Regulations on the personnel department. Structure and functions of the personnel department

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

The Human Resources Department is one of the most important structural divisions of every organization. His work must be clear and coordinated. Helps to achieve this regulatory document - the regulation on 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 prescriptions of the Human Resources Regulations are as follows:

1. The conversation object (human resources 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. Chief of Human Resources - the head of this branch. It is also permissible to appoint a deputy manager as a manager. HR director.
5. The head of HR can have n deputies.
6. Responsibilities between the "deputies" are distributed by the chief designer of the enterprise.
7. Both deputies and other employees of the department are appointed and removed from their positions on the presentation of heads. constructordirector.
8. In its work, the structural unit must 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 employees of the personnel department and its structure are approved by the director of the company, based on the characteristics of the organization's activities. Proposals come from the technical director and chief designer. The decision is consistent with the division of labor organization, salary
2. The department is divided within itself into groups, bureaus, laboratories. These are the divisions of accounting, admission, dismissal, work with workers.
3. The head of the department approves the regulations on these groups, bureaus, etc. The distribution of duties between their employees is the prerogative of the heads of these departments, deputy. Head of Human Resources.

Target vector

The main tasks of the HR department are as follows:

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

Functions of the Human Resources Department

Now let's move on to the most common sub title. 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 staff. Satisfying her by studying labor markets.
3. Staffing with 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 activities that change under the influence of internal and external factors.
4. Create and maintain a database on the qualitative and quantitative composition of employees.
5. Selection and selection of employees together with managers of structural divisions. Making proposals for the appointment of persons to certain positions. Drawing up an order for employment and other necessary particulars.
6. Development of invitations for employment by competition. Preparation and organization of the activities of the competition commission.
7. Another function of the HR department is to inform their own employees about open vacancies, using the media to post job offers.
8. Establishing links with educational professional institutions, employment services.
9. Documentation of the admission, dismissal, transfer of employees on the basis of labor legislation, regulatory local acts.
10. Accounting for your personnel.
11. Issuance of certificates of employment of employees - present and past.
12. Reception, storage,filling out and issuing work books.
13. Maintaining established documents for personnel.
14. Preparing documents for presenting company employees for promotion.
15. Preparation of materials for bringing personnel to responsibility - administrative and disciplinary.
16. Organization of personnel based on personal and business qualities, qualifications.
17. Control over the correct distribution of employees by position, the use of their labor.
18. Studying the business, moral, professional qualities of personnel in the continuation of labor activity.
19. Certification of employees, its provision (informational, methodological), participation in the analysis of the results of the event, constant monitoring of the implementation of the decisions of the certification commission.
20. Preparation of the necessary documents of an employee of the company for submission to the seniority commission.
21. Preparation of documentation for pension insurance, submission thereof to social security authorities.
22. Issuance of certificates of the fact of work at the enterprise, the position held, the amount of remuneration.
23. Provision of social guarantees for employees in the field of employment, compliance with the employment algorithm and retraining of the released personnel, provision of compensation and benefits to employees.
24. Drafting documents with vacation schedules. Accounting for the use of their (leaves) by personnel. Registration of both due holidays in accordance with the schedule, and additional rest.
25. Personnel records.
26. Accounting and clearancebusiness trips.
27. Monitoring labor discipline in the company's divisions, compliance with the rules of internal labor regulations by employees.
28. Regulations on the Human Resources Department also require an analysis of staff turnover.
29. Development of measures that contribute to strengthening labor discipline, reducing loss of working time, reducing staff turnover, as well as monitoring the implementation of all of the above.
30. Consideration of applications, complaints of workers on issues of admission, dismissal, job transfers, violations of the Labor Code of the Russian Federation.
31. Taking action to identify and eliminate the causes of employee complaints.

Responsibility of the unit

For the Human Resources Department of a plant, firm or other organization:

1. Responsibility for the timely and complete performance of the above functions by the unit lies with its head.

2. The head of the department is also personally responsible for:

   Organization of the work of the unit, the implementation of its main tasks and private functions. Organization of high-quality and efficient work with documentation and general record keeping on the basis of current regulations. Observance by subordinates of production and labor discipline. Compliance with 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 of the instructions approved by him (the head),regulations, orders, resolutions and other documentation.

3. When evaluating the business, personal, professional qualities of an employee or a candidate for a position, employees should rely only on official sources. Disclosure of personal data is prohibited.
4. Job descriptions give HR employees their share of responsibility.

Interaction with all departments

Having analyzed the structure of the HR department, it is important to know how it relates to other departments of the company.

Receives:	Provided by:
Vacation Schedule Offers	Decisions of the attestation commission
Explanatory notes from violators of discipline	Approved vacation schedules
Characteristics of employees brought to material or disciplinary liability	Incentive decisions
Applications for new recruits	Copies of documents on dismissal, acceptance, relocation
Characteristics provided for promotion

And now for more special cases.

Interaction with the main accounting department

Let's consider here the issue of subordination of the personnel department.

Receives:	Provided by:
Inquiries for salary, pension registration	Data on the admission, movement, dismissal of personnel
Materials for certificates of employment, salary, etc.	Draft orders for the above
Vacation schedules
Time sheets
Temporary Disability Sheets

Continue with the next subheading.

Interaction with labor organization

What we will note here is in the table.

Receives:	Provided by:
Salary and labor indicators	Church data
Staffing	Information on headcount
Formulas of official salaries, salary increments	Information on dismissal, hiring, relocation of workers
Calculation of the need for workers
Regulations on bonuses
Calculation of the number of employees

Communication with another branch of the structure - further.

Interaction with the training department

Mutual obligations - in the table.

Receives:	Provided by:
Calculation of the need for qualified specialists in certain professions, positions	Proposals for certification committees
Information on the qualitative composition of the staff	Study Plans
Data on candidates for the role of instructors, teachers	Schedules for sending staff to advanced training
Lists of workers receiving second education while working
Results of professional competitions, final exams.

Last connection - next.

Cooperation with Legal

Now - collaboration with legal. unit.

Receives:	Provided by:
News about changes in legislation - social, labor	Orders to be sighted
Explanations of current laws, the order of their application	Draft employment contracts
Applications for the search for the necessary legal documents, their explanation

Thus, we analyzed the activities of the personnel department in various aspects. All important information about the functions, structure, and responsibility of this unit is contained in its regulation.