It is widely believed that some employees of any enterprise have privileges. For example, the personnel service is blamed for inaction. Like, they sit still, do not bring benefits. Is it really so? Let's look at what is the responsibility of the human resources department. Will a lazy and illiterate person be able to cope with them.
Analysis structure
It should be warned immediately that studying the responsibilities of the human resources department is not so simple. They are numerous and specific. Among them are the simplest operations that any employee sees. There are others. Only employees of this structural unit know about them. And to other people these functions seem mythical, unnecessary, even strange. Let's break the material into paragraphs devoted to each of one of the areas of work of the personnel officer. We will study only general functions. Indeed, depending on the owner and industry, they are supplemented by new ones. So, the responsibilities of calving the staff of a state organization differ significantly from those in private production. If you take the work at the plant with dangerous cycles, it does not resemble the one that is conducted in the trading structure. Everywhere has its own specifics. By the way, it also affects the duties of the head of the personnel department. But first things first.
Staff recruitment and placement
Any enterprise begins far from a hanger. The first step is to create its structure. At this stage, a table of a special sample is drawn up, in which data on the specialists needed for the production, their skill level and quantity are entered. This is the most important document on which bosses, accounting, and economists rely in their work. Its formation is the responsibility of the personnel department. When the document is prepared, verified, approved, the selection of personnel begins. For this interviews or contests are organized. The personnel officer must, based on the results of the conversation, conclude whether the person is suitable for work in the enterprise or not. He evaluates the level of qualification, moral qualities, sociability, initiative and much more. In fact, the list of criteria is approved by the organization’s management. It can be quite wide. The inspector of the personnel department communicates to the authorities his findings and recommendations. That already makes a decision.
Workflow
There are a lot of papers in the described case. Even more. The personnel officer is obliged to have a special card for each employee. It contains all information about a person from personal data to individual characteristics. By the way, informally, the authorities expect full information about the employees from the personnel officer. Say gossip is collected? And if you are given a birthday award, are you happy? But such trifles lie on the shoulders of the inspector of the personnel department. Appointment to a post, internal passing, dismissals are made out by special orders. They are a personnel officer. All documents must be prepared in strict accordance with the law. After all, everyone affects the fate of a living person. For example, a worker begins to draw up an old-age pension for himself, and they require a certificate from a particular place of work. They are issued on the basis of documents that were prepared by the personnel officer. I made the last mistake, the employee may not be taken into account for calculating the pension.
Labor books
As a rule, the head of the personnel department is responsible for the safety of all documents. Although if structural subdivision large, then his workers are responsible for their unit. One of the most important is entries in work books. For employees, this document is primary, basic. After all, it is in it that all the information and labor path of a person, rewards and punishments are located. In these little books, human destinies and a chance for a calm old age. Therefore, entries in them should be done carefully, in language consistent with the law. Each is endorsed by a responsible person. In large organizations, he is the head of the personnel department, in small organizations - the head. In addition, each entry is stamped. The latter should contain all the details of the enterprise. Information on state awards and serious penalties is entered into labor books, in special sections. The designated person is personally responsible for the accuracy of the information.
Human Resources
A large block of activity of this structural unit is related to the improvement of teamwork. The study of the business and personal qualities of employees is implied. Compilation of characteristics. Data analysis, on the basis of which proposals are made on the redistribution of duties or the personal transfer of a person to another place. In addition, personnel officers are involved in the organization of advanced training for workers. This work includes accounting, a study plan, referral to courses or inviting lecturers and monitoring. Work, you know, is meticulous and complex. Indeed, the inspector of the personnel department, dealing with it, is obliged to talk to everyone, to convince, sometimes to make him do what is necessary.
Responsibilities of the Head of Human Resources
The head of the structural unit distributes responsibilities between employees and monitors their implementation. He is a leader and the most qualified specialist at the same time. Naturally, this person must know the whole structure of the work, understand what is being done and why. In the process of control, he makes comments to employees, prompts, educates. For the result of the department, he is personally responsible. That is, a specialist’s mistake strikes the boss’s reputation (and wallet). The head of the department endorses all the documents, checks the legality of their preparation. In addition, his responsibilities include the formation of a HR strategy at the enterprise.
Encouragement and punishment
These disciplinary measures are documented in the personnel department. That is, on the shoulders of specialists lies the work of investigating misconduct, their proper execution, bringing the employee to the attention. Disciplinary action is a very complex matter. Just the head of the enterprise to say the word "reprimand." But this is how to draw it up so that no court canceled it difficult. This requires special knowledge. There are many subtleties in papers of this kind. If you think that promotion is easier, then you are mistaken. The department prepares award documents. Each type of promotion has its own limiting conditions. All of them must be known to the finer points in order to tell the leader which award will pass the qualification and which will be refused.
HR documents
Like any structural unit described, it has its own specifics. First of all, it is necessary to write and approve the provision on personnel service. It contains all its details functions, rights and responsibilities. If the department is small, then the instruction of the personnel department is written. In principle, her content is the same as that of the provision. In addition, it is necessary to draw up work plans. Promising contains events with a long lead time. In the monthly (quarterly) work is detailed. Points are entered there over the entire spectrum of functions. However, an experienced personnel officer does not stop there. He still needs planning tables.For example, in government institutions, they introduce promising dates for changing ranks, accounting for seniority, and so on. Each such change is recorded by order. On its basis, accounting increases the employee's wages. The private sector also has its own nuances of such work. Returning to the beginning of the article, answer: can the duties of the personnel department be performed by a loafer with a low level of education?
