Professional standard is a special document containing descriptions and characteristics of all posts in a single work area. This article will examine the professional standard of HR professionals.
General information
The very concept of professional standard is relatively new. It was put into circulation in July 2016. Do not confuse the submitted document with the job description. So, if the latter is more likely to be useful for workers, then professional standards are for management and employers. It is also worth noting that it will be much more convenient for the authorities to navigate with the help of a professional standard. This is because the document itself includes a list of positions at the enterprise and a description of the functional responsibilities of each worker.
Finally, it is worth noting the main topic of the article - the professional standard of a specialist in the field of personnel management. This document also includes the names of the main job positions and the assignment of labor functions to each person. It is worth telling a little more about the structure of professional standards. So let's get started.
Professional Standard Structure
What structure does the professional standard under consideration have ? The personnel manager, as already clear, is the key person in the document. However, the professional standard itself discloses general information about the ranks, qualification levels and positions of the presented sphere.
The first section of the document gives the most general information about the specialty. The characteristic of the labor, social, economic, cultural or even political activities of workers is given.
The second section is what the entire professional standard is based on. The personnel management specialist, manager, deputy director and many other working persons are considered from the standpoint of their duties and functions in this section.
The third section helps determine the basic requirements for employees. This also includes labor functions, but they are given in a broader sense.
The last section, according to the order No. 691n of the Ministry of Labor, is necessary for recording data on the compilers of the professional standard.
Labor functions
As already mentioned above, several categories and subcategories of working people at once are fixed by the presented professional standard.
A human resources specialist, however, has some generalized functions and responsibilities that are worth highlighting. So, the employee answers:
- for the quality turnover of documents in the personnel department;
- effective provision of the organization with personnel (for this, the specialist must competently analyze the state of workplaces);
- assessment and certification of workers;
- timely pay;
- the development of certain activities within its competence.
Thus, the employee has a fairly large number of responsibilities that are assigned to him by the professional standard. A human resources specialist also has many other features. All of them can be viewed in the professional standard.
The first block of qualification levels
It is immediately worth noting that the professional standard presented captures information about eight different specialists.
The first thing that needs to be highlighted is Group A. This includes the clerk in the personnel department. The requirements for this employee have slightly weakened: from now on, a specialist needs to have at least a professional secondary education or a diploma of relevant courses. The total number of functions was slightly cut.
Group B includes a staff recruiter. Requirements for him remained - higher education remained necessary, but experience was still not needed.
Group C includes, in fact, all past standards of professional activity in the field of personnel management, but with respect to the specialist who evaluates and certifies personnel. All that has changed in this case is the functions of the employee. They have become sharper and narrower.
The second block of qualification levels
Here it is necessary to distinguish groups D, E and F. Group D includes a specialist involved in the development and training of personnel. As in past cases, the conditions of training by profession have changed slightly, and responsibilities have been detailed in some detail.
The wage and labor regulation worker belongs to group E. This specialist no longer considers work experience, but additional training has become necessary. The number of tasks is slightly streamlined depending on the degree of specificity.
Specialists in social programs belonging to group F have gained advanced, but detailed functionality. It is worth noting the removal of some parameters, which reinforces the considered professional standard. The HR Specialist is thus approved more clearly.
Third block of qualification levels
The remaining two groups, G and H, include unit managers. However, it is worth noting that neither the head of the structural divisions (the former head of the human resources department) nor the director of human resources received any significant changes.
All the functions of these employees remained the same as had once been fixed by a special directory (order "HR Specialist"). The occupational standard, however, introduces a commitment to further education. In general, the two groups represented did not undergo major modernization.
Advantages and disadvantages of professional standard
A professional standard, as a document that has appeared recently, has become the object of reasoning for many companies and organizations. Some believe that the act put into circulation is completely irrelevant and meaningless. Others argue that such standards should have been introduced for a long time - they are so convenient and useful.
It’s not so easy to figure out what the professional standard has — advantages or disadvantages. First, everything will depend on the company in which it is used. So, according to many managers, the document under review is simply impossible to apply in the field of small business. But the work of large, especially state-owned enterprises, can be easily regulated with the help of the presented normative act. Secondly, according to the assurances of the leaders, the algorithm for implementing a professional standard is not so simple. A specialist in the field of personnel management, for example, is a very complex person from an organizational point of view. However, you can connect all the problems and difficulties that arise, for example, with the relative novelty of the document.