Implementation of the professional standard for the personnel management article. The professional standard for HR personnel. Personnel qualification levels

Professional standard HR specialistwill be able to apply from July 2016. Whether this standard is mandatory and what requirements it sets, you will learn from our article.

Is a professional standard mandatory for HR specialists in 2017

In 2015 - the first half of 2016, along with the old qualification reference books, new professional standards began to operate. This is due to the fact that the information presented in the reference books is outdated for a long time in the conditions of the existing economic realities, and therefore the legislators decided that it was time for the country to move to modern professional standards.

In this regard, from 01.07.2016 the Law "On Amendments to the Labor Code of the Russian Federation" dated 02.05.2015 No. 122-FZ was put into effect, which:

Recognized as invalidated by Part 3 of Art. 195.1 of the Labor Code (hereinafter referred to as the Labor Code), which contained the norm on the use of qualification reference books.
Added to the Labor Code of the Russian Federation Art. 195.3, which, in particular, says that professional standards in a number of cases become mandatory for employers to apply. Such an obligation arises if, in order to perform labor functions in a certain position, an employee must meet the legally established qualification requirements. This primarily concerns state employees (doctors, teachers, etc.), who must meet the standards for the education received and other requirements for qualifications.

As for the professional standard of a specialist in personnel management, the incomplete compliance of the employee with the standard does not give the employer the right to dismiss the person or apply another type of disciplinary sanction to him.

You will find more information about the employee remuneration system in our article. .

What does the professional standard for a personnel management specialist include?

The introduction of the 2015 professional standard for HR managers is the most significant event for building labor relations between these specialists and employers. The professional standard for this category of specialists was approved by order of the Ministry of Labor dated 06.10.2015 No. 691n.

The standard, which came into force on 01.11.2015, summarizes the labor functions of an HR manager. It contains a description of the required labor activity skills, knowledge and skills so that an employee can improve his qualifications if he does not meet the requirements of the standard.

The professional standard for personnel management indicates the possible titles of positions in relation to which qualification requirements... So, these can be specialists (managers):

personnel;
staff recruitment;
personnel records management;
document support for work with personnel;
staff development and training;
staff career development;
organization and remuneration of labor (on rationing, on compensation and benefits);
social programs (on corporate social policy, on work with trade unions).

The professional standard provides generalized labor functions for personnel management specialists, grouped by existing professional skills and the level of education received. So, there are 3 groups of specialists by occupation:

heads of HR departments;
specialists from employment institutions and personnel services;
specialists in career guidance and personnel.

Qualification requirements, the required level of knowledge, skills and experience are described for each of the groups. Compliance by the employee with the requirements of the professional standard in personnel management will allow competently manage personnel, improve qualifications.

HR manager professional standard: features of content and application

The professional standard of a personnel specialist summarizes the following labor functions:

ensuring document flow in their activities for work with personnel;
search for personnel and provision of them to the enterprise;
certification of personnel and assessment of its activities;
development, professional development of personnel;
organization of labor and remuneration for the labor activity of personnel;
building corporate social policy in the company;
operational and strategic personnel management.

In accordance with the professional standard, certain requirements are established for the education of a personnel specialist. So, to perform labor function in terms of documentary support for work with personnel, it is enough for the applicant for the position of HR manager to receive only an average vocational education(the 5th level of qualification is set).

To perform work duties of a higher qualification (the last position from the above list), it will be required that a specialist has higher education(specialty or master's degree), as well as work experience of at least 5 years in this area in a managerial position (7th level of qualification). To perform other labor functions from the specified list, it is sufficient to achieve the 6th level of qualification, that is, obtain a bachelor's degree and, possibly, also receive additional vocational education. The listed qualification levels approved by order of the Ministry of Labor dated 12.04.2013 No. 148n.

Outcomes

Law No. 122-FZ (or the so-called law on professional standards) from 01.07.2016 introduced the concept of professional standards in the Labor Code of the Russian Federation and indicated in which cases their application is mandatory for employers. The same law abolished the outdated norm on the use of qualification reference books.

Due to the fact that there are no strict legislatively established qualification requirements for the position of a personnel specialist, the use of professional standards by the employer when hiring such an employee, as well as for assessing his work, is not mandatory.

For a more complete disclosure of the research topic, it is proposed to consider a specific professional standard "Personnel Management Specialist" (hereinafter referred to as the PRSP) in order to determine the main problems that the employer will face when applying it.

PS "HR Specialist" approved by order of the Ministry of Labor of Russia dated 06.10.2015 No. 691n. PSSUP contains eight generalized labor functions. These generalized functions are distributed over three skill levels: fifth, sixth, seventh. At the same time, the functions of strategic and operational management are assessed above the rest, they are brought to the seventh level.

It seems extremely strange the logic of classifying the generalized function "Documentation support by personnel" to a lower qualification level in comparison with the rest. If we focus on the qualification levels that must be achieved to work within the relevant functionality, it turns out that workers without higher professional education can only apply for technical work in the field of documentation support by personnel.

This assumption seems to be systemically incorrect. Technical work may be present in other generalized labor functions. For example, for activities related to the organization of labor and remuneration of personnel with a professional standard, a labor technician is indicated as one of the possible job titles, for whom, in accordance with the qualification reference book, it is enough to have a secondary vocational (economic) education without presenting requirements for work experience.

The unified qualification handbook was developed in accordance with the classification of employee positions in three categories: managers, specialists and employees. The assignment of positions to the appropriate category was carried out depending on the nature of the predominantly performed work that constitutes the content of the employee's labor (organizational and administrative, analytical and constructive, information and technical). In the professional standard under consideration, the appropriate balance of the content of labor and the minimum necessary requirements for qualifications is not observed. This thesis is reflected in the analysis of possible job titles proposed by the PMSSP (see Appendix 2). In the professional standard, only the constructions "specialist in ..." and "manager for ..." are proposed for the names of positions in generic functions with codes from A to F. The author thinks it expedient to define a unified approach to the formation of a "professional portrait" of an employee of the unit, carrying out activities for personnel management in the organization. Or, the specified activity presupposes the presence of higher education at all levels of complexity in its implementation, and then it is necessary for the function of documentary support of work with personnel to determine the sixth level of qualification and remove the positions "inspector for ...", "technician", "engineer for ... "Out of use. Or, in generic functions with codes from A to F, specify the fifth instead of the sixth level. According to the author, the second option seems to be the most preferable. It should be noted that in management practice there are often situations where standard set information and technical work on most of the functions described in the PSSUP in small cities in the regions is carried out by an employee without higher education.

The lack of a unified approach in the formulation of various generalized functions also illustrates the approach to filling out the column: "Possible job titles in accordance with the PS". It seems that it would be advisable or in all generalized functions to set the general title of the position, as it was done in the function: "Operational management of personnel and organizational unit", namely: the employer is asked to indicate the position - chief structural unit(without specifying which structural unit is meant), or indicate a list of possible units in order to form a unified logic of presentation of the material. Otherwise, the reader gets the impression that the “head of the structural unit” is the same self-sufficient position as, for example, “HR manager”, and that is how it must be named in the relevant documents.

As B. Boldyreva notes, in fact, the professional standard is an improved form of the EKS and ETKS, its purpose is to replace qualification reference books 1. The author proposes to compare the PS "Personnel Management Specialist" with the corresponding positions from the TSA.

Analyzing the conformity of positions from the TSA proposed by the legislator for the Generalized Labor Functions of the PSSUP, the author notes that their display is not entirely correct. As noted above, the criterion for differentiating qualification levels is the indicator "Authority and responsibility of an employee". We propose to compare these criteria for the three levels under consideration (Table 2.1).

Powers and responsibilities in the PS for different levels qualifications

Table 2.1

Fifth skill level	Sixth skill level	Seventh skill level
Independent activity to solve practical problems requiring an independent analysis of the situation and its changes	Independent activity involving the definition of tasks own work and / or subordinates to achieve the goal	Determination of strategy, management of processes and activities, including innovation, with decision-making at the level of large organizations or departments
Participation in the management of the solution of assigned tasks within the subdivision	Ensuring interaction between employees and related departments
Responsibility for solving the assigned tasks or the result of the activity of a group of employees or a unit	Responsibility for the result of the performance of work at the level of a department or organization	Responsibility for the performance of large organizations or divisions

1 See: Boldyreva B. Decree. Op.

In accordance with the provisions of the Qualification Handbook of Positions of Managers, Specialists and Other Employees, it is allowed to use the official title “senior” for the position of a specialist. The specified category of positions "senior specialist in ..." is quite common in practice. The indicated titles of positions are possible provided that the employee, along with fulfilling the duties provided for by the position held, manages the performers subordinate to him. The position of "senior" can be established as an exception and in the absence of performers in the direct subordination of the employee, if he is entrusted with the functions of managing an independent section of work. The description of the area of responsibility of the senior specialist corresponds to the description of the area of responsibility for the fifth qualification level, namely: “responsibility for solving the assigned tasks or the result of the activity of a group of employees or a unit”.

Comparing FP skill levels for job functions with suggested ranges tariff categories for the respective positions (see Appendix 3), it should be noted that the differentiation by qualification levels is presented in a more aggregated manner than in the TSA. For the purposes of developing a remuneration system in the future, this circumstance is rather a flaw, while the presented logic certainly gives employers more freedom to create such a system.

Thus, we can conclude that the range of qualification categories, referred to generalized labor functions, and in accordance with the generalized functions, an incomplete list of positions is given.

At the same time, the most important issue from the point of view of practice is the issue of changing approaches to determining ways to achieve the required level of qualifications.

The legislator for the fifth level of PS provides the following ways to achieve the qualification level:

- educational programs of secondary vocational education (training programs for mid-level specialists, training programs for skilled workers (employees);
- main programs vocational training(programs vocational training by professions of workers, positions of employees, retraining programs for workers, employees, programs for advanced training of workers, employees);
- additional professional programs;
- practical experience .

The developers of the PSSUP for the fifth level of qualification have concretized the specified parameters for the generalized function "Documentation support for work with personnel". By placing the positions of "HR specialist" and "HR inspector" in accordance with the generalized function "Documentation support for work with personnel", the legislator set the parameters for comparison. From the table below. 2.2 we can draw the following conclusions.

Table 2.2

Comparison of the ways to achieve the fifth qualification level of the PSSUP provided for by the acts

Ways to achieve qualifications for the generalized function "Documentation support for work with personnel"
	Qualification requirements	Name positions
Secondary vocational education - a training program for mid-level specialists Additional vocational education - professional retraining programs, advanced training programs Experience requirements practical work not defined, respectively, and optional	Higher professional education without requirements for work experience	HR Specialist
	Secondary vocational education without requirements for work experience or initial vocational education, special training according to the established program and work experience in the profile of at least 3 years, including this enterprise at least 1 year	HR Inspector

If the employer focuses on the PSSUP instead of the TSA, his employees, who are responsible for documentary support of work with personnel, must undergo training in at least two educational programs: secondary vocational education and additional vocational education. The employee has higher professional education without additional professional education (which corresponds to the requirements of the CEN for the position of "HR specialist") or the presence of primary vocational education with work experience and training under the program of additional vocational education (which corresponds to the requirements of the CEN for the position of "personnel inspector" ) in accordance with the PMSS is not enough.

As the developers of the professional standard indicate in the explanatory note to it, the ways to achieve qualifications were formed based on the results of a survey of respondents from among employers on the subject of what qualifications they would like to see in this job, as well as “labor market experts”. It seems to the author that approaches to determining access to a profession should be balanced in the labor market not only in terms of “demand”, but also in terms of “supply”. As noted by M. Coles, O.N. Oleinikova, A.A. Muravyov, all countries are faced with the question of whose interests are more important - an employee who should be provided with conditions for professional development, or an employer in need of skilled workers... From their point of view, both.

- the developers did not indicate the need for this level of availability practical experience;
- to work at the sixth qualification level, an employee needs a higher education (excluding the type of higher education program), as well as additional vocational education, taking into account the field, direction of training. At the same time, in the description of programs included in additional vocational education, an enumeration is used (and the preposition "and" is used in the combined labor function "Activities for the organization of corporate social policy"), which suggests that the employee, in addition to higher education, must undergo training and a professional retraining program in the relevant field, and a continuing education program (since the direction of the program is not indicated, it can be assumed that the direction of the continuing education program does not matter).

Accordingly, if the employer focuses on the PSSP instead of the TSA, his employees responsible for the above areas must have a higher education and undergo training in at least two additional educational programs.

Appendix 5 provides a comparison of ways to reach skill level 7. To work in accordance with this qualification level, the legislator provides for training in higher education programs: specialist and magistracy. The developers of the PSSUP supplemented these requirements with a list of additional professional education programs, increasing their number in comparison with the sixth qualification level. For the head of a structural unit, for example, the head of the personnel department, training is provided on the following programs additional professional education:

- professional retraining programs in the field of personnel management;
- professional retraining programs in the field of strategic and operational management;
- professional development programs in the field of personnel management;
- professional development programs in the field of operational and tactical management.

Summarizing the above, it should be noted that in order to differentiate the qualification levels in the professional standard, the developers, in addition to the mechanism laid down by the legislator for differentiating the types of educational programs of vocational education, prescribed not only the types, but also the directions of training additional professional programs... In ETKS, the issue of specialization of an employee was traditionally considered in the context of his work experience in a particular field.

According to the author, the new approach to the description of qualification levels deprives the specified professional area of certain flexibility in terms of admission to the profession of people with different levels of education, with the subsequent opportunity for them to undergo training and continue career and qualification growth with the necessary professional experience. The described development trajectory corresponds to the Lifelong learning approach (lifelong learning), adopted for implementation in Western practice of personnel development management. At the same time, strict and uncontested formulations regarding the requirements for work experience in the industry for a number of positions deprive the employer of the opportunity to hire a talented specialist with an excellent education, but without work experience for any other position, except for the "starting" one, which, in our opinion, also does not correspond to the realities of the labor market.

See clause 2 of the Procedure for the application of the Unified qualification reference book of the positions of managers, specialists and employees, approved. Resolution of the Ministry of Labor of Russia dated 09.02.2004 No. 9.

See: M. Coles, Oleinikova O.N., Muravyova A.A. National qualifications system. Ensuring the supply and demand of qualifications in the labor market. M.: RIO TC im. A.N. Konyaeva, 2009.S. 55.

An important document developed for any profession is a professional standard, which contains the functions of a specialist's work, and also contains special abilities and skills that are necessary for work. The document includes the requirements for the qualifications of a specialist, having the appropriate level, the employee will deservedly be able to occupy his workplace... For employees of the personnel department, a professional standard has been approved, so consider:

why is a standard needed? Is it obligatory to use it;
basic labor duties according to the professional standard;
requirements for a specialist;
what competencies a personnel management specialist should have.

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

Occupational standards give a certain idea of the profession, job functions, in each section, the requirements for knowledge are described in detail, which should help in the work process. After reviewing this document, the specialist will be able to determine whether his level of skills corresponds to the desired position, or will need to take courses to improve skills. Or, on the contrary, a specialist will be able to take a more significant position thanks to the accumulated experience.

Professional standard for employees working with personnel, broken down into requirements for employees HR department, department heads and HR specialists. The standard fixes the characteristics and description of the labor obligations of these professions.

The introduction of professional standards is a necessary measure for a clear distribution of professional activities for each position. Application of the document is necessary for:

timely training of personnel to improve knowledge;
conducting planned attestations to identify personnel inappropriate for the position;
establishment of management processes;
setting up a classification for workers in accordance with the functions they perform;
adjustment of earnings.

With the special situation of the enterprise, in which benefits are laid for employees, when working with especially dangerous and harmful industries, the use of a professional standard is mandatory.

If inconsistencies are revealed in the fulfillment of obligations for the application of the professional standard at the enterprise, a fine is imposed. For entrepreneurs, the collection can be in the region of 10,000 rubles., but firms will have to "fork out" for a large amount, the fine can be up to 50,000 r.

To avoid punishment, it is necessary to be guided by the developed professional standard, and all documentation must be filled out correctly - for example, the position in the employment contract is prescribed in accordance with the document.

For firms for which the application of standards is not mandatory by law, but is advisory in nature it's better to focus on the document anyway... After all, it is designed taking into account all the characteristics of the position, non-compliance with the points of the professional standard indicates the unprofessionalism of the applicant.

Document structure

The professional standard specialist in personnel management is divided into the following components:

general information;
highlighted functions;
description of knowledge and skills for personnel officers.

General information includes the main purpose and the group of occupations of the workers. The goal of specialists includes the effective fulfillment of their job duties, namely the selection and effective management human resources to achieve the set goals at the enterprise.

The document highlighted 8 generalized labor functions in connection with the statistical survey of the labor market:

In the standard all names of specialties are fixed taking into account the functions assigned to them, however, the employee can be represented in a single person, and in this case he must have the competence of several labor functions.

Each of the generalized functions has requirements for education, work experience, additional characteristics. And each labor function is divided into:

labor actions;
skills;
knowledge.

For example, work with personnel documentation includes the maintenance of organizational and administrative documentation, paperwork for personnel movement, document management and the provision of documents upon request to the inspection inspectorates.

Basic job responsibilities

The labor functions of the professional standard include a set of actions, the use of which will allow you to perform work efficiently and on time.

The fulfillment of the labor function of working with documentation from an employee of the personnel department requires the following actions in the work:

to process all received documentation for each employee;
participate in the development and execution of personnel documentation;
input and accounting of all information from documents;
create draft documents for the implementation of personnel management;
provide a system of documentary movement within the enterprise;
provision of personal documents or copies upon request;
fixing the days worked or hours by the employees of the enterprise;
accounting, storage, timely submission of documents to the archive according to the rules established by law;
provision of internal reporting on the work done.

Established requirements according to the document

To a candidate for a position on work with personnel, depending on the desired position and remuneration, educational requirements differ... For a number of positions, secondary vocational is suitable, and, for example, for a recruiting specialist this is no longer enough, you will need to have a diploma of completed higher education.

For the 6th level of professionalism completed higher education required, as well as passing special courses aimed at increasing knowledge. For the 7th rank, the conditions for seniority have been increased - in addition to education, you must have an entry in work book 5 years of work.

Depending on the position held, the requirements for the availability of knowledge and skills to apply them differ. The higher the position, the more knowledge and skills the specialist must possess and be able to use.

For example, for a generalized labor function for working with personnel documentation, skills include:

Special knowledge includes:

rules for registration, storage and filling of documentation;
observance of the rules for accounting for personnel movements and the provision of a report;
ensuring document flow;
analysis and implementation of systematization of documents at the enterprise;
knowledge of the features of basic settlements with employees;
hierarchy of subordination at the enterprise;
legislation in the field HR administration;
local documentation;
basic knowledge of computer science.

What competencies should a HR specialist have?

The professional standard identifies 3 skill levels (5 - 7) and implies:

an increased degree of responsibility, work for the result;
act promptly, follow the instructions of the management, be able to act in various circumstances;
monitor and evaluate the professional activities of specialists in time;
development and implementation of corporate strategy;
operational and strategic personnel management of the enterprise.

Requirements have been made for personnel management specialists in employment not only of a professional nature, but also of a personal one, for a specialist it is necessary to be:

A specialist with a high level of competence, knows how to act quickly depending on the situation, solve assigned tasks and resolve conflicts... An active life position in the professional sphere is also a good quality. As a rule, such an employee has projects to improve work not only human resources but also employees of the entire enterprise.

Having organizational skills, for a specialist it will not be difficult to organize the work of the personnel department, give timely and necessary consultations to the management of the company, monitor the level of qualifications of employees.

Working with staff, the employee is in multitasking mode, he needs to distribute labor resources and time, to control and manage personnel, so do not forget that a timely increase in the level of knowledge and skills is the key to successful career growth.

The video will complement your knowledge of the professional standard of a personnel specialist.

How are the levels of qualifications in the professional standard of a personnel management specialist distributed, whether it is obligatory to apply it to all organizations, what tasks have to be solved with the help of the professional standard, we will figure it out in the article.

From the article you will learn:

What is included in the professional standard "HR Specialist"

The professional standard of a personnel management specialist is approved dated October 6, 2015, the document is structurally divided into four parts, which contain:

general information in the form of explanations, to which types of professional, economic activity the corresponding specialty belongs to which group of occupations;
Full description labor functions, where the main (generalized) labor functions are listed, each of them is concretized, all functions are assigned not only the qualification level, but also the corresponding code;
characteristics of labor functions with a description of the specific requirements for the qualifications of specialists holding positions directly related to personnel management;
basic information about the developers.

The professional standard "Personnel management specialist" contains a list of possible names of specialties, taking into account the responsibilities that will be assigned to specialists. Not every company has the ability to create a large HR department. Often in small organizations there is only one employee who is entrusted with the responsibility to directly engage in activities that are directly related to personnel.

The professional standard of a specialist in personnel management refers to the uniform in the field of personnel management. The document includes a list of knowledge and skills necessary for HR administration, selection of candidates and applies to all specialists in the field of HR management, including to.

IN general provisions the professional standard of a specialist in personnel contains all the basic criteria for determining the specialty of a personnel worker. His professional activity has defined the scope of documentation support for work with personnel. The main goal of the activity is to fulfill effective work the entire HR administration system to ensure the solution of the assigned tasks.

Practice question

Is a personnel specialist obliged to comply with the professional standard "Personnel management specialist"

The answer was prepared jointly with the editors

Veronika Shatrova answers,
labor law expert, publisher and author Electronic System Personnel, the magazine "Personnel business" and other professional publications for specialists in personnel and HR

No, I don't have to.

The law does not establish requirements for the qualifications of a personnel specialist. They are not provided with benefits, compensation, restrictions. Consequently, the requirements of the professional standard ...

Ask your question to experts

The group of HR specialists, taking into account the professional standard, includes:

HR managers and labor relations;
specialists in the field of work with personnel and vocational guidance;
personnel services workers.

What is included in the general labor functions of a personnel management specialist, taking into account the professional standard

The professional standard of a personnel management specialist contains a complete list of basic (general) labor functions, that is, all work of personnel officers is divided into eight generalized functions:

(A) Working with documents, maintaining documentary records of personnel and personnel movements.	Skill level 5 required.	The employee must have secondary vocational education.
C) Work to provide the organization with personnel.	Sixth level qualification.	The employee must have a higher education (bachelor's degree), optional additional vocational education (advanced training or retraining courses, and so on).
(C) Work on the assessment and certification of personnel.	Sixth skill level.
(D) Personnel development work is underway. Based on the professional standard, the personnel training and development specialist organizes training, training for advanced training, and providing internships for employees	Sixth skill level.
(E) Work is underway to organize work activities and pay staff.	Sixth skill level.	Add
(G) Operational management of personnel as well as organizational units. The work is aimed at operational management.	Seventh skill level	The employee must have a higher education at least a master's degree, work experience at least five years
(H) Activities are aimed at strategic personnel management.	Seventh skill level	The employee must have a higher education at least a master's degree, professional leadership experience work from five years.

The professional standard of a personnel management specialist for each generalized TF (labor function) contains:

possible job titles;
list of requirements for education and training;
basic requirements for professional (practical) work experience;
knowledge and skills necessary to perform the assigned TF.

Each generalized TF includes certain TF, which in turn are also subdivided into the performance of specific labor actions of the employee.

How to check knowledge for compliance with the requirements of the professional standard of a specialist in personnel management

Knowledge testing for compliance with the professional standard of a human resources specialist is carried out in the qualification assessment centers. Council on professional qualifications provides , to decide whether the exam has been passed or not. If the decision is positive, the examiners will be given a certificate .

The examination for checking compliance with the requirements of the professional standard of personnel management specialists is divided into theoretical, practical parts.

HR specialists deal with the following issues:

analysis of the shortage of employees in the organization;
preparing recommendations for increasing labor productivity;
ensuring professional development of the personnel;
studying professional qualities employees;
conducting personnel records;
adaptation of new employees in the team;
document flow;
reporting and so on.

Job description of a personnel specialist according to the professional standard

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What knowledge and skills should personnel management specialists have, taking into account the professional standard?

The professional standard of a specialist in the personnel department contains a list of knowledge and skills that a specialist should know and be able to do to perform job responsibilities... In the professional standard of a personnel management officer, the corresponding knowledge and skills are described for each TF within the generalized framework. There are eight such generalized functions in total. At the same time, there are several times more workers.

Consider what knowledge, in accordance with the professional standard, a specialist in personnel records management should have, a personnel officer must know:

labor legislation, other acts that contain norms labor law;
legislation Russian Federation O ;
fundamentals of archival legislation, regulatory legal acts on maintaining personnel records;
fundamentals of documentation support and workflow;
local regulations;
organization structure;
fundamentals of informatics, structural construction information systems, all the features of working with them;
norms business communication and business ethics.

Is it obligatory to apply the professional standard of a HR specialist in 2018

Article 195.3 of the Labor Code of the Russian Federation, which entered into force on July 1, 2016, establishes the requirement to apply professional standards in cases where qualification requirements when describing the characteristics of a position are clearly fixed as mandatory in the Labor Code of the Russian Federation, laws or regulations.

Job description of a personnel manager, taking into account the requirements of the professional standard

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In other situations, a professional standard can be used as an auxiliary document, for example, if necessary, develop a job description.

In the professional standard of the personnel management officer 2018, the names of specialties are listed, taking into account the specific responsibilities that will be assigned to employees.

Job description of the manager for the assessment and certification of personnel, taking into account the requirements of the professional standard 2018

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Job description of a specialist in the assessment and certification of personnel, taking into account the requirements of the professional standard "Specialist in personnel management"
or

From July 1, 2016, employers are obliged to apply professional standards if the requirements for the qualifications that an employee needs to perform a certain labor function are established by the Labor Code, federal laws or other regulatory legal acts (Federal Law of May 2, 2015 No. 122-FZ). For the rest of the workers, the professional standards are advisory in nature.

Professional standard- characteristics of the qualifications required by an employee to carry out a certain type of professional activity. Indication of necessity implies binding professional standards without any restrictions.

Article 57 of the Labor Code of the Russian Federation establishes that if, in accordance with the Labor Code, other federal laws, the provision of compensation and benefits or the existence of restrictions is associated with the performance of work in certain positions, professions, specialties, then the name of these positions, professions or specialties and qualification requirements for them must comply with the names and requirements specified in qualification reference books approved in the manner established by the Government of the Russian Federation, or the relevant provisions of professional standards.

Labor Code defines the qualification of an employee, which is understood as the level of knowledge, skills, professional skills and work experience of the employee. That is, if the position provides for the presence of qualification restrictions, then the application of professional standards is mandatory for all employers, regardless of organizational legal form organizations.

All information about professional standards approved by the Ministry of Labor is included in a special State Register. This registry is hosted at official page Ministry of Labor of Russia, in the relevant section

(See http://profstandart.rosmintrud.ru/).

What are professional standards for?

Professional standard Is the title of an important founding document containing a description of the following norms:

Labor functions of the employee in accordance with his qualifications and position;
requirements for his experience and knowledge.

Thus, we can say that professional standards include a description of the quality level of an employee's qualifications, which he must comply with in order to rightfully take his place in the staff of any company, regardless of its type of activity (Article 195.1 of the Labor Code of the Russian Federation).

What are professional standards for: distribution of responsibilities

First of all, professional standard for personnel officers of 2016 delimits the spheres of activity of employees of HR-services. Now the terms of reference of each specialist are clearly regulated.

Based on the content of the new documents:

Office work specialists prepare primary, accounting, planning and organizational and personnel documents (orders, orders), as well as their registration and filing for archival storage;

Employees engaged in recruiting, collect and systematize information about the company's current need for personnel, select new employees, interact with government agencies and individuals in charge of employment issues;

HR managers assess the qualifications of employees, organize and carry out their certification;

Development specialists select refresher courses, other activities that contribute to career growth workers;

Ratesetting and wage managers oversee system adjustment issues wages and incentives, developing principles intangible motivation;

Social policy managers are engaged in the development and implementation of appropriate social programs, monitor the correctness of their implementation;

Employees, whose competence is to resolve issues of personnel migration, are engaged in the transfer of employees from one structural unit of the company to another, as well as in the employment of persons who do not have citizenship of the Russian Federation;

The managers organize the uninterrupted operation of the subdivision entrusted to them, control the correctness of the paperwork and their compliance with the norms of the current legislation, and also prepare internal management reporting.

On the approval of professional standards for personnel officers for 2017

In the sphere personnel work the following professional standards are currently in force:

1. "HR Specialist"(approved by order of the Ministry of Labor of the Russian Federation dated 06.10.2015 No. 691n). This document contains the qualification requirements for the heads of personnel management units, employees of personnel services and specialists in personnel and career guidance.

2. "Recruiter (recruiter)"(approved by order of the Ministry of Labor of the Russian Federation dated 09.10.2015 No. 717n). This standard contains requirements for recruiters, HR managers, whose duties include exclusively the search for employees and their initial adaptation in the workplace.

The standard itself consists of 4 sections:
1. General Provisions.
2. Description of labor functions included in the professional standard.
3. Characteristics of general labor functions.
4. Information about the organizations that have developed the professional standard.

HR professional standard: what to choose

When choosing an appropriate professional standard, the employer should be guided by the range of duties of a particular specialist. Depending on the size of the organization, the duties of a HR specialist can be distributed among several employees, or assigned to one person.

According to the recommendations of the Ministry of Labor of the Russian Federation, the duties of the employee should indicate the labor functions and (or) labor actions that the employee must perform within the framework of his position, taking into account the tasks and functions of the structural unit.

In addition to the cases provided for by federal laws, taking into account the Labor Code of the Russian Federation, the specifics of the activity, the employer can also:

- to distribute labor actions between several positions (professions, specialties), independently determining the content and volume of work performed by the employee;

- to expand the list of labor actions for individual positions (professions, specialties) in comparison with the list from the professional standard.

It is worth emphasizing once again that in accordance with labor legislation, it is impossible to change the labor function of an employee without his consent.

Change determined by the parties conditions employment contract, including a change in the labor function of an employee, possibly by agreement of the parties (Article 72 of the Labor Code of the Russian Federation).

With the exception of the employee's labor function, the terms of the employment contract can also be changed at the initiative of the employer (with the employee's notification 2 months in advance), for reasons related to changes in the organizational and technological working conditions, and when it is impossible to maintain the previous terms of the employment contract.

General provisions of the professional standard: HR specialist

HR Specialist Standard- uniform in the field of personnel management, includes both HR administration and selection of personnel and applies to all specialists in the field of personnel management, including managers personnel service.

The general provisions of the standards contain the main criteria for determining the specialty of a cadre worker. His professional activity defines the management of the organization's personnel, the purpose of the activity is to ensure the effective operation of the personnel management system to solve the problems of the enterprise.

The group includes:
heads of personnel management and labor relations;
HR and career guidance specialists;
specialists of personnel services and employment institutions.

General labor functions of a personnel management specialist

The professional standard of a personnel management specialist contains a list of general labor functions and divides the entire work of personnel officers into 8 generalized labor functions, namely:

1. (A) Documentation support for work with personnel.
Record keeping and personnel relocation. Level 5 qualification is required, which implies secondary vocational education.

2. (B) Staffing activities.
Employee / personnel supply activities. A level 6 qualification is required, that is, higher education (bachelor's degree) and optional vocational education (refresher courses, retraining, etc.).

3. (C) Personnel assessment and certification activities.
Personnel certification work. Requires skill level 6.

4. (D) Personnel development activities.
Organization and conduct of training, advanced training, internships for employees (6 qualification level).

5. (E) Work organization and payroll activities.
Work on the organization of labor and remuneration of employees (qualification level 6).

6. (F) Activities to organize corporate social policy.
Organization and implementation of corporate social policy at the enterprise (skill level 6).

7. (G) Operational management of personnel and organizational unit.
Operational leadership labor collective and a division of the organization. Here you need a 7th level of qualification, which implies a higher education not lower than a master's degree and work experience of at least 5 years.

8. (H) Strategic management personnel of the organization.
Strategic management of the workforce in the organization. Requires level 7 qualifications, which implies a higher education not lower than a master's degree and work experience of at least 5 years.

For each generalized labor function, the standard provides:

- skill levels;
- possible job titles;
- requirements for education and training;
- requirements for practical work experience;
- the necessary knowledge and skills.

Each generalized labor function, in turn, includes certain labor functions, which are also subdivided into specific labor actions of the employee.

Personnel professional standards - 2016: skill levels

According to the approved professional standard, there are 3 qualification levels for personnel officers: 5th, 6th and 7th.

Qualification level- this is a certain set of requirements for the level of education, the range of knowledge and skills, the availability of practical experience. The qualification levels provided for by professional standards were introduced by order of the Ministry of Labor of the Russian Federation of 12.04.2013 No. 148n.

Fifth skill level presupposes independent work on solving practical problems requiring an independent analysis of the situation, ways of solving.

In the professional standard of a personnel officer, the fifth level of qualification refers to the first generalized labor function - document flow for personnel records, their admission, transfer and dismissal; work with documents).

Assumes the presence of secondary vocational education.

Sixth skill level – independent activity to define the tasks of their own work and (or) subordinates to achieve a specific goal. The specified level refers to generalized labor functions from 02 (B) to 06 (F) and affects the work: administration of workflow, organization of certification of specialists and their conduct, organization of training and internships for company personnel, development of remuneration systems, bonuses and non-material motivation, development of corporate policy and control over its implementation, etc .;

Requires higher education (bachelor's degree) and additional specialized education.

Seventh skill level refers to the last two generalized labor functions (7 (G), 8 (H)) and involves the definition of strategy, management of processes and activities, including innovation, with decision-making at the level of large organizations or departments. The seventh qualification level concerns managers (chiefs) of the personnel department, directors of personnel.

Requires higher education (master's degree) or work experience in the specialty for at least 5 years and the presence of additional vocational education.

As you can see, the qualification levels (5-7 - depending on the generalized function) established in the professional standard "Personnel Management Specialist" imply:

A sufficiently high level of responsibility of a specialist (including for the result of the work of a group of employees);
ability to decide practical tasks different types in changing working conditions;
responsibility to monitor, evaluate and correct professional activity, develop new methods and technologies in the relevant field of activity, etc.

In addition, the requirements for the level of education are indicated (minimum vocational secondary for the 5th level, for example, etc.). Practical experience alone is not enough in this case.

Thus, subject to the provisions of par. 9 tbsp. 57 of the Labor Code of the Russian Federation, we can talk about the mandatory application of professional standards, which establish these qualification levels.

Required knowledge and skills

The professional standard provides a list of knowledge and skills that you need to know and be able to do to a personnel officer to perform their job duties.

In the professional standard of a specialist in personnel management, knowledge and skills are given for each job function within the framework of a generalized one. Let me remind you that there are only 8 generalized t / fs, but there are many times more labor functions within the generalized ones, not to mention labor actions.

So, to perform the first generalized t / f: documentation support for work with personnel (for all three labor functions), knowledge is required:

— labor legislation and other acts containing labor law norms;
- legislation of the Russian Federation on personal data;
- the basics of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining personnel documentation;
- the basics of workflow and documentation support;
- the structure of the organization;
- local regulations;
- technologies, methods and techniques for the analysis and systematization of documents and information;
- the basic foundations of informatics, the structural construction of information systems and the peculiarities of working with them;
- norms of ethics and business communication.

Are professional standards mandatory for HR personnel in 2017

Art. 195.3 of the Labor Code of the Russian Federation of December 30, 2001 No. 197-FZ, which entered into force on July 1, 2016, establishes the requirement to apply professional standards in cases where, when describing the characteristics of a position, qualification requirements will be clearly stated in them as mandatory. In addition, standards are mandatory for government agencies and budgetary organizations... In all other situations, the professional standard can be used, for example, as a supporting document in the development job description.

If we consider the professional standard "Personnel Management Specialist", then it is impossible to speak of it as having an exclusively recommendatory nature. Yes, this professional standard does not contain requirements for practical experience, descriptions of special conditions for admission to work and other additional characteristics.

The only exceptions are the generalized functions "Operational management of personnel and organizational unit" and "Strategic management of personnel of the organization". In these cases, there must be some work experience.

At the same time, there are requirements for the level of education for the performance of each of the generalized functions listed in the professional standard. As can be seen from the standard, higher education is not always necessary.

IMPORTANT! On the other hand, par. 9 tbsp. 57 of the Labor Code of the Russian Federation is regulated: this or that position specified in the employment contract must comply with the classifiers of professions and positions and / or professional standards in the case of establishing benefits, guarantees and restrictions. There is an opinion that such restrictions can be considered, including minimum requirements to the level of education, which are recorded in professional standards.

Is it possible to dismiss an employee for non-compliance with the requirements of the professional standard of a personnel officer?

Occupational standards in relation to cadres from July 1, 2016, they began to operate throughout Russia.

Does this mean that an employee who does not meet professional standards can be fired?

Currently, neither the Labor Code nor the Government Decree No. 23 "On the rules for the application of professional standards" dated January 22, 2013 contain a requirement to dismiss employees who do not meet the stated criteria.

According to Art. 195.3 of the Code, the standards are mandatory for use only if the requirements for the criteria necessary for work are established at the legislative level. There are no such restrictions for regular employees.

Dismissal of an employee on the grounds that he does not meet the requirements established by the professional standard is not provided for by the current legislation of the Russian Federation and, therefore, is unacceptable.

As mentioned above, in relation to personnel officers, the requirements for a certain level of education have been approved, depending on the job function performed.

IMPORTANT! Establishing the fact of inconsistency in the educational level of a personnel officer implies only imposing an obligation on the employer to further training such an employee.
Otherwise, there are grounds for bringing the employer to administrative responsibility for violating the requirements of labor legislation.

At the same time, information from the professional standard can be used to establish tariffs for payment for work performed, during training and certification of employees, development of job descriptions, establishment of remuneration systems or formation of the personnel direction of the enterprise.

How to hire an employee who does not meet the requirements of the professional standard

The employer, if it comes to private company, is entitled to hire an employee whose qualification level does not meet the requirements of the professional standard.

The company has the right to hire an applicant who does not meet professional standards if it is confident that he will satisfactorily cope with his current responsibilities. This conclusion follows from the appellate ruling of the Armed Forces of the Russian Federation of 03/12/2015 No. APL15-57.

For a HR specialist, this may be a mismatch in educational level or work experience.

In this case, there are 2 possible solutions to the problem:

Hire a new employee for a position for which there is no professional standard;

Hire a new employee for a position for which the professional standard has been approved, but hold as soon as possible necessary training.

If a person is already working in a certain position for which a professional standard is adopted, you can go the following ways:

Conduct training for an employee to improve his qualification level;

Rename the position to another, for which the professional standard is this moment not approved;

Transfer the employee to a position that corresponds to his current qualification level.

It is possible to judge the educational level of the applicant on the basis of the educational documents submitted by him.

Practical experience, knowledge and skills can be established through certification, based on the decision of a specially created commission, or by collecting information and recommendations from previous places of employment.

The duration of practical experience can be judged on the basis of entries in the work book.

Let's summarize what has been said:

1.From July 2016, the professional standard of a personnel management specialist is mandatory, in terms of qualifications, if the Labor Code of the Russian Federation, other federal laws, other regulatory legal acts of the Russian Federation establish requirements for the qualifications of a personnel worker.

2. In the absence of such laws and regulations, the professional standard of a personnel officer is used by employers as a basis for determining qualification requirements, taking into account the specifics of the work performed by the employee, the specifics of the organization's activities.

3. The procedure for the application of professional standards in budgetary sphere can be established separately by the Government of the Russian Federation. This procedure was established by the Decree of the Government of the Russian Federation of June 27, 2016 No. 584.

4. The name of the position in the professional standard is mandatory if it is provided for by federal laws, including the Labor Code of the Russian Federation (Art. 57), in the case when the performance of work in a certain position (profession, specialty) involves the provision of compensation, benefits, the presence of restrictions ... In other cases, it is recommended to name the position in accordance with one generalized labor function, but if an employee performs work on different generalized t / f, then the name of the position is established according to the work performed more than high level qualifications.

5. It is recommended to indicate labor functions and (or) labor actions from the professional standard in an employment contract or job description.

6. If the employer's decision to apply professional standards may lead to a change in the terms of the employment contract determined by the parties, including a change in the employee's labor function, the employer should be guided by the Labor Code of the Russian Federation (Articles 72, 74) and other federal laws.