Regulation on the personnel department. The structure and functions of the personnel department

The personnel department is one of the most important structural units of each organization. His work should be clear and coherent. Helps to achieve this regulatory document - the provision of the personnel department. In the article we will reflect its main points, as well as analyze the structure, tasks, functions, responsibilities and types of interaction of the unit itself.

General Provisions

The main provisions of the provisions on the personnel department are as follows:

1. The subject of conversation (personnel department) is an independent structural branch of the organization.
2. Creation and liquidation of the department - by order of the director of the company.
3. The unit reports directly to the director of the structure.
4. The head of the personnel department is the head of this branch. It is also permissible to appoint a deputy as manager. HR Director.
5. The head of the personnel department may have the nth number of deputies.
6. Responsibilities between "deputies" are distributed by the chief designer of the enterprise.
7. Both deputies and other employees of the department are appointed and removed from office upon presentation of the chapters. designer director.
8. In its work, the structural unit should be guided by the charter of the organization, this regulation on the personnel department and other local regulations.
   

Structure

Now important information about the structure of this branch. These are the following items:

1. Both the number of personnel of the personnel department and its structure are approved by the director of the company, based on the characteristics of the organization. Proposals come from the technical director and chief designer. The decision is consistent with the division of labor organization, s / n.
2. The department is divided internally into groups, bureaus, laboratories. These are units of accounting, reception, dismissal, work with workers.
3. The head of the department approves the provisions on these groups, bureaus, etc. The distribution of duties between their employees is the prerogative of the heads of these units, deputy. Head of Human Resources.

Goal Vector

The main tasks of the personnel department are as follows:

1. Recruitment, training, placement of workers.
2. Studying the business and psychological qualities of staff in relation to work.
3. Creation of reserves for the future promotion of personnel to materially responsible, managerial positions.
4. Both the organization and the conduct of training, staff development.
5. Accounting for employees.
6. Providing guarantees, benefits and rights of employees of the organization.
   

HR functions

We now turn to the most common subheading. The functions of the human resources department are as follows:

1. Development of personnel strategy and company policy.
2. Both forecasting and determining the current need for personnel. Her satisfaction by exploring labor markets.
3. Staffing by workers, employees, specialists of certain professions, qualifications, based on the profile, strategy and goals of the company, as well as on the directions of its activity changing under the influence of internal and external factors.
4. Creation and maintenance of a database on the qualitative and quantitative composition of employees.
5. Selection and selection of employees together with managers of structural divisions. Submission of proposals on the appointment of persons to certain positions. Drawing up an order for hiring and other necessary details.
6. Development of job invitations by competition. Preparation and organization of the activities of the tender committee.
7. Another function of the personnel department is to inform their own employees about open vacancies, use the media to post job offers.
8. Establishment of links with educational professional institutions, employment services.
9. Documentation of the reception, dismissal, transfer of employees on the basis of labor legislation, local regulatory acts.
10. Accounting for its personnel.
11. Issuance of certificates of employment of workers - present and past.
12. Reception, storage, filling out and issuance of work books.
13. Maintaining established documents by personnel.
14. Preparation of documents to represent employees of the company for promotion.
15. Preparation of materials to hold staff accountable - administrative and disciplinary.
16. The alignment of personnel based on personal and business qualities, qualifications.
17. Monitoring the fidelity of the distribution of workers by position, the use of their labor.
18. The study of business, moral, professional qualities of personnel on the continuation of work.
19. Certification of employees, its support (informational, methodological), participation in the analysis of the results of the event, constant monitoring of the implementation of the decisions of the certification committee.
20. Preparation of the necessary documents of an employee of the company for submission to the commission on establishing the length of service.
21. Preparation of pension insurance documentation, submission thereof to social security authorities.
22. Issuance of certificates of the fact of work at the enterprise, position held, amount of remuneration.
23. Providing social guarantees for employees in the field of employment, adhering to the algorithm of employment and retraining of retired personnel, providing employees with compensation and benefits.
24. Drawing up documents with vacation schedules. Accounting for the use of their (holidays) personnel. Registration of both due holidays in accordance with the schedule, and additional rest.
25. Time records.
26. Accounting and registration of business trips.
27. Monitoring labor discipline in the company’s divisions, compliance by employees with the internal labor regulations.
28. The Regulation on the personnel department also requires an analysis of staff turnover.
29. The development of measures to strengthen labor discipline, reduce losses of working time, reduce staff turnover, as well as monitor the implementation of all of the above.
30. Consideration of applications, complaints of workers on the issues of admission, dismissal, relocation, violations of the Labor Code of the Russian Federation.
31. Taking measures that are designed to identify and eliminate the causes of complaints of company employees.
    

Unit Responsibility

In relation to the personnel department of a plant, company or other organization:

1. Responsibility for the timely and full implementation of the above functions by the unit lies with its head.
2. The head of the department also has personal responsibility for:
   Organization of the unit, the implementation of its main tasks and private functions. Organization of high-quality and operational work with documentation and general record keeping on the basis of existing regulations. Compliance with subordinates production and labor discipline. Follow fire safety regulations. Ensuring the safety of property located within the boundaries of the department. Selection, placement and work of their subordinates. Compliance with the current legislative acts of the Russian Federation approved by him (the head) of instructions, provisions, orders, decisions and other documentation.
3. When assessing the business, personal, professional qualities of an employee or candidate for a position, employees should rely only on official sources. Disclosure of personal data is prohibited.
4. Job descriptions impose on the personnel department their share of responsibility.
   

Interaction with all departments

Having examined the structure of the personnel department, it is important to know how it is associated with other departments of the company.

And now - more special cases.

Interaction with the general accounting

Consider here the issue of subordination of the personnel department.

We continue in the next subheading.

Interaction with the division of labor organization

What we note here is in the table.

The connection with another branch of the structure is as follows.

Interaction with the training department

Mutual duties are in the table.

Last connection - further.

Interaction with the legal department

Now - collaboration with legal entities. unit.

Thus, in various aspects, we examined the activities of the personnel department. All important information about the functions, structure, responsibility of this unit is contained in the regulations on it.