We bring to your attention a typical example of the job description of a HR specialist, sample of 2020. A person with a higher professional education can be appointed to this position without presenting requirements for work experience. Do not forget, each instruction of the HR specialist is handed out against a receipt.

This section provides typical information about the knowledge that a human resources specialist should have. About duties, rights and responsibilities.

This material is included in the huge library of our site, which is updated daily.

1. General Provisions

1. The human resources specialist belongs to the category of specialists.

2. A person with a higher professional education is admitted to the position of a HR specialist without any requirements for work experience.

3. The HR specialist is hired and dismissed by the director of the organization.

4. The HR specialist should know:

- legislative and regulatory legal acts, methodological materials on personnel management;

- labor legislation;

- the structure and staff of the enterprise, its profile, specialization and development prospects;

- the procedure for determining the prospective and current needs for personnel;

- sources of staffing the enterprise;

- methods of analysis of the professional and qualification structure of personnel;

- provisions on the conduct of certification and qualification tests;

- the procedure for election (appointment) to a position;

- the procedure for registration, maintenance and storage of documentation related to personnel and their movement;

- the procedure for the formation and maintenance of a data bank on the personnel of the enterprise;

- the procedure for drawing up reports on personnel;

- the basics of psychology and labor;

- fundamentals of economics, labor organization and management;

- labor legislation;

- computer facilities, communications and communications;

- internal labor regulations;

- rules and norms of labor protection, safety, industrial sanitation and fire protection.

5. In his activities, the HR specialist is guided by:

- the legislation of the Russian Federation,

- the Charter of the organization,

- orders and orders of employees to whom he is subordinate in accordance with this instruction,

- this job description,

- The rules of the internal labor regulations of the organization.

6. The HR specialist reports directly to the head of the HR department.

7. During the absence of a personnel specialist (business trip, vacation, illness, etc.), his duties are performed by a person appointed by the director of the organization in accordance with the established procedure, who acquires the corresponding rights, duties and is responsible for the performance of the duties assigned to him.

2. Job responsibilities of the HR specialist

Human Resources Specialist:

1. Carries out work on staffing the enterprise with personnel of the required professions, specialties and qualifications.

2. Takes part in the work on the selection, selection, placement of personnel.

3. Carries out the study and analysis of the official and professional-qualification structure of the personnel of the enterprise and its divisions, the established documentation for personnel records related to the hiring, transfer, labor activity and dismissal of employees, the results of certification of employees and assessment of their business qualities in order to determine the current and future staffing needs, preparation of proposals for filling vacancies and creating a reserve for nomination.

4. Participates in the study of the labor market to determine the sources of satisfaction of the need for personnel, establish and maintain direct links with educational institutions, contacts with enterprises of a similar profile.

5. Informs employees of the enterprise about available vacancies.

6. Takes part in the development of long-term and current work plans.

7. Supervises the placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, the conduct of their internships, takes part in the adaptation of newly hired workers to production activities.

8. Participates in the preparation of proposals for personnel development, business career planning, training and advanced training of personnel, as well as in assessing the effectiveness of training.

9. Takes part in the organization of work, methodological and informational support of qualification, certification, competition commissions, execution of their decisions.

10. Analyzes the state of labor discipline and the implementation of the internal labor regulations by the employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.

11. Supervises the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past work activities, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensations, issuing pensions to employees and other established personnel documentation, as well as entering the relevant information into the data bank of the personnel of the enterprise.

12. Draws up the established reporting.

13. Complies with the Internal Labor Regulations and other local regulations of the organization.

14. Complies with internal rules and regulations of labor protection, safety, industrial sanitation and fire protection.

15. Ensures the observance of cleanliness and order in his workplace,

16. Fulfills, within the framework of the employment contract, the orders of the employees to whom he is subordinate in accordance with this instruction.

3. Rights of the HR specialist

The HR specialist has the right to:

1. Submit proposals to the director of the organization:

- to improve the work related to the obligations provided for by this instruction,

- on the encouragement of distinguished workers subordinate to him,

- on bringing to material and disciplinary responsibility of subordinate employees who have violated production and labor discipline.

2. To request from the structural divisions and employees of the organization the information necessary for him to perform his duties.

3. To get acquainted with the documents defining his rights and obligations in the position held, the criteria for assessing the quality of the performance of official duties.

4. To get acquainted with the draft decisions of the management of the organization concerning its activities.

5. Require the management of the organization to provide assistance, including the provision of organizational and technical conditions and the execution of the established documents necessary for the performance of official duties.

6. Other rights established by the current labor legislation.

4. Responsibility of the HR specialist

The HR specialist is responsible in the following cases:

1. For improper performance or non-performance of their duties provided for by this job description - within the limits established by the labor legislation of the Russian Federation.

2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.

3. For causing material damage to the organization - within the limits established by the current labor and civil legislation of the Russian Federation.

The job description of a HR specialist is a sample of 2020. Job responsibilities of a HR specialist, rights of a HR specialist, responsibility of a HR specialist.

This article is dedicated to the profession called HR specialist. In it, we will consider in detail what requirements are imposed on this person, and what duties he performs, according to the established professional standard and job description.

Why is a standard needed? Is it obligatory to use it

The professional standard of a personnel specialist is a document that is approved at the state level. it the main normative act, which contains all the norms related to personnel work... The standard also reflects all the work functions that a specialist must perform. That is why its application is mandatory.

Labor functions according to the professional standard include:

• providing the organization with the necessary documents;
• selection of personnel for the organization;
• certification work with all employees;
• assessment of the quality of work of employees;
• employee management;
• participation in creating favorable working conditions for employees.

In addition, the professional standard fixes those requirements that relate to the qualifications of a specialist. If a candidate does not meet these requirements, he will not be able to be accepted for this position.

This document primarily helps the specialists themselves. With the help of it, they can determine whether they have sufficient qualifications to work in this position.

The structure of the professional standard

All documents officially adopted by the state have their own structure. The professional standard also has its own structure. This document is divided into several parts:

• basic provisions;
• working functions of a specialist;
• detailed characteristics of these functions;
• data on those who developed the professional standard.

The first section includes all the criteria by which an employee can belong to the HR department. The document contains clear purpose of the HR specialist... The professional standard applies to the work of both ordinary ordinary personnel officers and managers of the entire personnel department.

Main responsibilities

According to the professional standard and job description, the duties of a cadre worker include the following functions:

Employee rights

In addition to the main duties, an employee of the personnel department has rights that he can use in an unlimited manner. Employee rights include:

Established requirements according to the document

A personnel specialist can be appointed and dismissed from it only by order of the organization's management. This employee is a specialist. He must obey only his leader.

According to the professional standard, a person who wants to work with personnel must have an education... If the education is secondary specialized, then work experience is not required. If the education is primary vocational, then the person must undergo the prescribed training, as well as have at least two years of work experience. This should also include at least a year's work experience in this organization.

When carrying out his work activities, an employee of the personnel department must be guided by the following documents:

• local acts;
• company documents;
• rules that relate to the work schedule;
• rules that relate to labor protection;
• safety engineering;
• rules that relate to sanitation;
• fire safety rules;
• orders, instructions, orders of their superiors;
• job description;
• professional standard.

What competencies should a human resources specialist have?

An employee who works in the HR department must have the following knowledge and skills:

Advantages and disadvantages of the profession

Like any other profession, this work activity has its pros and cons. Let's consider them in more detail. The advantages of the profession include:

1. Convenient work schedule. Such an employee usually works five days a week for eight hours. There is a lunch break. All established holidays have the opportunity to rest.
2. Availability of a social package.
3. The work involves a sedentary nature.
4. The work is not hard, with documents.
5. Having respect from other employees.
6. Dynamic work, not boring.
7. Decent salary.
8. Work in a comfortable office.

The disadvantages of the profession include:

1. We have to rush between management and employees.
2. Sometimes you have to perform duties that are not included in the established professional standard.
3. Work a lot of time at the computer, where vision deteriorates.
4. Working with a lot of papers.
5. Monotonous nature of work.
6. Conducting interviews where people can be completely different.

Of course, each enterprise has its own laws and procedures, so somewhere there will be more pluses than minuses, and somewhere vice versa.

A worker who works in the personnel department is, first of all, a specialist in his field. He is responsible for the entire human resources potential of his organization... The face of this profession exists in every company, regardless of whether it is small or large. This profession is quite popular. The salary is quite good. Many educational institutions teach this profession, so those who wish can choose almost any they like.

This employee is closely related to other workers of the enterprise, he is engaged in their selection and selection, so the employee must be very responsible. Any manager wants to see competent, competent employees in his workforce.

Consultation on the translation of a specialist is needed: I want to transfer a HR specialist without a category - a HR specialist of the first category. The candidate has a higher education, a specialist program in the specialty "Expertise and Real Estate Management", qualification "Engineer", graduation year 2016, work experience as a HR specialist 2 years 9 months. According to the job description of a HR specialist, you need a higher professional education and work experience as a HR specialist of the 2nd category for at least 2 years. Is it possible to transfer to the first category a candidate with the above education "in the light of professional standards"?

Answer

Answer to the question:

Unfortunately, no categories are assigned to HR specialists.

As a general rule, the employer determines job titles and qualification requirements at his own discretion.

But if, with the performance of work in certain positions or professions, labor legislation links the provision of compensation and benefits(early retirement , additional leave) or establishes any restrictions, then the names of such positions and professions, qualification requirements must correspond qualification reference books, professional standards ... This compliance should be observed both in the employment contract with the employee, which will indicate his position (performance of work by profession), and in the staffing table of the organization. This is indicated in Art. 57 of the Labor Code of the Russian Federation.

This rule applies to:

1. Employees who work in hazardous working conditions;

2. Pedagogical, medical workers, "northern" employees and others who have the right to a preferential pension:;

3. Any other employees, if in accordance with the Labor Code of the Russian Federation, other federal laws with the performance of work on certain positions, professions, specialties associated with the provision of compensation and benefits or the presence of restrictions.

Note that this state of affairs existed before, only there was no indication of the use of professional standards, along with EKS.

Qualification reference books in connection with the introduction of professional standards have not been canceled , and you can use them in the same way as professional standards, and in the absence of a professional standard, continue to use the EKS in order to determine the name of the position and the requirements for the qualifications of employees. In the future, it is planned to replace ETKS and EKS with professional standards, as well as separate industry requirements for the qualifications of employees, approved by legislative and other regulatory legal acts that are already in place (for example, in the field of transport, etc.). But such a replacement, according to the Ministry of Labor of Russia, will take place over a fairly long period.

Qualification handbook by specific groups of specialists Intra-job categorization by wages is provided. Qualification categories (specialist, III category, II category, I category) are established by the head of the organization, taking into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience , determined by the length of service in the specialty, etc.

Attention: With regard to HR professionals, there is no intra-post division into categories. Such specialists are not assigned categories.

The assignment, as well as the increase (decrease) of qualification categories to employees is carried out based on the recommendations of the certification commissions ... When preparing recommendations on the assignment of qualification categories, the following factors are taken into account: the profile of the organization, the level of theoretical training and practical skills, compliance with the qualification characteristics (job descriptions) of specialists and work experience.

The certification procedure is established by labor legislation and other regulatory legal acts containing labor law norms, local regulations adopted taking into account the opinion of the representative body of employees (see. Letter dated 30.04.2008 N 1028-s).

Details in the materials of the System Personnel:

1. Answer:How to apply professional standards

Appointment of professional standards

Why are professional standards developed

An occupational standard is a characteristic of the qualifications that an employee needs to perform a certain type of professional activity (). The standard can be developed both for a specific position or profession, for example, for a welder, teacher, and for activities that include whole groups of related positions and professions, for example, personnel management, the media, financial specialists.

Unlike those used today, the structure of describing the qualification characteristics in the professional standard provides for the use of a more modern design that meets the realities of modern business and the labor market. The professional standards provide for interrelated requirements for the level of knowledge of the employee, his skills, professional skills, work experience. In fact, professional standards are replacing the same reference books that have lost their relevance at the moment and can no longer fully meet modern business requirements and the real conditions of the labor market.

The modern professional standard is a set of generalized labor functions with a decoding of the possible names of the position of employees and the necessary requirements for education and work experience to perform this function. Further, each generalized function is divided into separate labor functions, containing a list of specific actions that the employee must perform, as well as requirements for the knowledge and skills necessary to perform this labor function. Depending on the availability of relevant knowledge and skills, and hence the ability to perform this or that function, the level of qualification of the employee is also determined.

As a result, employers will be able to widely apply occupational standards for the following purposes:

• the formation of personnel policy and personnel management, including the definition of the labor function of the employee for its fixation in the employment contract or job description;
• organization of training and certification of employees as a guideline and verification of whether employees have the knowledge and work skills necessary for a modern specialist;
• the tariffication of work and the assignment of tariff categories to employees, as well as the establishment of remuneration systems, taking into account the specifics of the organization of production, labor and management.

Among other things, the professional standards will be applied in the development of educational standards and programs at both federal and local levels (subparagraph, paragraph 25 of the Rules, approved). This is necessary in order to narrow the current gap between the knowledge that students receive through educational programs and the knowledge that modern business really needs. That is, professional standards are tools to create sustainable and effective interaction between the world of work and education and ensure the rational use of human resources.

With such an integrated approach to professional standards, their application will allow employers to:

• to increase labor productivity, improve the quality of production and products, and thereby not only maintain, but also strengthen its competitiveness;
• reduce the costs of recruiting and conducting corporate training;
• it is easy to determine the skills and knowledge required for a particular profession;
• more accurately assess the needs and opportunities for professional training;
• effectively update the knowledge, skills and competencies of employees and raise their level.

For employees, the introduction of professional standards will allow:

• determine the skills and knowledge required for a specific profession or position;
• more accurately assess their needs and opportunities for training;
• plan and implement clear and clear career paths;
• receive recommendations and referrals from the employer for additional training, certification.

Attention: On May 2, 2015, it was published on the procedure for employers' application of professional standards, which makes the appropriate changes to and "On Education in the Russian Federation". So, according to the law, from July 1, 2016, employers will be required to apply professional standards only if the requirements for the qualifications that an employee needs to perform a certain job function are established by the Labor Code of the Russian Federation, federal laws or other regulatory legal acts. In other cases, when the mandatory application of the qualification characteristics contained in the professional standards is not established, the professional standards will be used as the basis for determining the requirements for the qualifications of employees.

In addition, the formation of the requirements of federal state educational standards for vocational education for the results of mastering the basic educational programs of vocational education in terms of professional competence will be carried out on the basis of the relevant professional standards, if any.

The procedure for developing and approving professional standards, as well as establishing the identity of the names of positions, professions and specialties contained in the unified tariff and qualification reference book of work and professions of workers, the unified qualification reference book of the positions of managers, specialists and employees, the names of positions, professions and specialties contained in professional standards, will be established by the Government of the Russian Federation, taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor Relations.

Development of standards

How professional standards are developed

The development of professional standards is a large complex task that will be implemented gradually. The plans for the next three years are the approval of about 800 standards in various areas. Most of the standards are currently under development. At the same time, among the first, the standards of a teacher, social worker, programmer, welder were approved.

For a complete list of approved standards, see.

The standards are developed in accordance with the approved plans. Among them:

• development of professional standards for 2014-2016, approved;
• preparation of professional standards in 2013-2014, approved.

Employers have the right to take part in the development of draft professional standards (Rules approved). To do this, you must send a notice about the development of the project to the address [email protected](FSBI "Research Institute of Labor and Social Insurance"). The recommended sample of the notification is posted on the official website of the Ministry of Labor of Russia. In addition to the notification, the employer submits the following set of documents to the Ministry of Labor of Russia:

• draft professional standard;
• explanatory note to the project;
• information about the organizations that took part in the development and approval of the professional standard;
• information on the results of the discussion of the draft professional standard with representatives of employers, professional communities, trade unions and other interested organizations.

When developing a draft professional standard, it is necessary to be guided by the following documents:

• on the rules for the development, approval and application of professional standards;
• on the development of a professional standard, approved;
• approved;
• in order to develop draft professional standards approved.

Within 10 calendar days from the date of receipt of the draft professional standard by the Ministry of Labor of Russia:

• informs its developer about the rejection or acceptance of the project for consideration;
• publishes the draft of the professional standard, accepted for consideration, on the website www.regulation.gov.ru for public discussion;
• directs the draft of the professional standard to the relevant federal executive body that carries out legal regulation in the relevant field of activity, which prepares its comments and proposals on the draft.

The public comment period is no more than 15 calendar days from the date the draft professional standard is posted on the website. The federal body sends to the Ministry of Labor of Russia its comments and proposals on the draft professional standard also within 15 calendar days from the date of its receipt.

After that, the Ministry of Labor of Russia sends the draft professional standard, along with the results of its consideration by the federal body and the results of public discussion, to the National Council for Professional Qualifications. The National Council examines the document and sends the corresponding expert opinion to the Ministry of Labor of Russia. At the legislative level, the term for such an examination is not fixed. In practice, meetings of the National Council are held once every one or two months, that is, approximately this is how long the examination of draft professional standards lasts.

Within seven calendar days after receiving the opinion of the National Council, the Ministry of Labor of Russia makes a decision on the approval or rejection of the draft professional standard and informs the developer of the professional standard about the decision.

Such rules are provided for in the clauses of the Rules approved.

On average, consideration and approval of a professional standard in practice takes about three months (the Rules approved).

Information about the approved professional standards is entered into a special register, the procedure for the creation and maintenance of which is established by the Ministry of Labor of Russia (the Rules approved). The Ministry of Labor of Russia sends information about the approved professional standards to the Ministry of Education and Science of Russia within 10 days after their entry into force, so that their provisions are taken into account when developing federal state educational standards for vocational education (Rules approved). . No. 23). So, for example, the list of projects of professional standards, developed at the expense of the federal budget, is indicated in K.

A question from practice: is it necessary to change job descriptions due to the introduction of professional standards

Until the introduction of professional standards and the recognition of the current ones as invalid, the obligation to change job descriptions does not arise.

Currently, professional standards are only being developed. The list of approved standards is given in. Their mass application and use will begin no earlier than 2015, and possibly even later.

After the main professional standards are developed and approved, a new classifier of professions will be formed, divided for specific industries, areas of professional activity. It is planned that after that the current qualification manual will be canceled, and only then, it is likely that separate changes in the job descriptions of employees will be required.

At the same time, already now, organizations, accepting new employees for positions for which professional standards have been approved, can, if necessary, revise job descriptions and include skills, knowledge and abilities from new professional standards. However, this is currently a right and not an obligation of the organization.

There is not a single mention of job descriptions in the Labor Code. But for personnel officers, this optional document is simply necessary. In the journal "Personnel business" you will find the current job description for the personnel officer, taking into account the requirements of the professional standard.

Check your PVTP for relevance. Due to the 2019 changes, the provisions of your document may be in violation of the law. If the GIT finds outdated wording, it will fine. What rules to remove from the PVTR, and what to add - read in the journal "Personnel business".

In the journal "Personnel Business" you will find an up-to-date plan on how to create a safe vacation schedule for 2020. The article contains all the innovations in laws and practice that must now be taken into account. For you - ready-made solutions to situations that four companies out of five face when preparing a schedule.

Get ready, the Ministry of Labor is changing the Labor Code again. There are six amendments in total. Find out how the amendments will affect your work and what to do now so that the changes are not caught by surprise, learn from the article.

1.1. This instruction has been drawn up in accordance with the Decree of the Ministry of Labor of the Russian Federation of 08.21. No. 37 "Industry-wide qualification characteristics of the positions of workers employed in enterprises, institutions and organizations."

1.2. The HR specialist belongs to the category of specialists.

1.3. This job description establishes the rights, responsibilities and duties of a human resources specialist.

1.4. A person with a higher or secondary vocational education is admitted to the position of a HR specialist, without presenting requirements for work experience.

1.5. A human resources specialist is appointed and dismissed by order of the director of the technical school on the proposal of the head of the personnel department.

1.6. The personnel specialist is directly subordinate to the head of the personnel department, in addition, he can receive orders from the director of the technical school.

1.7. The HR specialist in his work is guided by:

Regulations on the personnel department;

This job description.

1.8. The HR specialist should know:

Labor legislation;

Legislation and regulations;

Methodological materials for maintaining documentation on accounting and personnel movement;

The structure and staff of the technical school;

The order of registration, maintenance and storage of work books and personal clerks of the technical school;

The procedure for establishing the names of professions of workers and positions of employees, general, insurance and continuous work experience, benefits, compensation;

Registration of employee pensions;

The procedure for accounting for the movement of personnel and drawing up the established reporting;

The procedure for maintaining a data bank on the staff of the technical school; basics of office work;

Computer facilities, communications and communications;

Forms and methods of document execution control;

Labor protection rules and regulations.

1.9. During the absence of a personnel specialist (vacation, illness, etc.), his duties are performed by a person appointed by order of the director of the technical school, who is responsible for their improper performance.

2. Functions

2.1. Registration of admission, transfer and dismissal of employees.

2.2. Maintenance and accounting of work books.

2.3. Preparation of the necessary materials for qualification, certification commissions.

2.4. Registration and accounting of vacations.

2.5. Registration of documents for the appointment of pensions.

2.6. Organization of control over the state of labor discipline and compliance with the rules of the internal labor schedule.

2.7. Preparation, execution and submission of reports on quota issues.

2.8. Analysis of staff turnover.

2.9. Ensuring the fulfillment of the functions assigned to the technical school in the daily activities of primary military registration, military registration and booking, citizens who are in reserve, from among the workers and students of the technical school.

2.10. Implementation of the primary military registration of citizens in reserve and citizens subject to conscription, living or staying (for a period of more than three months).

2.11. Explaining to the officials of the technical school and citizens of their duties for military registration, mobilization training and mobilization, established by the legislation of the Russian Federation and the Regulations on military registration, and exercising control over their implementation.

2.12. Registration of documents on personnel and financial activities.

3. Job responsibilities

The HR specialist is obliged to:

3.1. Exercise control over the timely execution of orders, orders of the director of the technical school and orders of the head of the personnel department.

3.2. Keep records of the staff of the technical school , its divisions in accordance with unified forms of primary accounting documentation.

3.3. Draw up the admission, transfer and dismissal of employees in accordance with labor laws, regulations and orders of the director of the technical school, as well as other established personnel documentation.

3.4. When applying for a job, issue a checklist for passing the introductory, primary briefing, acquaint with the local acts of the technical school.

3.5. Form and maintain personal files of employees, make changes in them related to work.

3.6. Issue orders for personnel and financial activities of employees of the technical school.

3.7. Prepare the necessary materials for qualification, certification, competition commissions and the presentation of employees for incentives and awards

3.8. Fill out, take into account and store work books, calculate the length of service, issue certificates of the present and past work activities of employees.

3.9. Make an entry in work books about the incentives and awards of employees.

3.10. Prepare documents for submitting a report on quotas.

3.11. Enter information into the data bank on the quantitative and qualitative composition of employees, their movement, monitor its timely updating and replenishment.

3.12. Keep records of the provision of vacations to employees, exercise control over the preparation and compliance with the schedules of regular vacations.

3.13. Maintain timekeeping records of the actual time spent by employees in the technical school, monitor their timely attendance at work and leaving work, staying at work places.

3.14. Make the appropriate notes in the report card and draw up reports (summaries) on a daily basis on attendance at work, as well as on delays and absenteeism, indicating the reasons that caused them, keep records of the payroll of employees.

3.15. Systematically make changes related to the registration of the admission of employees, transfers, dismissals, the provision of vacations, etc.

3.16. Control the timeliness of employees' submission of temporary disability certificates, patient care certificates and other documents confirming their right to be absent from work.

3.17. In accordance with the established procedure, submit a report card containing information on the actual hours worked, overtime hours, violations of labor discipline, etc.

3.18. To issue pension insurance cards, other documents necessary for the appointment of pensions to employees of the technical school and their families, the establishment of benefits and compensations.

3.19. Study the reasons for staff turnover, participate in the development of measures to reduce it.

3.20. Prepare documents after the expiration of the established periods of current storage for depositing in the archive.

3.21. Maintain a primary account of citizens who are in reserve on primary registration cards, and citizens subject to military service, according to lists.

3.22. Assist in military registration (removal from military registration) of citizens who arrive (move to another district, city) for a permanent or temporary (for a period of more than 3 months) place of residence.

3.23. Identify, together with the internal affairs bodies, citizens subject to military registration.

3.24. To compare annually the primary registration cards and the lists of citizens subject to conscription with the military registration documents of the district military commissariat.

3.25. To send, at the request of the military commissariat, the information necessary for entering into the military registration documents information about citizens registering for military registration and citizens registered with military registration.

3.26. Annually submit lists of 15- and 16-year-old boys to the district military commissariat in September, and lists of youths subject to initial military registration in December.

3.27. Exercise control over the visit by citizens subject to military service to medical and preventive institutions where they are sent for medical examination or examination.

3.28. Enter in the primary registration cards and in the lists of citizens subject to conscription for military service, changes regarding education, place of work, position, marital status and place of residence registered with the military, and inform the military commissariat about the changes made within 14 days ...

3.29. Explain to citizens their obligations on military registration established by the Law of the Russian Federation "On military duty and military service", to exercise control over their implementation.

3.30. When registering citizens for military registration:

Check the authenticity of military cards (temporary certificates instead of military cards) and certificates of citizens subject to conscription for military service, the presence of marks on the removal of citizens from military registration at their previous place of residence and the registration of reserve officers and citizens subject to military service, on military registration in the military the district commissariat at the new place of residence.

If you find in a military card (temporary certificates) citizens subject to conscription for military service, unspecified corrections, inaccuracies and forgeries, an incomplete number of sheets, immediately report this to the military commissariat for taking appropriate measures.

Issue receipts when accepting military cards from citizens (temporary certificates instead of military cards) certificates of citizens to be called up for military service.

Fill out primary registration cards for citizens who are in stock. In accordance with the entries in military cards, fill out registration cards for ensigns, warrant officers, sergeants, senior soldiers and reserve sailors.

3.31. Within 14 days, inform the military commissariat about the employment (dismissal) of citizens who are in the reserve and are registered with the military.

3.32. Fulfill the requirements of the Federal Law "On Personal Data" and other regulatory legal acts of the Russian Federation, as well as internal regulations of the technical school that regulate the protection of the interests of subjects of personal data, the procedure for processing and protecting personal data.

3.33. Exercise control over the state of labor discipline in the subdivisions of the technical school and the observance by employees of the rules of the internal labor schedule.

3.34. Draw up established reporting.

3.35. Pass mandatory, preliminary (upon admission to work) and periodic (annual) medical examinations and certification.

3.36. Comply with the requirements in accordance with the instruction on labor protection.

3.37. Execute other instructions from the management of the technical school that are not included in this job description, but that have arisen in connection with production needs.

4. Rights

HR specialist has the right :

4.1. On issues within his competence, submit proposals for improving the activities of the technical school for consideration by the management; options for eliminating shortcomings in the activities of the technical school;

4.2. To request, personally or on behalf of the head of the personnel department, from the heads of the structural divisions of the technical school and specialists, information and documents necessary for the performance of official duties;

4.3. Require the management of the technical school to assist in the performance of their official duties.

5. A responsibility

The HR specialist is responsible for:

5.1. For improper performance or non-performance of their official duties provided for by this job description - within the limits determined by the current labor legislation of the Russian Federation.

5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

5.3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

5.4. For violation of the requirements of the federal law "On personal data" and other regulatory legal acts of the Russian Federation, as well as internal regulations of the technical school, regulating the protection of the interests of subjects of personal data, the procedure for processing and protecting personal data - within the limits established by the current legislation of the Russian Federation.

5.5. For non-fulfillment or improper fulfillment of their functions and duties provided for by this job description, orders, orders, instructions from the management of the technical school, which are not included in this job description, but arising in connection with production needs and other offenses - in accordance with the current legislation of the Russian Federation: remark, reprimand, dismissal.

6. Interactions

Human Resources Specialist:

6.1. Works according to a schedule based on a 40-hour work week and approved by the director of the technical school.

6.2. He independently plans his work for each academic year and six months. The work plan is agreed with the head of the personnel department, approved by the director of the technical school no later than five days from the beginning of the planning period.

6.3. Receives from the head of the personnel department of the technical school information of a regulatory and organizational and methodological nature, gets acquainted with the relevant documents on receipt.

6.4. Systematically transfers personnel and financial documents to accounting staff.

6.5. Systematically exchanges information on issues within its competence with deputy directors and employees of the technical school.

6.6. Respects confidentiality.

Unified qualification reference book of positions of managers, specialists and other employees (CEN), 2019
Qualification handbook of positions of managers, specialists and other employees
Sections " Industry-wide qualification characteristics of the positions of workers employed in enterprises, institutions and organizations" and " Qualification characteristics of positions of workers employed in research institutions, design, technological, design and survey organizations"Approved by the Resolution of the Ministry of Labor of the Russian Federation of 08.21.1998 N 37
(as amended on 05/15/2013)

Human Resources Specialist

Job responsibilities. Carries out work on staffing the enterprise with personnel of the required professions, specialties and qualifications. Takes part in the work on the selection, selection, placement of personnel. Carries out a study and analysis of the official and professional-qualification structure of the personnel of the enterprise and its divisions, the established documentation for personnel records related to the hiring, transfer, labor activity and dismissal of employees, the results of certification of employees and assessment of their business qualities in order to determine the current and future need for personnel, preparation of proposals for filling vacancies and creating a reserve for nomination. Participates in the study of the labor market to determine the sources of satisfaction of the need for personnel, establish and maintain direct links with educational institutions, contacts with enterprises of a similar profile. Informs employees of the enterprise about available vacancies. Takes part in the development of long-term and current work plans. Supervises the placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, the conduct of their internships, takes part in the adaptation of newly hired workers to production activities. Participates in the preparation of proposals for personnel development, planning a business career, training and advanced training of personnel, as well as in assessing the effectiveness of training. Takes part in the organization of work, methodological and informational support of qualification, certification, competition commissions, the execution of their decisions. Analyzes the state of labor discipline and the implementation of the internal labor regulations by the employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline. Supervises the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates about their current and past work activities, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensations, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information to the data bank about the personnel of the enterprise. Draws up established reporting.

Must know: legislative and regulatory legal acts, methodological materials on personnel management; labor legislation; structure and staff of the enterprise, its profile, specialization and development prospects; the procedure for determining the prospective and current needs for personnel; sources of staffing the enterprise; methods for analyzing the professional and qualification structure of personnel; regulations on the conduct of certification and qualification tests; the procedure for election (appointment) to a position; the procedure for registration, maintenance and storage of documentation related to personnel and their movement; the procedure for the formation and maintenance of a data bank on the personnel of the enterprise; the procedure for drawing up reports on personnel; foundations of psychology and sociology of labor; fundamentals of economics, labor organization and management; labor legislation; computer facilities, communications and communications; rules and norms of labor protection.

Qualification requirements. Higher professional education without any requirements for work experience.