Human Resources Department. Human Resources in the Organization Human Resources and HR Management

The personnel service (CS) of the organization is a structural association that performs the duties of control over personnel. The initial task is to optimize the labor process.

The level of competence of the CC and the limits of authority are divided as follows:

• Full subordination to the administrative manager (all coordinating schemes are in a single subsystem).
• Direct subordination to the director of the enterprise.
• Has the status of the second step in the vertical after the leader.
• The corporate management is included in the management of the enterprise.

The organizational structure of the service depends on:

• activities;
• the number of employees by state;
• the level of the management potential of the COP.

Organizational structure of the personnel department

• Fast response to changes, additions.
• Optimization of employee functions with the transfer of direct control to the lower management level.
• Distribution, consolidation of appointments within the organization.
• Regulation of the rational number of employees subordinate to the manager.
• Observance of the rights and obligations of employees.
• A clear distribution of organizational authority.
• Minimization of expenses of the management structure.

This is an incomplete list. The scheme of work is influenced by groups of factors:

• Features of the organization's device.
• Technology, type of production.
• Corporate ethics style.
• Developing or following effective existing schemes.

One or more factors can influence the design of the organizational structure of a service. For the initial data, indicators are taken:

• The number of steps of leadership.
• State.
• Control type.

The structure of the HR department combines two levels - functional and linear. The first type of management reflects the division between the managerial staff of the enterprise and other links. To build it, fix the technological sequence of production for each manager (or authorized person), the matrix principle is applied.

Responsibilities of HR officers

The duties of these specialists are formulated in the Labor Code of the Russian Federation.

The focus is on good governance staff resources:

• Building relationships.
• Assessment of the applicant's suitability for the position.
• Development of training programs and social projects for the employees of the company.

These functions require regular internal innovations, training of specialists for the service, development of programs, trainings.

Actions are due to the need for high-quality performance of a number of functional tasks:

• Establishment qualification level in line with current economic requirements.
• Control over the increase in expenses for the work process.
• Formation of corporate policy taking into account the established multinational mix of employees.
• The personnel department is engaged in the regulation of working relations with the Labor Code of the Russian Federation.
• Implementation of remote access to organization resources.

Conventionally, there are two functional areas of the COP:

1. Control of relationships in the team.
2. Documentary fixation employment contract.

The first point means:

• Staff planning.
• Staffing the enterprise.
• position held.
• Education, career workers.
• Incentive system in the social sphere.
• Compliance with safe working conditions.

Conditions labor agreement must be recorded in the documents of the personnel department:

• Orders, orders.
• Filling out the established registration information forms.
• Registration and maintenance of labor documentation.
• Formation.
• Consulting services.
• Calculation of the schedule of working hours.
• Issuance of documents for payments (benefits, allowances).

The functional range of the KS requires a high-quality selection of its employees.

Organization of work of the personnel department

The number of specialists for the CS is justified by rational delineation and stabilization labor process each individual enterprise. To do this, use " Qualification handbook", In which the positions are indicated:

• managerial staff;
• specialists;
• technical performers.

For each there is a characteristic, including prescriptions:

• range of duties;
• special knowledge;
• qualification requirements.

The organization of work is carried out in accordance with the level of complexity and the scope of the tasks. Each employee must have the knowledge and skills:

• Full knowledge of the specifics of the enterprise.
• Managerial and leadership qualities.
• Learnability.
• Possession of the basics of financial formation.
• Diplomatic skills.

CC of organizations provide the following vacancies:

1. The head of the personnel management service.
2. Manager:
   • on personnel work;
   • social benefits;
   • compensation;
3. Specialist:
   • on work with applicants;
   • training;
   • employment;
   • HR administration.

The presence of positions is determined by the specifics of the enterprise and the functional tasks of the personnel service.

Human Resources Department is a structure in an organization that deals with personnel management.

The HR department is not only a functional unit, it is also the face of the company, since it is in the HR department that any applicant begins to get acquainted with the organization.

The purpose of the HR department

The purpose of the personnel department is to contribute to the achievement of the goals of the enterprise (organization) by providing the enterprise with the necessary personnel and the effective use of the potential of employees.

The selection of employees is carried out using specially developed strategies: submission of information about vacancies in the media and employment services, the use of selection methods, testing, procedures for the adaptation of specialists and subsequent training.

HR tasks

The main task of the personnel department is to correctly take into account the work of employees, to determine the number of working, days off and sick days for calculating salaries, vacations and submitting information to the accounting department of the organization.

Also, the main tasks of the personnel department are:

organization of selection, recruitment and recruitment of personnel with the required qualifications and in the required volume. The selection of employees is carried out using specially developed strategies: from submitting information about vacancies in the media and the employment service to the application of selection methods, testing, procedures for the adaptation of specialists and subsequent professional development;

creation effective system full-time employees;

development of career plans for employees;

development of personnel technologies.

In addition, the personnel department must submit information on employees to the Pension Fund of the Russian Federation, Insurance companies, Tax and Migration Service.

HR functions

The main function of the personnel department at the enterprise is the selection of personnel.

The main functions of the HR department at the enterprise include:

determining the organization's need for personnel and recruiting personnel together with the heads of departments;

analysis of staff turnover, search for methods to combat high level fluidity;

introduction of labor motivation systems;

preparation of the staffing table of the enterprise;

registration of personal files of employees, issuance of certificates and copies of documents at the request of employees;

carrying out operations with work books (receiving, issuing, filling out and storing documents);

keeping records of vacations, scheduling and registration of vacations in accordance with the current labor legislation;

organization of employee appraisals;

preparation of plans for staff development.

HR department structure

The structure of the personnel department of the enterprise and its number are determined by the director of each company, depending on total personnel and peculiarities of the activity.

In small companies (up to 100 employees), one or two HR employees are sufficient.

At the same time, small businesses may not have a separate employee, and then such work is performed by the chief accountant or general director.

In medium-sized organizations (from 100 employees to 500 people), it is advisable to create a personnel department of personnel from three to four personnel specialists

On large enterprises employing 500 or more people, the HR department can have from 7 to 10 employees.

Human Resource Relationships with Other Departments

To effectively perform its functions, the HR department needs to constantly and closely interact with other departments of the enterprise:

Interaction with the accounting department of the organization

The HR department interacts with the accounting department of the organization to resolve issues related to remuneration.

So in the accounting department of the organization, the personnel department submits documents and copies of orders for dismissal, admission to work, on business trips, vacations, incentives or penalties for employees.

Interaction with the legal department

The Legal Department provides HR staff with information about recent changes in the current legislation, provides comprehensive legal support.

Interaction with other divisions of the company

On personnel issues, the personnel department constantly interacts with all structural divisions of the company.

Still have questions about accounting and taxes? Ask them on the "Salary and Personnel" forum.

HR department: details for the accountant

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  00 minutes. We, the undersigned Head of Human Resources Volkova O. N., Chief Accountant ... 06.2019 No. 24-k. The specialist of the personnel department Gordeeva M.V. should send a notification ... of this order to the head of the personnel department Volkova O. N. Grounds: ... Memorandum of the head of the personnel department Volkova O.N. dated 24 ... Ilyin The order is familiar with: Head of the personnel department Volkova, ON Volkova 26 ... the need to obtain a work record book in the personnel department of MKU "Gorvodokanal". You too...

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09/06/2018 provide a certificate to the personnel department medical institution, confirming the fact ... the execution of the order shall be entrusted to the head of the personnel department Egorova V.D. Grounds: personal ....) (signature) (full name) Head of the personnel department Egorova V.D.__________ / ________________________ .. donate blood and contacted the personnel department with a question about which ...

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HR website " Staff»Covers a wide variety of issues related to the management of the organization's personnel and the work of personnel services. His the target audience Are employees and employers, employees and employees of companies, recruitment agencies, labor lawyers, labor law experts and labor inspectors. Useful information presented on the resource in the form of articles and news publications will help those whose duties include personnel administration and office work, personnel records and management. Our guide is addressed to a personnel officer, an employer, a middle-level manager, a company employee who wants to learn more about his rights, an HR specialist (this is how they call labor resources company). But the main specialization - "Personnel" - is a personnel business, staff and staff, personnel management of the enterprise, documenting labor relations according to the Labor Code of the Russian Federation.

Our project can also be viewed as a free manual for the personnel service of the enterprise. Any HR department (OK) and the accounting department of the employer inevitably encounters the problems that we discuss on this site: hiring, firing, wages, vacations, sick leave and maternity leave, days off and absenteeism, disciplinary action and encouragement of distinguished workers. The work of a personnel officer also consists of such day-to-day issues, and it is extremely important that the personnel service resolves them competently and efficiently, avoiding conflicts and dismissals of valuable specialists. We give answers to questions that are important for any person, and it is not so important who he is: an employee of the personnel department of a company or a job seeker for a job, or even an unemployed person from a labor exchange. Work is important for everyone! No wonder it is said: "cadres decide everything." Our web project covers the following topics:

• labor law and labor Code Russia (TKRF)
• personnel policy of the organization, work with personnel
• company personnel management, HR management
• work of the personnel department of the organization, personnel records
• HR administration and document flow
• personnel selection and recruitment, employment
• education and training, refresher courses
• labor organization, collective agreement
• wages and bonuses for work
• holidays and time off, sick leave and benefits
• business trips to perform production tasks
• disciplinary practice, employee control
• dismissal of employees, search for a new job
• protection of workers' rights in court in labor disputes

Personnel management, or personnel management, is the subtle art of standing on the line between employer and employee, taking into account the interests of both parties, and achieving success in business to mutual satisfaction: high salaries, prestigious positions, pride in working for a successful company. However, any HR department understands this anyway, without our explanations ... it is necessary to search for and select qualified specialists, to hire only those who can bring real benefit to the company, by training recruited personnel, trainings, improve their qualifications, not let them get excited labor disputes… but as? How to achieve this - we will tell about this on the pages of our project.

Human Resources and Personnel, Human Resources Fundamentals

Personnel management is an area of ​​knowledge and practice that is aimed at providing an organization with a high-quality workforce and optimizing its use. HR management (HR stands for Human Resources), or personnel management, is aimed at the effective use of human resources by an enterprise in order to achieve the goals of the organization and individual individuals, through the use of various management methods, such as economic, organizational and socio-psychological. This management activity is focused on the qualitative use of personnel capabilities, their development, is engaged in the search and adaptation of employees, the development of conditions and strategies of the employing organization as a whole.

What does the HR department do? The work of the organization's personnel officers

The personnel management process of the company is handled by the personnel department (if it is a large organization), or a personnel inspector (in a small company). What is personnel service and what exactly do people do in it? This is personnel recruitment, hiring and firing, personnel training in the form of trainings, labor discipline control, rationing and recording of working hours, transfers to new positions, changes in salaries, bonuses and incentives for distinguished employees, sick leave records, interaction with the company's accounting department. , the provision of paid vacations and time off, and much, much more. Let's dwell on these issues in more detail.

Human Resources is a group of people in an enterprise who are engaged in management activities and personnel policy aimed at both the manager and specialists, in order to achieve the best result of their joint activities... One of the most important functions of the HR department is regulation and documentation labor relations: hiring and dismissing employees, as well as transferring to another place of work or to a separate department of the enterprise, sending and providing sick leave, vacations and time off.

Search and selection of personnel, hiring and dismissal

The success and development of the enterprise depends on the correct selection of personnel. When selecting future employees from among the job seekers, the employer can use different methods- from a simple interview and familiarization with the resume of a potential employee of the company to all kinds of psychological and professional testing. The spheres of personnel search are also diverse - these are employment centers, recruitment agencies and recruiting firms, advertisements on the Internet, etc.

When applying for a job, a written agreement is concluded between the employee and the employer. labor contract with a package of documents from a potential employee (passport, work book, military ID, educational document). The contract must indicate the size wages, the position of the employee and, preferably, the terms of employment. For example, if set probation, then its duration and salary at the time of the test must be documented. It is very important that the employment process complies with the main Russian labor law - the labor code.

The dismissal of an employee is carried out at the enterprise in accordance with the articles of the Labor Code (Labor Code), on the basis of a submitted application for dismissal or in connection, for example, with the expiration of the term of the employment agreement. Also, the reason for dismissal can be a violation of labor discipline at the enterprise - absenteeism, frequent tardiness to work, frequent non-fulfillment of official tasks. Dismissal is formalized by order for personnel. In this case, the article of the Labor Code must be indicated, according to which an employee of the organization is dismissed.

Holidays, business trips, sick leave, maternity

Granting leave is based on the vacation schedule, which is drawn up by personnel officers and drawn up by an order for personnel. If the vacation needs to be postponed to another period, then the employee must write application to the personnel department indicating the reason for the transfer of the vacation period. When registering, the type and timing of the leave must be spelled out. When drawing up a vacation schedule, the peculiarities of the organization, the personal wishes of employees should be taken into account. A day off is a rest that will be provided to an employee as compensation for being on duty outside of working hours or on a day off for him.

To carry out a service task outside the workplace, an employee can be sent on a business trip. The secondment of an employee must be justified in the manager's memorandum and formalized by an order for personnel. The order indicates the terms of the business trip, where the employee will be sent and the name of the enterprise. Business trip expenses are paid by the employer, these cash are called travel allowances. Travel allowances are issued to the employee on account of the report. At the end of the business trip, the employee submits a report on the completed task and on spending the money given to him.

Sick leave is taken into account on the basis of an employment contract. The personnel service together with the accounting department calculates the amount of sick leave payment for the company's employees. Sick leave are associated with injuries at the workplace or in connection with an occupational disease, after reinstatement at work due to illegal dismissal, temporary disability, caring for a sick child, etc. Maternity leave also refer to paid ones. The right to receive a salary based on sick leave have citizens who are insured and officially registered in the personnel department of the enterprise.

Salary, bonuses and compensation payments

Talking about personnel management, one cannot ignore salary as a very important factor and tool. personnel management... Wages are material (monetary) remuneration for the work of an employee at an enterprise. Salary is the most effective way to motivate employees to work effectively and efficiently. This also includes bonuses, various social and insurance packages, interest on profits, even remuneration in the form of, for example, a voucher won to a resort, thirteenth salaries based on the results of work over the past year.

If there are changes in the conditions of payment or the amount of wages, then orders for the main activity should be issued, and personnel officers should make sure that employees get acquainted with them against signature. Notification of a decrease in salary must be made no later than two months before the event. In the event of an increase in wages, it is not necessary to notify the worker in advance. Labor law distinguishes between wages and compensation payments, these are also different things in terms of income taxation individuals(Personal income tax) and taxes from the wage fund (insurance premiums). On the issue of wages, personnel officers closely cooperate with the accounting department of the enterprise.

Job descriptions and duties of the employee

There must be a very clear connection between the salary and the duties that the employee performs. Responsibilities are prescribed in the instructions that are supposed to have for each workplace... Usually job descriptions creates the head of the organization or its separate department for employees when hiring them. The instructions describe the responsibilities, requirements for the employee, and the manager-subordinate relationship. They must be drawn up in three copies - one is intended for the manager, the second copy is for the employee, and the third is kept in the personnel department. By the way, job description serves as a good guide to the personnel manager in the search for personnel - after all, it contains all the basic requirements for the applicant for this position.

Education and training, the role of HR in learning

The adaptation of a hired specialist to a personal workplace is very important element management activities, which is not always the case, but, nevertheless, is an integral part of the activities of any successful organization. Using this procedure, a new employee can get acquainted with the work, working conditions, job responsibilities goals and rules of the organization, and with the team too. The success of the labor debut is largely determined by the way the personnel training process is organized in the company. It is extremely important to what extent the company adheres to labor rights employee: for vacation, for bonuses (incentives), for safe working conditions.

Personnel training is a set of methods that are aimed at acquiring new knowledge and skills for further more effective operation at the enterprise. Skills development staff must keep up with the pace of progress and new needs of the organization. Therefore, managers often send their subordinates to professional development, which is paid by the employer. Indeed, to some extent, the success of an organization depends on the preparedness of its employees and their constant growth as specialists. There is also training within the organization, when more experienced employees teach the newly arrived employee the specifics of working in this organization.

We should also say about the training. It happens that personnel management service invites specialists in corporate training, coaches, pay them a good fee, and then everyone wonders why there is no visible return from the training. The secret of failure is simple: if the HR department does not train specialists on an ongoing basis, and the head of the organization does not see the point in improving professional level their subordinates - the occasional trainings will not help. First of all, managers from the personnel department are obliged to train personnel, and only secondly - invited trainers.

Thus, the work of the personnel department reflects, fixes and regulates the main processes of the relationship between the staff and the manager and allows, thanks to timely adjustments and its operational actions, to maintain and improve the activities of the enterprise as a whole.

The HR specialist monitors vacancies, maintains a report

A specialist in the personnel department maintains vacancies, work with personnel, that is, with people who are looking for jobs, people who quit, with those who go on vacation. Only relevant specialists work in the department. All specialties that are located in the personnel department are included in the staffing table and in the hierarchical structure. The department, as a rule, is located in the structure not so far from the head; in fact, these are also leadership positions. A specialist in the personnel department works according to a certain scheme, selects employees through the media, the employment service. The HR specialist must have specific selection strategies. Experts test, carry out adaptation, training, if they see employees who are not competent, who do not want to change their lives, then they say goodbye to them after the introductory procedures. Each HR specialist has his own responsibilities. Several employees can work in one department if the company is large. But if it is small, then one staffing agent is enough.

To ensure that all documents are drawn up correctly, higher authorities also monitor the employees in the department.

These are mainly bodies in the sphere of labor, that is, the labor committee. Sometimes he arranges checks to identify any inconsistencies. There are many documents and each is checked carefully. Especially those related to work books and inserts to them. The management of the company draws up job descriptions for each specialty. Also instructions on technological standards and production. In addition, employees get acquainted with the rules and regulations of other positions. When applying for a job, a personnel specialist is obliged to instruct, tell about the rights and obligations of the employee.

Personnel management service: functions, tasks and structure

To acquaint with the internal regulations. For each position there is an instruction, it describes the responsibilities, safety precautions. The employee must keep and maintain all magazines with instructions, instructions.

The HR specialist sends vacancies to the pension fund

A specialist in the personnel department has such a duty as submitting information to the Pension Fund, if necessary, to the migration service - if a citizen of another state gets a job. A personnel service also works with the tax office. She is the trustee of the organization. A certain person in the personnel department has the authority to sign individual papers on behalf of the director, the organization as a whole. I would also like to note that personnel officers are obliged to ensure that conflict situations are excluded in the organization. In this way, the service helps to improve the manageability of the staff. It improves motivation and, most importantly, helps the company avoid such a problem as staff turnover. This problem is urgent today. The more competent the recruitment, adaptation, communication in the team, the higher the desire of employees to stay to work here.

If after reading this article you do not receive a definite answer, ask for quick help:

The role and place of the personnel department in the personnel management system

In system public service an independent structural unit responsible for the development and implementation of the personnel strategy of the authorities and administration, the organization of the system of work with personnel (personnel) is the personnel service.

The main tasks of the personnel department

The personnel service of a state body performs the functions of a personnel management center, the ultimate goal of which is the successful work of authorities and management, increasing the professional and material satisfaction of each employee, maintaining the health and safety of employees.

The personnel service is designed to ensure the implementation of universal and special functions of the personnel management system. Among the most important tasks of the personnel service of a state body:

Ensuring the implementation of personnel policy in the state
military service;

Making proposals to the head of the state
implementing body federal laws and other
regulatory legal acts on the civil service;

Organization of preparation and execution of decisions of the state
authority or its head associated with admission
the state service, the conclusion of the state
th service contract, appointment to the post of state
military service, its passage, dismissal
the public service and the dismissal of the public

| civil servant; |

Documentation support for the passage of state
| military service;

Effective use of HR technologies;

Conclusion of contracts for training followed by
entering the civil service;

Organization of professional retraining, higher
qualification (training) of civil servants;

Organization of service checks;

Organization of inspection of compliance with public services
those who have limitations;

Advising civil servants on law
vy and other issues related to public service;

Providing methodological guidance of activities
personnel services of subordinate organizations, generalization and
dissemination of best practices for working with personnel, its
analysis and adaptation to modern conditions of the state
management of the Russian Federation.

The list of HR tasks is not complete.

This is due to the fact that the Russian Federation is reforming the civil service, its formation as a system, as the most important mechanism government controlled.

HR structure

The structure and staffing of the personnel service of a state body is formed in a differentiated manner, based on the goals and objectives facing it, its structural and technological features, the scope of powers, the number of personnel, the complexity and volume of work performed.

The elements of the structure of the personnel service are separate positions, divisions of personnel services, the relationship between which is maintained due to the vertical and horizontal

social connections. The correct approach is that the structure of personnel services government agencies are formed on the basis of the general principles of building and designing organizations. The most important of them are the principles: scientific, hierarchical, specialization, simplicity, progressiveness, autonomy and multidimensionality 1. Sample structure personnel service federal body state power, built on the basis of functional subsystems, is shown in Fig. 12.

Head of the federal government body

Rice. 12. The structure of the subsystems of the personnel service of the federal government body 2

Scientific principle requires that the functioning and construction of the structure of the personnel service be based on the achievements of science in the field of personnel management. According to principle of specialization the division of labor and professional activities of employees are ensured, the formation of separate divisions specializing in the performance of homogeneous functions. When implementing principle of autonomy rational autonomy of structural units is ensured. The temporary retirement of individual workers does not interrupt the personnel work process. Therefore, each employee must be able to perform the functions of a superior, subordinate employee and one or two employees of his level. Based the principle of multidimensionality personnel services ensure, within the limits of their competence and authority, personnel management both vertically and horizontally. The principle of hierarchy consists in the fact that in any vertical sections the structure of the personnel service provides for the hierarchy of interaction between structural divisions, individual managers or employees.

The named subsystems of the personnel service in federal state bodies correspond, as a rule, to such management levels as departments. In the bodies of state power of the constituent entities of the Russian Federation, as well as in municipal bodies, almost all subsystems of the personnel service are preserved. However, they are embodied in the scope of tasks and functions, most often in individual positions.

The current status of many HR services is very low. This indicates that it is advisable to switch to new organizational and structural forms of building and managing the personnel of public authorities.

It is important that the manager understands the role and purpose of the HR department in the organization's personnel management, builds his work taking into account his recommendations, and relies on the opinion of HR specialists.

Personnel services should not be only a technical appendage of management structures, being mainly engaged in organizational and design work, they should more actively help the leadership of a state body in determining its personnel policy, manage the career advancement of personnel, deal with problems

interpersonal relationships, improving the style of employees and many other issues.

Today, personnel services can no longer do without scientific support for multifaceted personnel management activities. It is the scientific approach that constitutes the reserve that can turn personnel work into a powerful means of enhancing the professional qualities of workers in government and administration.

HR specialists

Improving the activities of personnel services and increasing their role in the staffing of the apparatus of state power bodies with leaders and specialists who know modern forms and methods of work are directly dependent on the qualifications of the employees of these services. However, the qualifications of workers in many HR departments and HR services do not correspond to their positions.

The relatively low organizing role of personnel departments is explained precisely by the fact that the employees employed in them do not have sufficient knowledge in the field of theory and best practices of working with personnel, scientific organization labor, social psychology, labor and civil law, modern office work.

The obvious inadequacy of the current level of education and qualifications of personnel services workers was a consequence of the fact that the country did not have educational institutions who would train specialists in this profile.

Opportunities and self-training were significantly limited, since there is little special literature on the problems of working with personnel. In recent years, the situation has changed significantly. In the early 90s. within the framework of the specialty "Management", the specialization "Personnel Management" was opened. The first departments of personnel management appeared ( State University management), which began to prepare specialists for personnel services (personnel management services) for enterprises in the sphere of material production.

For the state and municipal service in 1992-1993 at the Russian Academy of Public Administration under the President of the Russian Federation (formerly - the Russian Academy of Management) and its branches within the specialty "State and municipal administration

management "began training personnel in the specializations" Social work and frames "," Social management and personnel "," Social management and personnel work"," Public service and personnel policy ".

Since 1997, a new specialization “Human Resources Management” has been introduced. All this created the preconditions for solving the issues of training specialists for personnel services at a qualitatively new level.

According to the qualification requirements of employees, the head of the personnel department must have higher education and work experience in managerial positions, including in the personnel service, at least five years (Fig. 13).

Supervisor

The personnel service should

the conductor of personnel and social policy, the social leader of the team, his moral standard

high moral qualities, a pronounced focus on working with people, higher education and special psychological and pedagogical training, experience of personnel and managerial work at least five pet, developed cognitive, organizational, communication skills

fundamentals of management, tasks facing the organization, prospects for its development, principles of personnel policy, forms and methods of planning and organization of work with personnel fundamentals labor legislation, the basics of pedagogy, the basics of organizing office work in an automated control system

methods of organization and techniques of personnel management, methods of assessing personal and business qualities employees and the results of collective work, the practical application of the foundations of legislation in working with personnel by methods of organization educational work in a co. perspective, methods of mobilizing influence on the team, methods and techniques of public speaking

on methods of research and analysis of socio-psychological processes, on the use of technology in the management of personnel and social processes in the work collective, on the principles of working with public organizations

Rice. 13. Qualification requirements for the head of the personnel department

In the absence of specially trained workers, there are certain difficulties in staffing personnel services with specialists such as lawyers, sociologists and psychologists. Many government bodies proceed from the assumption that every competent employee is capable of working with cadres.

But in order to successfully implement the modern functions of HR services, this is not enough. Without modern scientific special training, only on the basis of personal work experience, many of these functions are practically impossible to perform today.

The stereotype of the head of the personnel department, which has developed over the years, is far from perfect. Usually this is a conscientious and diligent worker, accustomed to accuracy and vigilance from the experience of his past work. Apparently, it is preferable to select people with a higher legal or public administration education for the position of the head of the personnel department. The existing practice confirms that in this case the work with personnel is organized in the most rational way.

In order for personnel structures to be able to competently solve their difficult and responsible tasks, it is necessary to retrain according to special programs not only for managers, but also for employees of these departments, providing them with training and teaching materials... This is a problem of the utmost importance. The experience of solving such problems was formed in the Civil Registry Office under the President of the Russian Federation, where a modern professiogram was developed for a specialist in the personnel service of federal and regional executive bodies 1.

So, the analysis of the activities of the personnel services of public authorities in the context of reforming society indicates that their role and capabilities in providing government bodies with highly qualified, active, morally sound personnel are extremely small. The powers of the personnel services of state bodies are still

determined without taking into account the prospects, only for a transitional period.

Of course, the tasks, functions and structure of individual organs in | the system of public service should be determined by specific historical conditions and goals of the state, the needs of management. But it is important here to take into account the prospects for the country's development, the conclusions of science. Only then will they be able to actively influence the staffing of the reforms.

HR department of the enterprise

The real need for profound changes in the activities of personnel services for the management of civil service personnel will require a careful study of scientific achievements and best practices in this area, respectful attitude to domestic and foreign experience, the decisive introduction of progressive forms and personnel technologies.

Improving the activities of personnel services of state and municipal bodies for personnel management is possible only as a result of solving the following tasks:

Development and implementation regulatory framework, from
meeting the modern needs of reforming the state
donation service, taking into account the strategic directions of its
development;

Creation of federal, sectoral, regional banks
personnel information;

Raising the status of personnel services of authorities, opti
mization of their structure, raising the level of qualifications of specialists
socialists working in personnel departments;

Providing organizational and scientific-methodological software
power to personnel services at the federal and regional levels
not.

In the personnel management system of state bodies, it is necessary to increase the role of the personnel services of the administrations of the constituent entities of the Federation. This requirement is caused by the fact that these bodies are endowed with management and coordination functions, are closest to the population, local self-government bodies, and perform a very wide range of state powers. Ultimately, the successful implementation of reforms, their staffing, and the most efficient use of human resources largely depend on their efforts and fruitful activities.

conclusions

Personnel management is a purposeful managerial influence of the leadership and personnel service of public authorities, aimed at solving multifaceted tasks related to the demand both in the interests of the organization and in the interests of a person of his professional capabilities.

In the context of modernization of the civil service, the responsibility of personnel services for the formation of a highly qualified apparatus of power and administration, the effective use of the personnel potential of state bodies, increases.

Personnel services of state bodies should have a higher status and be able to influence the formation of the structure of the apparatus, states, make proposals to the leadership of the authorities on improving the activities of the apparatus and the passage of service by civil servants.

The personnel services of state bodies should have the most experienced specialists in the field of public service and work with personnel.

Their qualitative composition must meet the requirements of the time.

Control questions

1. What are the universal and specific functions sis
civil service personnel management topics.

2. What is organizational structure control systems
civil service personnel?

3. List the factors that determine the need
enhancing the role and status of human resources services in modern
conditions.

4. Describe the content of the basic principles of construction
organizational structure of the personnel service.

5. What are the main tasks of the personnel service federal
th authority.

© Lukyanenko V.I., 2002

Organizational Behavior Management of Civil Servants

Formation of a new system

social order in Russian society increases the role and responsibility of civil servants. In conditions when statehood based on rigid centralization is replaced by management based on the principle of serving the state to society, the importance of the personal factors of the professional activity of civil servants is actualized. Knowledge of the style and forms of personal and group behavior of people in the organization, the system of behavioral norms becomes an important condition for increasing the efficiency of the organization in general and personnel management in particular.

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"Personnel service and personnel management of the enterprise", 2006, N 7

Personnel structure: organizational, functional, role-based, social, staff structure.

System analysis allows us to consider personnel as an interconnection of structures identified according to various criteria: organizational, functional, role, social, staff.

1. Organizational structure of personnel- the composition and scheme of interaction of the elements of the management subsystem (management divisions and individual officials) of a specific enterprise. It consists of a set of interconnected links of management, which act as an independent part of the organizational structure at a certain level of management, management apparatus and production units. The organizational structure of management is an organizational) form in which the production management process is implemented and is characterized by the hierarchy of the management subsystem (the number of levels or stages of management), the number of elements of the subsystem or management units at each level, their possible specialization, the degree of centralization (decentralization) of management at that or another level and in each division, as well as the number of management personnel and the potential capabilities of management divisions.

2. Functional structure staff reflects division management functions between management and individual divisions of the enterprise and includes the following elements. Management functions are a special type of management activity, a product of the division and specialization of labor in the field of management, which is a part of the management process, distinguished on a special basis: by the generality of the subject of management (quality, labor and wages, scientific and technological progress, labor protection); by the community of production resources (labor, material, technical, financial). Usually 10-25 functions are allocated. Part of the management function is a set of management tasks, which is a set of tasks that are different in terms of basic functions (regulation, planning, accounting, control, analysis, regulation) and are implemented by small functional units (department, bureau, group). The number of task complexes can be no more than 200 for one management level of the enterprise. The task of management is a set of interrelated information processing operations carried out by personnel with the help technical means, the result of which is the adoption of a management decision. For example, the calculation of staffing requirements for the year for the enterprise. The management task is the main element of the management process, and several management workers are involved in its implementation. In general, several thousand management tasks are being solved in the management of an enterprise. A control operation is a collection of labor actions that are aimed at changing the form or content of information.

3. Role structure of personnel determines the composition and distribution of creative, communicative and behavioral roles between individual employees and is an important tool in the system of work with personnel. Creative roles are reserved for enthusiasts, inventors, and organizers. Such people are characterized by variability of thinking and the ability to solve problem situations. Communication roles determine the content and level of employee participation in the information process, the acceptance process management decisions and interactions in the exchange of information. Behavioral roles characterize typical models of people's behavior in production, in everyday life, on vacation, at work, in conflict situations... To determine the role structure of personnel, socio-psychological methods, testing, analysis of biographical and personnel data, personnel certification materials, and the results of role-playing games are used.

4. Social structure characterizes the workforce: the collective in terms of social indicators (gender, age, profession and qualifications, nationality and education). The social structure is analyzed according to the following data:

Personnel records;

Sociological research results;

Materials of certification commissions;

Orders on personnel issues.

To obtain reliable and comparable data, the personnel record sheet is most suitable, since it contains the largest number of information that is confirmed by other documents (passport, copy of education documents, work book, list of scientific papers, marriage certificate, etc.).

5. The staff structure of the personnel determines the composition of divisions and the list of positions, the size of official salaries, the payroll. The staffing structure is determined by the management of the enterprise and is determined by the organizational structure of the enterprise. Staffing table is developed to determine the structure of the management apparatus of the organization and includes the names of positions of all management employees, the number of employees in each structural unit... The staffing table is adjusted and approved annually.

conclusions

Thus, in this test work it was considered that Linear-functional diagrams of organizational structures historically arose within the framework of factory production and were the corresponding "organizational" response to the increasingly complex production and the need to interact under changed conditions with a large number of institutions external environment(mass consumer, financial institutions, international competition, legislation, government, etc.).

The positive aspects are the clarity of the system of interaction between departments, one-man management (the leader takes into his own hands general management), differentiation of responsibility (everyone knows what he is responsible for), the possibility of a quick reaction of executive units to instructions received from above. The lack of structure is the lack of links that generate overall strategy work. Leaders at almost all levels are primarily concerned with operational issues, not strategic issues. There are prerequisites for shifting responsibility and red tape in solving problems that require the interaction of several departments. Enterprise management is poorly flexible and does not adapt well to change. The organization and departments have different criteria for assessing the effectiveness and quality of work. The current tendency towards formality in the assessment of these indicators usually leads to an atmosphere of disunity and fear.

The disadvantages of management in this structure lie in the large number of intermediate links that are between employees and the decision-maker. Top-level managers are prone to overload. The relationship between work results and qualifications, business and personal qualities senior management. Thus, we can conclude that in modern conditions a linear-functional organizational structure has more disadvantages than advantages. With this system of organization, it is difficult to achieve high-quality work of the enterprise. The shortcomings of the linear scheme are intended to eliminate the line-staff organizational structure. It allows you to eliminate the main drawback, which is associated with the lack of links designed for strategic planning... This structure provides for a reduction in the workload of top managers, there is an opportunity to attract external experts and consultants. However, there is still a lack of clarity in the distribution of responsibility.

Lektsii.net - Lectures. No - 2014-2018. (0.008 sec.)

Tasks personnel management services are formulated according to the main goal of its activities and, as a rule, are fixed in the Regulations on this unit (department).

HR work and HR management

The purpose of the service: to provide the organization with employees who are able to implement the organizational strategy at the present time and taking into account its changes in the future. In an enlarged version, the tasks of the service are as follows:

- development and implementation of the organization's personnel policy in accordance with modern concepts management by human resourses, legal and ethical norms and taking into account internal company standards;

- formation and updating of information and analytical base for making organizational decisions on personnel management issues;

- ensuring safe conditions for decent work, adaptation in the organization, motivation and development of the organization's personnel.

Functions personnel management services are determined by the tasks assigned to it:

- participation in the development and implementation of the goals and policies of the organization in the field of personnel management;

- implementation of forecast and planned calculations of personnel requirements. Development of plans and programs for providing the organization with personnel, its movement, development and release;

- participation in the design of workplaces, the implementation of marketing activities to find and attract candidates for employment, the implementation (primary or final) assessment of their professional and personal suitability;

- development and implementation of the adaptation program for new employees in the organization;

- participation in the preparation and implementation of a competent approach to personnel management (development of a package of individual competencies for employees, diagnostics of their availability, acquisition and evaluation);

- organizing the development of employees through training (selection of personnel for training, selection of teaching staff, forms and methods of training and monitoring its effectiveness, determination of costs);

- participation in the development of plans for the professional and job promotion of employees, the organization of their implementation in the organization;

- formation personnel reserve to fill managerial positions and organize work on the development of its employees;

- organization of the procedure for assessing the activities of employees in the organization in accordance with the standards developed in the organization and the category of certified personnel;

- participation in the development and improvement of the organization of remuneration and incentives for the organization's personnel (development / selection of forms and systems of remuneration, compensation package);

- organization of a procedure for identifying the state of staff satisfaction with work in the organization (development of questionnaires, selection of survey forms, information processing, determination of dynamics), participation in solving problems that reduce discrepancies between the realities and expectations of employees;

- monitoring and ensuring social balance in the organization's divisions: developing and implementing measures to create a psychological climate, prevent cases of mobbing and bossing in the organization. Ensuring compliance with labor legislation in the work with personnel;

- organization of protection of life and health of employees. Participation in monitoring working conditions, organizing preventive medical examinations and medical examination of employees, developing effective measures to identify and treat alcohol and drug addiction;

- implementation social functions in work with personnel (participation in catering, the work of the library, the first-aid post, sports and fitness departments, etc.);

- conducting constant monitoring of labor markets, business and vocational education, the main competitors and system partners of the organization;

- improving the efficiency of the personnel based on the rationalization of the model, structure and staff of the personnel service, discipline management;

- continuous improvement of forms and methods of personnel management based on the use of new technologies for the implementation of document flow, unification of documentation for HR administration, efficiency in the profile (personnel) awareness of employees and candidates for vacancies;

- implementation of representative functions in external organizations, public relations, funds mass media on issues that are core to the unit.