation, retraining and advanced training, formation of a reserve for promotion, promotion of organizational values and education of personnel in their spirit.

The main activity of human resources services is considered to be the formation of labor resources: planning the need for them and organizing practical measures for recruiting personnel, resolving conflicts, and pursuing social policy.

The essence of personnel work is to determine what exactly, by whom, how and with the help of what should be done in practice at the moment in the field of personnel management. The solution to these day-to-day tasks is based on administrative methods.

The strategic direction of the work of personnel services is focused on the formation of the personnel policy of the organization - a system of theoretical views, ideas, requirements, practical measures in the field of work with personnel, its main forms and methods.

Based on this chapter, we can note that the personnel service is an obligatory link in the organization of the enterprise and the tasks of the personnel service depend on the directions of the enterprise. And also the correct organization of personnel records management is the key to the prosperity of the enterprise, but the work of the personnel service is not limited to accounting and statistics, since it is the basis for analysis and planning of the company's potential.

2. Fundamentals of the HR department

1 Regulation on the personnel department

One of the first steps in organizing the work of an enterprise is the drafting of regulations on the personnel department. It encompasses the tasks, functions, rights and obligations of the organization's personnel.

· The regulation on the personnel department includes several sections:

· general provisions;

·tasks;

·structure;

· Functions;

· relationships with other divisions of the enterprise;

·rights;

· a responsibility.

The section "General Provisions" indicates the subordination of the personnel department to the director of the enterprise.

The section "Tasks" contains clearly formulated directions of the department's activities, the most important of which are the organization of work to ensure the selection, placement, use of workers and specialists; formation of a stable working team; creation of a reserve; organization of a personnel accounting system.

In the "Structure" section, the procedure for developing and approving the structure of the department, its size, areas of work and assigned divisions of the department are indicated.

In the section "Functions", functional responsibilities in the field of personnel work are considered:

· development of recruitment plans;

· registration of admission, transfer and dismissal of employees in accordance with labor legislation;

· accounting of the personnel of the enterprise;

· storing and filling out work books, keeping records of office work;

· control over the execution of orders and instructions for work with personnel by the heads of divisions;

· study of staff movement, analysis of staff turnover, development of measures to eliminate it;

· analysis of the composition, business qualities of the company's specialists for the purpose of their rational use;

· creating conditions for improving the educational and qualification level of specialists;

· work on creating a reserve for nomination;

· preparation of proposals for improving the placement and use of workers;

· preparation and systematization of materials for the certification commission;

· preparation of materials for the provision of workers, specialists and employees for encouragement and reward;

· taking measures for the employment of laid-off workers;

· monitoring and instructing personnel of the personnel department;

· organization of control over the state of labor discipline and internal labor regulations;

· maintaining all reporting on personnel issues.

From other divisions, the personnel department receives applications for hiring workers and employees, ideas about incentives, vacation schedules.

From the personnel department to the subdivisions, information about violators of labor discipline, copies of orders for admission, movement within the enterprise, dismissal of personnel, changes in the rules of the labor schedule, information on labor discipline issues are sent.

The section "Rights" indicates the main powers of the HR department:

· the right to demand from all divisions of the enterprise the materials necessary for the full-fledged work of the personnel department;

· the right to accept employees of the enterprise on issues of admission, transfer and dismissal;

· the right to communicate with other organizations on recruitment issues;

· the right to demand from other divisions the mandatory fulfillment of those instructions that are provided for by the regulation on the personnel department.

The section "Responsibility" establishes the responsibility of the head of the personnel department for the performance of the functions assigned to the department and the responsibility of the employees of the department, which is established by job descriptions.

2.2 Job descriptions of HR employees

The job description of an employee of the personnel department, like any other job description, in accordance with clause 5 of the Resolution of the Ministry of Labor of the Russian Federation of February 9, 2004 No. 9 "On Approval of the Procedure for the Application of the Unified Qualification Reference Book for the Positions of Managers, Specialists and Employees" consists of three sections: "Job responsibilities", Knowledge Requirements and Qualification Requirements.

The duties of the head of the personnel department are:

· management of the work of the department;

· ensuring the performance of work;

· development of the necessary documentation, proposals, recommendations, instructions;

· ensuring the rational use of material, financial and technical means;

· carrying out work to protect information constituting a commercial secret;

· ensuring a rational distribution of the workload between the employees of the department;

· creation of conditions for staff development;

· control over the observance by employees of the internal labor regulations, rules and regulations of protection, production and labor discipline;

· making proposals on encouraging distinguished workers, imposing penalties on violators of production and labor discipline;

· ensuring the preparation of statutory reporting.

The HR manager should know:

· resolutions, orders, orders, other governing and normative documents of higher and other bodies concerning the activities of the department;

· fundamentals of economics, labor organization and management;

· internal labor regulations;

· rules and norms of labor protection, safety, industrial sanitation and fire protection.

In budgetary organizations, there are qualification requirements for setting wages. For example, having a higher professional education and work experience in the field of at least 5 years. For commercial organizations, such requirements can only serve as a guideline in determining the amount of wages.

As a rule, the staffing table of the personnel department has the following positions: head of the personnel department; HR inspector; psychologist; HR specialist and others.

2.3 Structure and forms of the personnel department

The organizational forms of the personnel department can be as follows:

· personnel management;

· personnel Management;

·Human Resources Department;

· Human Resource department;

· Personnel center.

Records management in the personnel service can be carried out by one person - an inspector (manager) for personnel or a manager's secretary.

When choosing the organizational form of the personnel service, the manager must understand that his decision is determined by the staffing of the organization.

Depending on the number of employees, the organization can be roughly divided into three categories:

)Large, when the organization employs several hundred (thousand) employees;

)Average, when the number of employees does not exceed three hundred people;

)Small, consisting of several employees.

In large organizations, especially in those that have subsidiaries in the regions of Russia, it is recommended to create a personnel management, personnel management, and medium-sized ones - personnel departments. In small organizations, work with personnel documentation can be assigned to inspectors (managers) for personnel or to the secretaries of the head. In this case, the performance of this function should be reflected in the job description of the inspector or secretary.

The structure of the personnel service and its staffing depends on a number of factors, the main of which are:

industry affiliation of the enterprise;

the place of the enterprise in the economy (world level, state, regional, local);

the level of centralization of management;

type of enterprise (local company, holding);

defining economic indicators;

the number of employees of the enterprise;

the concept of personnel management;

personnel policy (priorities, strategy, tactics);

the state of the regional labor market;

availability of regional educational infrastructure;

gender and age of employees;

technological features of production;

the level of professional training of personnel service specialists.

Depending on the size of a particular organization, the following organizational forms of personnel work are distinguished:

· an independent structural unit with direct subordination to the head of the organization or his deputy;

· performing the functions of the personnel department by an individual employee of the organization;

· performing the functions of the personnel department in combination with the performance of other work.

In small companies (up to 100 people), two employees of the personnel service are enough, in medium-sized organizations (up to 500 people) it is advisable to create a personnel department of personnel from three to four personnel specialists, in larger companies (over 1500 people) from seven to ten employees of the service staff.

Figure 1- The structure of the personnel department of the enterprise

In the course of interaction with other divisions of the organization, the personnel department receives applications from them for hiring workers and specialists, ideas about incentives, vacation schedules, etc.

From the personnel service to the divisions are sent:

) information about violators of labor discipline;

2)copies of orders on the admission of new employees, movement within the organization, dismissal of employees;

)copies of orders for approval (change) of the Internal Labor Regulations;

)information related to the observance of labor discipline.

The HR department is generally vested with the following powers:

· require all divisions of the organization to submit the materials necessary for its work;

· to accept employees, organizations on the issues of relocation and dismissal;

· interact with other organizations on the issue of recruiting;

· to demand from other divisions the mandatory implementation of those instructions that are provided for by the regulation on the personnel department.

2.4 Rationing of labor of employees of the personnel service

Employees of personnel services, as well as employees of other structural divisions of the organization, the Labor Code of the Russian Federation guarantees:

· state assistance to the systemic organization of labor rationing;

· application of labor rationing systems determined by the employer taking into account the opinion of the elected trade union body or established in the collective agreement.

Labor rationing (labor standards) - these are the rates of production, time, service. They are established for workers in accordance with the achieved level of technology, technology, organization of production and labor. The employer is obliged to provide normal conditions for the employees to fulfill the production standards. The Labor Code of the Russian Federation (Articles 159, 160, 163) defines what applies to such conditions:

· good condition of premises, structures, machines, technological equipment and equipment;

· timely provision of technical and other necessary documentation for work;

· proper quality of materials, tools, other means and items necessary for the performance of work, their timely provision to the employee;

· working conditions that meet the requirements of labor protection and production safety.

The production rates for each employee of the personnel service, in accordance with his job duties, as well as the number of employees of the personnel service can be calculated using the "Interindustry consolidated standards of time for work on recruiting and recording personnel."

In this chapter, we found out that the fundamentals of the HR department lies in the organized work of the employees of the enterprise, including the personnel of the HR department. We identified the functions for which the personnel service is responsible and relationships with other departments in the organization. We also got acquainted with the hierarchy in the personnel department.

3. Normative acts governing HR administration in Russia

Table 1 - Acts regulating the procedure for working with personnel documents:

P / p. The name of the document and the date of its approval Useful information for an employee of the personnel service 1 Labor Code of the Russian Federation (Labor Code of the Russian Federation). Adopted by the State Duma of the Russian Federation on December 21, 2001, the Labor Code of the Russian Federation in the field of documentation: - Establishes the mandatory application of a number of legal acts; internal labor regulations, vacation schedule, etc. (Articles 123, 190, etc.). - Determines the documents that document personnel procedures: admission, transfer, termination of an employment contract, leave, encouragement and collection of employees (Articles 67, 68, 84, etc.). - Establishes the deadlines for processing documents and the procedure for familiarizing employees with them 9st. 14, 67, 68) - Introduces the mandatory development of documents that should regulate the procedure for transferring personal data of employees (Article 88). - Establishes the procedure for agreeing documents or taking into account the opinion of a representative body (Articles 8, 136, 190, etc.). 2Federal Law of February 20, 1995 No. 24-FZ "On Information, Informatization and Protection of Information" (Collected Legislation of the Russian Federation. 1995 No. 8. Art. 609) Fixes the obligation to document information, establishes the obligation to provide information to state bodies. Article 5. Documenting information A document received from an automated information system acquires legal force after it is signed by an official in the manner prescribed by the legislation of the Russian Federation. Article 15. Obligations and responsibility of the owner of information resources The owner of information resources is legally liable for violation of the rules for working with information in the manner prescribed by the legislation of the Russian Federation.3 Federal Law "On Joint Stock Companies" (Article 89) and the Federal Law "On Limited Liability Companies »(Art. 50) Determine the obligations of the companies for the storage of documents and their composition. The law establishes not only the mandatory storage of documents at the location of its executive body, but also the mandatory transfer of documents to state storage. “The society is responsible for the ordering of documents, must carry out work on their preservation in accordance with the instructions and recommendations of the archival authorities of the Russian Federation.” Resolution of the Ministry of Labor and Social Development of the Russian Federation of October 10, 2003 No. 69 "On approval of instructions for filling out work books" Establishes the rules for maintaining and storing work books, making work book forms and providing employers with them. Establishes the form of the work book and the form of the insert in the work book, as well as the general procedure for maintaining them. registration. In addition to the rules for processing documents, issues of the technology of their processing and storage procedure are considered here. It can be used in commercial organizations for the development of internal instructions for office work. 6 Album of unified forms of primary accounting documentation for labor accounting and remuneration. Research and Development Institute of Statinform, Goskomstat of Russia, 2004. Unified forms of primary accounting documentation apply to legal entities of all organizational and legal forms and forms of ownership, and for accounting for the use of working time and settlements with personnel for wages - to legal entities of all organizational and legal forms and forms of ownership , except for budgetary institutions. 7 List of standard documents generated in the activities of organizations with an indication of the storage period. Rosarchiv. 2000. Contains a list of almost all possible reorganization of documents, indicating their storage time.8 GOST R 6.30-2003 “Unified system of organizational and administrative documentation. Requirements for paperwork ". It is advisory in nature. Determines the general requirements for the execution of documents and the composition of their details9 Basic rules for the archives of organizations. Approved by the decision of the Rosarkhiv Collegium of February 6, 2002 The main document securing the document storage system in office work and archives. They regulate the technology for the preservation of documents, contain requirements for the nomenclature of cases, establish the procedure for their compilation, approval, approval, use and storage.10 biographical data about employees, information about education, position held, etc. It is used to fill out a number of registration forms (T-2) used in the personnel service.11 All-Russian classifier of specialties in education OK 009-93 (OKSO). on specialties, specializations, fields of knowledge (sciences), areas of training.12 All-Russian Classifier of Information on the Population (OKIN). It is used when filling out questionnaires, personal sheets, personal T2 card and other registration forms. Filling in information about age, citizenship, nationality, languages of the peoples of the Russian Federation and foreign languages, the degree of knowledge of languages, marital status, etc. must comply with the wording included in the classifier.13 14 Interindustry consolidated time standards for recruiting and recording personnel. Its validity period is until 1996, however, it can be used as a methodological basis for calculating the required number of personnel in the personnel department. This is a kind of methodological guide for determining the cost of working time for work performed by the personnel service. Also serves to justify the number of employees in the personnel department. In addition, it contains a listing of all the necessary documentation operations, outlines the sequence of working with documents, establishes the technology for registering documents, and the procedure for their storage. Contains recommended forms for recruiting and recording personnel, including registration logs for persons liable for military service.15 Decree of the Federal Commission for the Securities Market of July 16, 2003 No. 03-33 / PS on the approval of the regulation on the procedure and terms of storage of documents of joint stock companies. Determines the procedure for storing and destroying documents in joint stock companies. Societies.16 Federal Law of July 27, 2006 No. 152-FZ "On Personal Data". Regulates relations related to the processing of personal data by legal entities with the use of automation tools or without the use of such means. Determines the procedure for receiving, storing, processing, using and transferring personal data of employees (including).

Some of these documents apply to state and budgetary organizations, but in the absence of a regulatory framework, they are recommended for use in commercial organizations and can be used as methodological assistance in the preparation of local acts of the organization.

After the process of familiarization with the regulations governing HR administration in Russia, I can conclude that the number of these acts is quite enough for the coordinated work of the HR department.

personnel records management

4. Documents of the personnel department

The activities of the organization's personnel service are an integral part of such an important and extremely responsible direction as documentation support for management. There is a certain regulatory and methodological base that regulates the correctness of paperwork, the construction of document flow in the organization, etc.

The concepts of "personnel documentation" or "personnel documentation" mean a range of documents containing information about the employees of the enterprise and the activities of the personnel service: personal and accounting documents, organizational and administrative, planning and reporting and statistical. Personnel documentation is the primary source of information on the work experience of citizens and, in this regard, is directly related to ensuring their constitutional rights.

Personnel documentation belongs to the category of documents for long-term storage.

HR documents are divided into the following categories:

· Personnel documentation (created in the process of the HR service performing its duties to document work with personnel. Personnel documentation is always "tied" to a specific employee and reflects the specifics of his position (profession), employment conditions, labor results, etc. .).

· Administrative documents (orders and orders of the head belong to this type of internal documents. With their help, the head of the organization exercises the powers to manage the organization provided for by the charter of this organization. Orders of the first official of the company are divided into two independent groups).

· Documents confirming the employee's labor activity (the purpose of these documents is to reflect as accurately as possible the employee's length of service).

· Information and settlement documents (maintained by the personnel department to record personal data of employees, to consolidate information related to their work).

It is also important to know that the following unified forms for personnel accounting are currently in force, the maintenance of which, in accordance with clause 2 of the Resolution of the State Statistics Committee of the Russian Federation of January 5, 2004 No. 1, is mandatory for all organizations operating in the Russian Federation, regardless of forms of ownership:

labor contract;

No. T-1 - an order (order) on the hiring of an employee;

№ T-1a - order (order) on the hiring of workers;

№ Т-2 - employee's personal card;

№ Т-2ГС (МС) - personal card of a state (municipal) employee;

№ Т-3 - staffing table;

№ T-4 - registration card of a scientific, scientific and pedagogical worker;

№ T-5 - an order (order) on the transfer of an employee to another job;

№ T-5a - order (order) on the transfer of employees to another job;

No. T-6 - order (order) on granting leave to the employee;

№ Т-6а - order (order) on granting leave to employees;

№ T-7 - vacation schedule ";

No. T-8 “Order (order) on termination (termination) of an employment contract with an employee (dismissal);

No. T-8a - an order (order) on the termination (termination) of an employment contract with employees (dismissal);

№ T-9 - an order (order) on the direction of the employee on a business trip;

No. T-9a - an order (order) on sending workers on a business trip;

№ T-10 - travel certificate;

№ Т-10а - service assignment for sending on a business trip and a report on its implementation;

№ T-11 - order (order) to encourage the employee;

№ T-11a - order (order) on the encouragement of employees;

№ Т-12 - timesheet and calculation of labor remuneration;

№ Т-13 - timesheet;

No. T-49 - payroll;

No. T-51 - payroll;

No. T-53 - payroll;

No. T-53a - payroll registration journal;

№ Т-54 - personal account;

№ Т-54а - personal account (svt);

No. T-60 - a note-calculation on the granting of leave to the employee;

No. T-61 - a note-calculation upon termination (termination) of an employment contract with an employee (dismissal);

No. T-73 - an act of acceptance of work performed under a fixed-term employment contract concluded for the duration of a certain job.

4.1 Employment contract

An employment contract is concluded in writing between the employee and the administration represented by the head of the enterprise and contains the main details:

document's name;

place of compilation;

The contract is drawn up in duplicate, one remains with the enterprise, and the second is given to the employee.

4.2 Orders for personnel

Orders for personnel are the most important document that is drawn up in the process of documenting the functions of the personnel department. The orders are used to formalize the acceptance, transfer and dismissal of employees; provision of vacations, business trips; changes in working conditions and remuneration, assignment of categories and changes in personal data; encouragement and imposition of penalties.

The execution of orders for personnel takes place on the basis of a written justification (for example: a statement by an employee, a marriage certificate, indicating a change in the name of an employee, a memo)

The employee's personal application for admission, transfer or dismissal is written by hand or on the letterhead of the organization. The application shall indicate: the name of the structural unit, the name of the type of document, date, addressee (position, surname, initials of the head), text, personal signature, decoding of the signature. Further, the statement is affixed with the resolution of the head and a mark on the execution of the document and direction in the case.

The text of the order on personnel does not have a stating part (the verb "I order"). Personnel orders begin with an executive action. Accept, appoint, transfer, dismiss, change the surname, grant leave.

Distinguish between individual and consolidated orders for personnel. Individuals contain information about one employee, consolidated ones - about several employees, regardless of what management actions they fall under. Consolidated orders should not contain information with different storage periods. It is advisable to highlight orders for the granting of vacations and business trips that have a short shelf life. Orders for rewards and punishments are drawn up on an individual basis.

Each item of the order on personnel must be formulated in accordance with the Labor Code of the Russian Federation.

Upon hiring, the amount of remuneration (salary, allowance) and, if necessary, the conditions of admission are established: temporarily, with a trial period.

When transferring to another job, the new position and division, the type of transfer, the reason for the transfer (in accordance with the Labor Code of the Russian Federation), the change in remuneration are indicated.

Upon dismissal, the reason for dismissal, according to the articles of the Labor Code of the Russian Federation.

When granting a vacation - its type, duration, start and end date.

When on a business trip - the date and duration of the business trip, the place of destination, the name of the enterprise.

With rewards, punishments - the reason and type of reward or punishment.

Each clause of the order must end with a reference to the written basis for the administrative action.

Orders for personnel are brought to the attention of the employee against receipt. Employee familiarization visas can be located either after the text of each paragraph of the order, or after the signature of the head.

The draft order on personnel is coordinated with officials, such as: the chief accountant, with the heads of structural divisions, and a legal adviser.

Orders for personnel must be registered. The registration book is used as a registration form. The registration book indicates: the date and number of the order, who signed the order. Due to the difference in the storage periods of orders for personnel, it is recommended to number them according to the following rule. A letter designation is added to the ordinal number of the order (to distinguish it from the order for the main activity).

The information contained in orders for personnel (information about work and incentives) is entered into work books.

The order (order) on employment is one of the unified forms of primary accounting documentation, the use of which is mandatory for all organizations. (Appendix # 1)

An order (instruction) on the transfer to another job (form No. T-5) is used when registering the transfer of an employee from one structural unit to another. To be completed by an employee of the HR department in one copy. (Appendix # 2)

The order (decree) is endorsed by the head of the structural unit of the previous and new place of work and signed by the head of the organization. On the basis of this order, the personnel department makes notes in the personal card, work book and other documents.

On the reverse side, notes are made about non-surrendered property and material values, which are registered with the employee at the previous place of work.

The order (order) on the granting of leave (form No. T-6) is used for registration of annual and other types of leave granted to employees in accordance with the Labor Code, current legislative acts and regulations, the collective agreement and vacation schedules. (Appendix # 3)

Filled in two copies: one remains in the HR department, the other is transferred to the accounting department. Signed by the head of the structural unit and the head of the organization.

On the basis of the order for granting leave, the personnel department makes notes in the employee's personal card, and the accounting department calculates the wages due for the vacation. When granting leave without payment, next to the indication of the number of vacation days, "no pay" is indicated. In the section "Accrued" in column 1, blank lines indicate the months for which the wages were accrued.

4.3 Personal employee card

Personal card (form No. T-2) is filled in one copy on the basis of documents (Appendix No. 4):

passports;

military ID;

work book;

based on a survey of an employee.

Free lines can be filled with data at the discretion of the organization. After completing the "General information" section, the person applying for work signs a personal card and puts down the date of completion.

Also in section 1, the names and dates of graduation of the second educational institution of higher or secondary vocational education are indicated.

When filling out section 2, military service is recorded with an indication of the position.

In section 3, with each entry made on the basis of an order, the administration is obliged to familiarize the employee against receipt.

When filling out section 4 "Attestation" of a personal card, all columns and columns are filled in. They indicate:

· date of attestation;

· the decision of the commission, for example: "transfer to a position", "send for advanced training";

The column "Basis" may be blank. Alternatively, it may contain an order from the organization to send an employee for attestation or an order to approve the results of attestation.

Data on professional development are recorded on the basis of documents submitted by the employee.

Section 5 "Professional development" indicates:

· start and end dates of training;

· type of advanced training;

· the name of the educational institution, the faculty of advanced training at a higher educational institution, the faculty of advanced training at a secondary vocational educational institution, an advanced training institute, advanced training courses at the ministry, advanced training courses at enterprises, research and design organizations, higher and secondary vocational institutions education, training institutes and their branches);

· type of document (certificate, certificate);

· the column "Basis" may be blank, or it may contain an order from the organization to send an employee for advanced training.

Similarly, in section 6, information about professional retraining is entered with an indication of the specialty (direction, profession) in which the retraining takes place.

When filling out section 7 "Incentives and awards", it is necessary to indicate the types of incentives applied to the employee (both at the level of the organization and at the level of ministries and departments), as well as list state awards.

Section 8 "Vacation" keeps records of all types of vacations provided to the employee during the period of work in the organization. The basis for making entries are orders for the granting of vacations.

When filling out the table for vacations on the basis of an order, only the date of the beginning of the vacation is entered. The vacation end date is entered after the employee returns from vacation. This is due to the fact that if an employee is called from vacation or is interrupted, the “End date” column will contain the date of the employee's departure to work, and not the planned end date of the vacation by order.

In the same table, leave without pay is necessarily noted. It is taken into account when calculating the length of service, which gives the right to an annual basic paid leave, since according to Art. 121 of the Labor Code of the Russian Federation, it does not include the time of granting an employee unpaid leave if their total duration exceeds 14 calendar days during the working year.

Section 9 "Social benefits" should indicate the list of benefits and their grounds provided to the employee of the Federal Law, by-laws and local regulations of the organization.

Section 10 "Additional information" is filled in if necessary:

· information about training in part-time (evening), part-time, external departments of institutions of higher and secondary vocational training (the dates of admission to the educational institution and its graduation should also be noted);

· information about a working disabled person with an indication of the certificate, the disability group and the date of its establishment (change), the reason for the disability;

· the conclusion of the expert commission on the conditions and nature of work.

After the employee is dismissed from the organization, entries are made in Section XI of the grounds for dismissal ", which indicates the decoding of the grounds for dismissing the employee in accordance with the exact wording given in the Labor Code of the Russian Federation, the date of dismissal, and the number of the dismissal order.

When the personal T-2 card is closed, the personnel service employee puts his personal signature with its decoding and an indication of the position. The employee himself signs in the same way. In this case, the signature of the employee confirms his agreement with all the entries made in his personal card.

4.4 Employment book

According to Article 66 of the Labor Code of the Russian Federation, the work book of the established sample is the main document on the labor activity and work experience of the employee. During the entire period of the employee's activity in the organization, information about him is reflected in this document. (Appendix # 5)

Working with work books and making entries in them are strictly regulated: according to Art. 66 of the Labor Code of the Russian Federation, the form, procedure for maintaining and storing work books, as well as the procedure for producing forms for work books and providing employers with them are established by the Government of the Russian Federation.

Decree of the Government of the Russian Federation of April 16, 2003 No. 225 "On work books" approved the form of the work book, the form of the insert in the work book and the rules for maintaining and storing work books, making forms of the work book and providing employers with them. By the Decree of the Ministry of Labor of Russia dated October 10, 2003 No. 69, the instructions for filling out work books were approved.

According to these rules, the employer is obliged to keep a work book for each employee who has worked in the organization for more than five days, if the work is the main one for the employee. An employee entering work for the first time is given a work book, which is filled in in his presence within a period of no more than a week from the date of employment. An employer who is an individual does not have the right to make entries in the work books of employees, as well as to draw up work books for employees who are hired for the first time.

To prevent the use of counterfeit work books, the Government of the Russian Federation obliged the Ministry of Finance of the Russian Federation to approve the procedure for providing employers with new forms of work books and an insert in it, and employers to ensure that work books, as well as forms of a work book and an insert, are recorded.

The following information is entered into the work book:

· About the employee;

· about the work he does;

· about transfers to another permanent job;

· about the dismissal of an employee;

· grounds for termination of an employment contract;

· about awards for success in work.

Information about penalties is not entered in the work book, except in cases where the disciplinary penalty is dismissal.

At the request of the employee, information about part-time work is entered into the work book at the main place of work on the basis of a supporting document.

All records of hiring, transferring to another permanent job, dismissal, awards and incentives are entered by the administration in the work book after the order is issued, but no later than a week, upon dismissal - on the day of dismissal. Entries in the work book must correspond to the text of the order. Records of the reasons for the termination of the employment contract must be made in strict accordance with the wording of the Labor Code of the Russian Federation or federal law and a link to the relevant article, clause.

When drawing up a work book, a cover page is first filled out containing information about the employee. Surname, name and patronymic and date of birth are indicated on the basis of a passport or birth certificate.

Education - secondary, specialized secondary or higher education - is indicated on the basis of documents (certificate, certificate, diploma). Registration of incomplete secondary or incomplete higher education can also be made on the basis of the relevant documents.

The profession or specialty is recorded in the work book on the basis of a document on education.

After specifying the date of filling out the work book, the employee certifies the correctness of the information entered with his signature.

The first page of the work book is signed by the person responsible for issuing work books, and after that the seal of the organization is put on which the work book is filled in for the first time.

Changes to entries in work books about the last name, first name, patronymic and date of birth are made by the administration at the last place of work on the basis of documents (passport, birth certificate, marriage or divorce, about changing the last name, first name, patronymic.) And with reference to the number and the date of the documents.

These changes are made on the first page of the work book. For example, the old surname is crossed out with one line and new data are recorded.

Writing is done neatly, with a ballpoint pen, paste in black, blue or purple.

In the case when all pages of the relevant sections are filled in the work book, the work book is filled in with an insert.

The insert is sewn into the work book, filled in and maintained by the administration of the enterprise at the place of work in the same manner as the work book.

The insert without a work book is invalid.

Each issued insert on the first page of the work book is stamped at the top with the inscription: "Issued insert" and the series and number of the insert are also indicated here.

With each entry made on the basis of an order in a work book or insert, about hiring, transfers to another permanent job and dismissal, the administration of the organization is obliged to inform the owner of the book (insert) against a receipt in a personal card form No. T-2, in which it must be an accurate entry from the work book (insert).

Upon dismissal of an employee, all work records entered in the work book during work in the organization are certified by the signature of the head of the enterprise or a person specially authorized by him and the seal of the enterprise. The administration is obliged to issue a worker or employee with his work book on the day of dismissal with a record of dismissal made in it.

4.5 Logs of accounting and control and internal official correspondence

Registration journals (books) are kept in the organization to record personnel documentation (orders for personnel, work books, personal files, identity cards). The correct accounting of the document (with the assignment of a certain number and with a mark on the date of registration) gives it legal force (the force of proof), with the help of which the employer can confidently win a labor dispute with the employee.

The personnel department maintains registration of documents on personnel and uses the following registration forms or they are maintained by other authorized persons:

· employment contract register;

· register of orders for the admission, transfer and dismissal of employees;

· register of orders for granting leave;

· journal of registration of orders for business trips of employees;

· the journal of registration of travel certificates;

· service assignments log;

· register of local regulations;

· book of accounting for the movement of work books and inserts to them;

· an income and expense book for recording work book forms and an insert in it;

· register of orders on rewards and imposition of disciplinary sanctions;

· a journal for issuing certificates on personnel;

· sick leave register;

· a register of registration of accidents at work.

For some magazines and books, the forms are approved by the official bodies, while others are developed by the organization itself.

For example, the form of the book for registering the movement of work books and inserts to them was approved by the decree of the Ministry of Labor of Russia dated October 10, 2003 p. No. 69. A journal of personal affairs or a journal of registration of medical examinations does not have the recommended form, therefore it is developed by the organization itself at its discretion.

When organizing the storage of personnel documents, first of all, their social and legal nature is taken into account, since it is these documents that are mainly used to satisfy the social and legal needs of citizens (in particular, to confirm the length of service).

Internal correspondence in the organization is used to document all personnel decisions. For example, in order to bring an employee to disciplinary responsibility, it is required to obtain an explanation from the employee.

If we are talking about rewarding an employee, his immediate superior sends to the head of the organization an idea of rewarding the employee.

With the help of internal official correspondence, there is also an official exchange of views between officials of the organization, between officials and the management of the organization.

In this chapter, work was carried out to familiarize with the documents of the personnel service, as well as an analysis and description of these documents.

Conclusion

The volume and timeliness of all work depends on the provision of organizations with labor resources and the efficiency of their use. Therefore, the role played by the HR department in the organization is so important.

One of the most important functions of organizing the work of the personnel department is the function of accounting for documents regulating the implementation of all tasks facing personnel managers.

The problem of working with electronic information is becoming urgent. Therefore, the first step in order to improve the personnel service is the introduction of information technology in the management process, which will create archives of electronic databases and combine flows of electronic documents.

The key to the success of the organization is effective personnel, therefore, specialists are in demand. Often, the HR manager becomes a conductor of new ideas, acquaints the manager with advanced methods of personnel management, and solves all organizational issues.

Today, it is important for the HR department not only to fill out the personnel documentation correctly, but also to achieve timely filling of vacancies in order to maintain the volume of production at the proper level. The system of work with personnel should be planned in such a way as to constantly seek to increase in the workforce of the enterprise those people who have good knowledge and skills, and to ensure that such workers become more and more.

As a result of the work, the following tasks were completed: identification of the essence of the personnel department of the enterprise; study and analysis of regulations governing the activities of the personnel department; study of the features of personnel documentation.

After completing the tasks, the following goal was achieved: analysis of the organization of the work of the personnel department at the enterprise.

List of sources used

HR office work

1.The Constitution of the Russian Federation - M .: Jurist, 2005.- 63p.

2.Labor Code of the Russian Federation. Text as amended on September 1, 2007. - M .: Eksmo, 2007.-272s.

All-Russian classifier of management documentation. OK 011-93. Approved by the Resolution of the State Standard of the Russian Federation of 12/30/1993 No. 229. Edited on 12/17/2007.

Decree of the Government of the Russian Federation of 04.16.2003 No. 225 "On work books"

A.V. Verkhovtsev Office work in the personnel service - M.: INFRA-M, 2001. - 35 p.

Vyalova L.M. Documentation support for the activities of the personnel service. Textbook for secondary vocational education. - M .: Publishing house "Academy", 2007. -189p.

Grudtsyna L.Yu. Personnel officer. 2nd ed., Supplemented and revised. - M .: Eksmo, 2007. -304 pp.

Kirsanova M.V. Labor book: new rules for maintaining and storing. 2nd ed., Edited. - M .: OMEGA-L, 2006.-58p.

Krasavin A.S. Documenting the labor activity of employees. - M .: INFRA-M, 2006. -101s.

T.V. Kuznetsova, S.L. Kuznetsov HR administration - M .: Book Service, 2006. -144s.

Mitrofanova V.V. We draw up personnel documents: practice handbook. - ed. 2nd, revised and enlarged. - M.: Publishing house "Alfa-Press". 2008 .-- 304 p.

Sankina L.V. Reference book on personnel records management. 3rd edition, supplemented and revised. - M .: M TsFR, 2003. -98s.

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