Any organization is a system of separate cells - workers. If one of these cells fails, then the entire production structure suffers. The task of the recruiting manager is to select such personnel that will meet all the requirements of the management. This specialist should not only understand labor legislation, but also be a good psychologist. Such skills will ensure the perfect compatibility of workers with each other.
The manager acts as an intermediary between the leader and the staff, therefore, his duties include monitoring any changes within the team. Pick up good manager personnel is difficult because this position must include many characteristics and skills.
The need to have a recruiting manager on staff and the importance of complying with the job description
Large corporations are always looking to hire an experienced recruiter. On his shoulders lies the duty to select qualified employees, train them, familiarize them with the conditions and features of work, and also contribute to a better infusion of a new specialist into the team. Small firms also try to have an HR manager to eliminate risks and mistakes in the future. The person who will hold this position must have a specialist education, confirmed by a diploma of a higher educational institution.
A minimum of 3 years of experience in this field is also preferred. The manager reports directly to the director of the enterprise and can be relieved of his post by his order.
The importance of having an employee who is responsible for the situation in the field of personnel is due to the large number of functions and knowledge of a specialist. The HR manager must know:
- legislative and regulatory framework for personnel management;
- know the nuances of labor legislation;
- the perfection of the tasks, features and prospects of the enterprise;
- know and be able to apply methods for analyzing the qualitative and quantitative composition of employees;
- be able to draw up a methodology for the needs of the organization in personnel, make an analysis for the future and plan the optimal staff;
- be aware of the basics of economics, psychology and sociology;
- know the changes and innovations in the field of personnel management (for this it is necessary to attend courses to raise qualifications);
- have information about the forms and systems of remuneration, methods of stimulation;
- be able to develop and conclude employment contracts;
- know the legal aspects for regulation labor disputes;
- be able to evaluate results labor activity, evaluate the quality of work, highlight unproductive moments;
- know the standards and forms of personnel documentation, be able to independently develop it for the needs of the enterprise;
- be aware of conflictology, be able to resolve conflicts quickly and productively (it is desirable to prevent them);
- own labor protection standards;
- monitor the situation of personnel in the labor market, respond to changes in a timely manner and convey information to senior management;
- be able to conduct trainings for employees, make an educational contribution to improve the level of knowledge of staff units.
When applying for a job, a recruiting manager gets acquainted with job descriptions. If it does not contradict the current legislation and the views of the employee, then he gives consent in the form of his signature. When a manager, for objective reasons, is absent from the workplace, he must be replaced by a qualified specialist with the appropriate skills and knowledge. He must also study the instruction and adhere to its positions.
The HR manager must be an outgoing person in order to be on friendly terms with the staff. So you can prevent many conflicts and misunderstandings in the team.
Functions of a recruiter
A large store of knowledge implies a significant list of functions in this profession. They can be modified depending on the strategy of the enterprise, the goals and characteristics of production.
The basic functions of a Human Resources Manager include:
- Development together with the management of the rules corporate ethics, cultures and measures for their implementation.
- Providing support in hiring, firing, promotion career ladder frames. Also, along with the management, the manager makes a choice of whom to encourage and thank, and who to reprimand.
- Carrying out work to stabilize a comfortable working climate in the team, healthy competition and mutual assistance.
- Resolving conflicts so that they do not reach the top management.
- Drawing up a reserve of employees, if it is provided for by the policy of the organization.
- Search in the labor market for new promising specialists, their testing and assistance in adaptation at the enterprise.
- Preparation of labor plans and programs.
- Development of a system for improving the skills of employees and developing their business qualities.
- Office work according to norms and standards personnel records.
- Management of subordinates, coordination of their actions during the labor process.
The functions of a personnel manager can be supplemented by other items that are specific to the industry in which employees are employed.
It is important that all tasks are from the field of recruitment. That is why you should carefully read the job description. If other functions that are not related to the personnel sphere are indicated there, then the specialist has the right to challenge these positions.
Employee Rights
In order for the manager to be productive, he must also have extensive rights. A specialist can express the opinion of the head of the enterprise, actively cooperate with other organizations to establish contacts in the field of personnel records. He may also have close contact in the interests of the work with other representatives of the field of recruitment and without the consent of the director.
The personnel manager has the right to develop orders, contracts, orders and other documents that are related to the provision of the company with workers. He may also demand accountability and all kinds of cooperation from department heads.
In order for the team to function smoothly, the HR manager can hold violators to account. It can be a financial punishment, or it can be a verbal reprimand. He also has the right to sign documents that are within his competence.
Usually, the more global the organization's activities, the more rights a manager has. Its functions are "overgrown" personnel tasks- the process of dismissal, hiring, transfer to another position, and not just recruitment. This trend is especially pronounced where there is a small personnel department.
Responsibilities of a recruiting manager
Job responsibilities make the work of a personnel manager rich and multifaceted. He must draw up plans and programs that will reflect the activities of the enterprise in the field of employment in the near future. These plans should be based on current trends personnel policy and fully comply financial balance enterprises. These documents set clear deadlines for completing the task.
The recruiting manager must constantly check the labor market conditions. His responsibilities include compiling a detailed report on the wages of similar positions in similar firms. The report also includes information on changes in supply and demand in the labor market, the emergence of new options that could be of interest to management.
An HR specialist is looking for a new staff and testing it for professional suitability. Special firms - intermediaries that own the base of potential employees can help him in this.
When promising candidates for free vacancies are selected, the manager conducts testing, provides a questionnaire to fill out and assesses knowledge. He recommends the most suitable workers to management. The director independently conducts an interview and approves suitable candidates.
When newcomers enter the job, the manager acts as a mentor and fully supervises the activities of the adopted staff unit. Duties also include:
- familiarization with the Internal Regulations and the principles of organization;
- familiarity with the trends in the development of the company, its business practices, partners and competitors;
- monitoring how the employee copes with adaptation;
- planning and development of attestations, preparation of material for the annual assessment of the level of qualification of specialists, and after that - verification of the results obtained;
- the work extends to the analysis of the state of personnel and in the branches of the company;
- monitoring the psychological atmosphere in the team, the business and moral qualities of employees in order to compile a complete personnel picture of the organization;
- determining the degree of motivation of employees;
- quarterly reporting on HR policy issues, annual report on the preparation and implementation of trainings and educational programs, as well as an extensive annual report. It includes all indicators that were obtained during the year. This allows you to make a comparison with the past period and analyze whether progress has been made in the field of personnel;
- assistance in improving working conditions, rationalizing wages and material incentives;
- contributing to the improvement of the personnel structure (some positions may be abolished, and some may be added to the state);
- advising employees on all exciting issues of personnel records, fulfillment of labor obligations and discipline;
- providing, along with a lawyer, legal assistance to the team;
- participation in development employment contract in the context of each labor unit;
- maintaining personal files of employees and timely making changes to the data;
- filling and storage work books(unless these duties are delegated to an accountant or HR representative). As well as the calculation of the work experience of each individual specialist;
- maintenance of military records and the reserve of a serviceman, which are represented at the enterprise;
- handing over personal files to the archive, when the deadlines indicate it;
- close cooperation with the accounting department in order to provide information about employees. This data can be useful for calculating benefits, pensions and other social benefits. It is also necessary during inspections by tax and other control authorities;
- assistance in scheduling vacations;
- studying the problem of staff turnover and its maximum elimination;
- organization of interaction of each staff unit with departments and services of the company;
- drawing up estimates and budgets to provide the enterprise with personnel, monitoring their compliance and monitoring cost savings;
- monitoring the relevance of data in the personnel documentation and their timely adjustment if the information is outdated or erroneous;
- departures on business trips and fixing such trips in a special journal.
It also falls on the shoulders of the HR manager to comply with trade secret. He undertakes not to disclose the data of trade turnover, wages, benefits and incentives, personal data of employees (addresses, telephone numbers, etc.). The specialist must carefully treat the materials and equipment provided.
The list of duties can be further supplemented by the head, but in this case, the recruiting manager must be familiar with them in advance.
Responsibility for decisions made
Like any employee, especially a manager, an HR manager has a certain responsibility. He is responsible for the full compliance of his actions with the norms and the fulfillment of all duties that are assigned to him.
The specialist is responsible for the performance of work by his wards, and is also responsible for the damage caused to the enterprise.
An employee may pay a bonus or part of his salary if he makes mistakes in his work.
Requirements for a specialist
HR Manager - a position that is of great importance in the overall system of the enterprise. Therefore, it has a number of requirements:
- high level of knowledge in the field of personnel policy, accounting and reporting;
- communication skills, the ability to find an approach to any employee, quick adaptation to circumstances;
- creative approach to solving problems and achieving goals;
- knowledge of the legal side of HR issues.
The specialist must also higher education from the field of management, economics, accounting or sociology.
Features and difficulties of the profession
The manager is a great manager. He must know all the threads with which you can manage the team. In this case, the level of knowledge from psychology is of great importance. The combination of economic and socio-psychological skills makes the profession special.
This position comes with its own set of challenges:
- it is necessary to constantly monitor changes in the labor market. This is difficult to do, because large corporations deliberately hide data about their state in order to avoid competition;
- close work with people requires special tolerance and endurance;
- the HR manager is the link between the team and management, so he must be "good" to each of the parties.
All these difficulties can be easily overcome if the specialist has the necessary level of knowledge and has a desire for productive work.
conclusions
It is difficult to imagine a large corporation without an HR manager on staff. It helps the organization find those employees who will become the foundation for building the right workflow, atmosphere and discipline.
Increasingly, this position is also found in small businesses. This is due to the inconstancy of the labor market, which can be handled by a qualified manager - a personnel officer. Although this profession is considered to be still quite "young", but it is promising and occupies a well-deserved place among other important positions.
Number of instructions per this moment for the selected category: 49
Job description - this is internal document company, which defines the relationship between the employee and the management of the enterprise and contains the duties, rights and description of the responsibility of the employee in his position. The job description comes into force from the moment it is signed by the head of the enterprise and the employee who occupies the position described in it. The effect of the job description is limited to the term of the employee in this position, and then the job description can be revised or left unchanged for a new employee who enters this position.
The Labor Code of the Russian Federation does not oblige enterprises to introduce a system of job descriptions, however, it is in the interests of the enterprise to introduce a system of job descriptions, since the system of job descriptions is an indicator of the seriousness of the enterprise and its professional and legal literacy, as well as care for its employees and their professional protection.
Job description example
Requirements for a modern job description
The development of job descriptions is carried out by the head and the personnel department of the enterprise. When developing job descriptions, it is possible to use job description banks on specialized sites where you can find thousands of examples of job descriptions and download job descriptions, often for free, to compile the base of job descriptions for your enterprise. Job descriptions are drawn up in accordance with the staffing of the enterprise. Completed job descriptions are stored in personnel department, where control is also exercised over the management of job descriptions within the framework of the enterprise's workflow. The personnel department is responsible for storing the signed originals of job descriptions, and the employee is issued a certified copy, the receipt of which he must sign in the job description journal.
There are two options for the existence of job descriptions. There is a typical job description applicable to a specific position and universal for all employees at the enterprises of the Russian Federation that occupy it. Job responsibilities in this case are listed in full in the employee's employment contract. These are, as a rule, the main job descriptions for the main positions in enterprises, typical for most staffing tables. These are general job descriptions. Approved samples of such job descriptions, including modern examples of job descriptions of 2017, can be found on special sites and often free download any examples of job descriptions for any profession.
The second version of the official labor instruction- specific job descriptions - is drawn up as a separate annex to the employee's employment contract. Such a job description is developed separately by the personnel department or the head of the enterprise specifically for each position or each employee. As a rule, this is a functional job description left in accordance with the requirements for the job description. Such a job description is developed with the direct participation of the heads of departments, taking into account all the specific features of this position that are required in these departments. Examples of such job descriptions can also be found on the relevant websites, download a sample of the required job description. After the sample is adapted to the needs of the enterprise, then by order to approve the job description, put it into effect at your enterprise.
The job description consists of several parts. In the section on general provisions the position is called and all levels of subordination of this position are described, as well as the required education and experience of the employee and a list of documents for management in the process of work.
The paragraphs of the job description on responsibility, rights, duties and relationships describe all the relevant conditions and actions of the employee in the process of performing work, interacting with other employees.
Where can I download sample job descriptions for free?
The job description is the most important document first of all, for the employee, helping him to clearly understand the scope of his duties, rights and level of responsibility, as well as for the management of the enterprise and the personnel department, in order to competently control and manage the process of performing the main tasks at the enterprise. Samples of modern job descriptions developed in 2017 can be found on specialized websites on personnel document flow,
1. General Provisions
1.Department: frames.
2.Subdivision: HR group.
3.Full job title: specialist (by selection).
4. Appointment and removal from office is carried out by the General Director.
5. The performer of this position is directly subordinate to the head of the OK.
6. The executor of this position for the period of absence is replaced by a specialist (by selection) of the OK.
7. In his activities, the employee is guided by the following legal acts and normative documents:
GOST 6/30-97,
Charter LLC "Kolpino",
Rules of the internal work schedule,
Orders (instructions) of direct management,
Regulations on the personnel department,
HR policy and strategy,
System concept staff development,
Regulation on certification,
Other normative documents of personnel service.
1.Qualification requirements:
Work in this position requires the employee to have the following qualifications:
Higher professional education(direction "Personnel Management", "Psychology", "Sociology").
At least 1.5 years of recruiting experience.
1.The executor of this position must know:
Labor law.
The structure and staff of the enterprise, its profile, specialization and development prospects.
personnel policy and enterprise strategy.
The procedure for making forecasts, determining the prospective and current needs for personnel.
Sources of providing the enterprise with personnel.
The state of the labor market.
Methods of analysis of the professional qualification structure of personnel.
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.
Possibilities of using modern information technologies in the work of personnel services.
Advanced domestic and overseas experience(methods) of selection of candidates.
Basics of professionalism
Means of computer technology, communications and communications.
Rules and norms of labor protection.
Work culture and work ethics.
1.Functions
The following functions are assigned to the performer of this position:
Organization and conduct of recruitment and primary selection of personnel with the necessary qualifications for the Company's divisions.
Establishment business connections With educational institutions, employment services, recruitment agencies, specialized publications in order to involve them in the process of selecting specialists and informing potential candidates on the labor market about the available vacancies of the company.
Formation and maintenance of a database of potential candidates (specialists).
Organization internal competitions to replace vacancies, informing the employees of the Firm about available vacancies, preparation and organization of the Competition Commission of the Firm.
2. Job responsibilities
The Human Resources Specialist is responsible for:
1. Assess the compliance of the requirements for the employee specified in the recruitment applications with the current situation on the labor market. Adjust requirements.
2. Determine the most effective candidate search channels for each vacancy. Organize informing candidates through these channels.
3. Select the methods of selection of candidates that are most adequate to the requirements of the vacant position. Conduct initial interviews with candidates.
4. Invite candidates for an interview. Coordinate interview times for candidates in departments.
5. Maintain an electronic database of candidates who have visited Kolpino LLC.
6. Define lists again accepted employees. Prepare information, methodological and other materials for adaptation seminars.
7. Inform the employees of the Firm about the available vacancies and the conditions for their competitive replacement.
8. Form and update the methodological base.
9. Systematically analyze feedback Based on the results of the implementation of ongoing activities, make changes to the ongoing activities.
10. Timely respond to requests from other employees in the direction professional activity provide the required information in full.
11. Be objective about other employees, evaluate their contribution to the achievement of the Company's goals based on the results of their work, regardless of their personal relationship.
12. Observe the established deadlines for the execution of tasks and instructions.
13. To provide assistance to colleagues at work in solving the problems of their activities in the event that assistance can lead to a qualitative improvement in performance.
14. Observe the rules of confidentiality when working with personal information of the Firm's employees.
15. Continuously improve your professional level.
IV. Rights
The recruiter has the right to:
1. Get acquainted with the draft decisions of the head of the department and the head of the organization in the direction of activity.
2. To attend meetings of committees and working groups, other meetings of employees in the direction of activity.
3. Participate in the discussion of issues related to the activities of the personnel service.
4. Submit proposals for the consideration of the HR Director and the Head of the Human Resources Department on improving the activities of the department and the Firm and improving working methods; options for eliminating the shortcomings in the company's activities.
5. To carry out interaction with employees of all structural divisions.
6. Request personally or on behalf of the management from other structural divisions information and documents necessary for its implementation official duties.
7. With the permission of the HR director or the head of the personnel department, involve specialists from all structural divisions in solving problems in the area of activity.
8.Sign and endorse documents within their competence.
9. Require the HR director and the head of the department to assist in the performance of official duties and exercise the rights provided for in this job description.
10. Act on behalf of the Human Resources Department and represent its interests in relations with others structural divisions organizations within their competence.
11. Represent personnel service LLC "Kolpino" in relations with external organizations in the direction of activity.
1.Responsibility
The Recruiting Specialist is responsible for:
1. Unclear and untimely performance of their official duties - recovery within the limits determined by the current labor law Russian Federation.
2. 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.
3. Causing material damage- within the limits determined by the current labor and civil legislation of the Russian Federation.
4. Violation labor discipline and non-compliance with the internal rules of labor activity - within the limits determined by the internal regulatory documents of the company.
5. Incorrect attitude towards the employees of the company - within the limits determined by the director of personnel and the head of the personnel department.
1. Relationships
6. The performer of this position in the process of work interacts in the direction of activity with employees of all structural divisions.
2. Criteria for the effectiveness and evaluation of the work of the head of the personnel department
1. Uninterrupted selection of a sufficient number of candidates with the necessary qualifications to fill the vacancies of the Firm.
2. Clear, complete and timely provision of information requested in the direction of activity from other departments.
3. Implementation of the functions of the personnel service, indicated in this job description.
Agreed
Head of the personnel department __________________ V.L. Pavlov
Head of the Legal Department __________________ А.Т. Mikhnev
HR Director __________________ E.R. Bondarchuk
Acquainted with instructions :
_________________ “03” 09 2001
Job descriptions taking into account professional standards 2016-2017
HR specialist job description template
A sample job description is drawn up taking into account the professional standard Human Resources Specialist
1. General Provisions
1.1. The following person is accepted for the position of Human Resources Specialist:
1) having a secondary vocational education in training programs for mid-level specialists;
2) having additional vocational education programs professional retraining, professional development programs.
1.2. The HR specialist must know:
1) regulatory legal acts of the Russian Federation governing the rights and obligations government agencies, trade unions and other representative bodies of employees to provide accounting documentation;
2) the legislation of the Russian Federation on personal data;
3) the procedure for registration, maintenance and storage of personnel documents;
4) the procedure for recording the movement of personnel and compiling established reporting;
5) the basics of workflow and documentation support;
6) technologies, methods and techniques for analyzing and systematizing documents and information;
7) the procedure for calculating the length of service, benefits, compensations, registration of pensions for employees;
8) the structure of the organization;
9) the basics of archival legislation and regulatory legal acts of the Russian Federation in terms of maintaining documentation on personnel;
10) local regulations of the organization governing the procedure for issuing administrative and organizational documents for personnel;
11) norms of ethics and business communication;
12) basic foundations of informatics, structural construction of information systems and features of working with them;
13) labor legislation and other acts containing labor law norms;
14) Internal labor regulations;
15) labor protection requirements and fire safety rules;
16) ……… (other requirements for the necessary knowledge)
1.3. The Human Resources Specialist must be able to:
1) develop draft organizational and administrative documents for personnel;
2) arrange personnel documents in accordance with the requirements of the labor legislation of the Russian Federation and local regulations organizations;
3) keep records and register documents in information systems and on physical media;
4) organize the storage of documents in accordance with the requirements of the labor, archival legislation of the Russian Federation and local regulations of the organization;
5) analyze personnel documents and transfer information to databases and reports;
6) identify errors, inaccuracies, corrections and false information in documents, determine the legitimacy of documents;
7) work with information systems and databases for maintaining statistical and reporting information on personnel;
8) develop draft personnel documents;
9) develop a plan for adjusting the established procedure for processing personnel documents and implement the adopted changes;
10) control the presence of employees at the workplace;
11) make out accounting documents submitted to state bodies, trade unions and other representative bodies of employees;
12) analyze the rules, procedures and procedures governing the rights and obligations of state bodies and organizations regarding the exchange of personnel documentation;
13) conduct business correspondence;
14) observe the norms of business communication ethics;
15) ……… (other skills and abilities)
1.4. The HR Specialist in his work is guided by:
1) ……… (name of constituent document)
2) Regulations on ……… (name of the structural unit)
3) this job description;
4) ……… (names of local regulations governing labor functions by position)
1.5. HR Specialist reports directly to ……… (title of the position of the head)
1.6. ……… (other general provisions)
2. Labor functions
2.1. Documentation support work with staff:
1) maintaining organizational and administrative documentation by personnel;
2) maintaining documentation on accounting and movement of personnel;
3) administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to state bodies.
2.2. ……… (other functions)
3. Job responsibilities
3.1. The Human Resources Specialist has the following responsibilities:
3.1.1. As part of the labor function specified in paragraphs. 1 clause 2.1 of this job description:
1) carries out processing and analysis of incoming personnel documentation;
2) develops and draws up personnel documentation (primary, accounting, planning, social security, organizational, managerial);
3) carries out registration, accounting and current storage of organizational and administrative documentation on personnel.
3.1.2. As part of the labor function specified in paragraphs. 2 clause 2.1 of this job description:
1) prepares draft documents on personnel management procedures, accounting and movement of personnel;
2) organizes the system of movement of personnel documents;
3) collects and checks personal documents of employees;
4) carries out preparation and registration at the request of employees and officials copies, extracts from personnel documents, certificates, information on seniority, benefits, guarantees, compensations and other information about employees;
5) issue personnel documents to the employee on his labor activity;
6) brings organizational, administrative and personnel documents of the organization to the attention of the personnel;
7) keep records of the working time of employees;
8) carries out registration, accounting, operational storage of personnel documents, preparation for their submission to the archive.
3.1.3. As part of the labor function specified in paragraphs. 3 clause 2.1 of this job description:
1) organizes the workflow for accounting and movement of personnel;
2) organizes the workflow for the submission of documents on personnel to state bodies;
3) carries out registration of the organization in state bodies;
4) prepares:
At the request of state bodies, trade unions and other representative bodies of employees, originals, extracts, copies of documents;
Notifications, reporting and statistical information on personnel;
Information on the conclusion of an employment or civil law contract for the performance of work (rendering of services) with a citizen who held public or municipal service, the list of which is established by the regulatory legal acts of the Russian Federation.
3.1.4. As part of the implementation of their labor functions carries out the instructions of his immediate supervisor.
3.1.5. ……… (other duties)
3.2. ……… (other job descriptions)
4. Rights
The HR specialist has the right to:
4.1. Participate in the discussion of draft decisions, in meetings on their preparation and implementation.
4.2. Ask the immediate supervisor for clarifications and clarifications on these instructions, issued assignments.
4.3. Request on behalf of the immediate supervisor and receive from other employees of the organization necessary information documents required for the execution of the order.
4.4. Get acquainted with the draft decisions of the management regarding the function performed by him, with documents defining his rights and obligations in his position, criteria for assessing the quality of the performance of his labor functions.
4.5. Submit proposals on the organization of labor within the framework of their labor functions for consideration by their immediate supervisor.
4.6. Participate in the discussion of issues related to the duties performed.
4.7. ……… (other rights)
5. Responsibility
5.1. The Human Resources Specialist is responsible for:
For improper performance or non-performance of their official duties provided for by this job description - in the manner established by the current labor legislation of the Russian Federation, accounting legislation;
For offenses and crimes committed in the course of their activities - in the manner prescribed by the current administrative, criminal and civil legislation of the Russian Federation;
For causing damage to the organization - in the manner prescribed by the current labor legislation of the Russian Federation.
5.2. ……… (other liability provisions)
6. Final provisions
6.1. This job description has been developed on the basis of professional standard"Specialist in personnel management", approved by the Order of the Ministry of Labor of Russia dated 06.10.2015 N 691n, taking into account ……… (details of the organization's local regulations)
6.2. Familiarization of the employee with this job description is carried out upon employment (before signing the employment contract). The fact that the employee is familiarized with this job description is confirmed by ……… (signature on the familiarization sheet, which is an integral part of this instruction (in the journal of familiarization with job descriptions); in a copy of the job description kept by the employer; otherwise)
6.3. ……… (other final provisions)
1. General Provisions
1. Department: frames.
2. Subdivision: HR group.
3. Full job title: specialist (by selection).
4. Appointment and removal from office is carried out by the General Director.
5. The performer of this position is directly subordinate to the head of the OK.
6. The executor of this position for the period of absence is replaced by a specialist (by selection) of the OK.
7. In his activities, the employee is guided by the following legal acts and regulatory documents:
GOST 6/30-97,
Charter LLC "Kolpino",
Internal labor regulations,
Orders (instructions) of direct management,
Regulations on the personnel department,
HR policy and strategy,
The concept of personnel development system,
Regulation on certification,
Other normative documents of personnel service.
1. Qualification requirements:
Work in this position requires the employee to have the following qualifications:
Higher professional education (direction UHRF, UPpsikhologiyaF, USotsiologyF).
At least 1.5 years of recruiting experience.
1. The executor of this position must know:
Labor law.
The structure and staff of the enterprise, its profile, specialization and development prospects.
Personnel policy and strategy of the enterprise.
The procedure for making forecasts, determining the prospective and current needs for personnel.
Sources of providing the enterprise with personnel.
The state of the labor market.
Methods of analysis of the professional qualification structure of personnel.
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.
Possibilities of using modern information technologies in the work of personnel services.
Advanced domestic and foreign experience (methods) in the selection of candidates.
Basics of professionalism
Means of computer technology, communications and communications.
Rules and norms of labor protection.
Work culture and work ethics.
1.Functions
The following functions are assigned to the performer of this position:
Organization and conduct of recruitment and primary selection of personnel with the necessary qualifications for the Company's divisions.
Establishing business relations with educational institutions, employment services, recruitment agencies, specialized publications in order to involve them in the process of selecting specialists and informing potential candidates on the labor market about the company's vacancies.
Formation and maintenance of a database of potential candidates (specialists).
Organization of internal competitions for filling vacancies, informing the employees of the Firm about available vacancies, preparation and organization of the Competition Commission of the Firm.
2. Job responsibilities
The Human Resources Specialist is responsible for:
1. Assess the compliance of the requirements for the employee specified in the recruitment applications with the current situation on the labor market. Adjust requirements.
2. Determine the most effective candidate search channels for each vacancy. Organize informing candidates through these channels.
3. Select the methods of selection of candidates that are most adequate to the requirements of the vacant position. Conduct initial interviews with candidates.
4. Invite candidates for an interview. Coordinate interview times for candidates in departments.
5. Maintain an electronic database of candidates who have visited Kolpino LLC.
6. Determine the lists of newly hired employees. Prepare information, methodological and other materials for adaptation seminars.
7. Inform the employees of the Firm about the available vacancies and the conditions for their competitive replacement.
8. Form and update the methodological base.
9. Systematically analyze feedback based on the results of the implementation of ongoing activities, make changes to ongoing activities.
10. Timely respond to requests from other employees in the area of professional activity, provide the required information in full.
11. Be objective about other employees, evaluate their contribution to the achievement of the Company's goals based on the results of their work, regardless of their personal relationship.
12. Observe the established deadlines for the execution of tasks and instructions.
13. To provide assistance to colleagues at work in solving the problems of their activities in the event that assistance can lead to a qualitative improvement in performance.
14. Observe the rules of confidentiality when working with personal information of the Firm's employees.
15. Continuously improve your professional level.
IV. Rights
The recruiter has the right to:
1. Get acquainted with the draft decisions of the head of the department and the head of the organization in the direction of activity.
2. To attend meetings of committees and working groups, other meetings of employees in the direction of activity.
3. Participate in the discussion of issues related to the activities of the personnel service.
4. Submit proposals for the consideration of the HR Director and the Head of the Human Resources Department on improving the activities of the department and the Firm and improving working methods; options for eliminating the shortcomings in the company's activities.
5. To carry out interaction with employees of all structural divisions.
6. Request personally or on behalf of the management from other structural units information and documents necessary for the performance of his duties.
7. With the permission of the HR director or the head of the personnel department, involve specialists from all structural divisions in solving problems in the area of activity.
8.Sign and endorse documents within their competence.
9. Require the HR director and the head of the department to assist in the performance of official duties and exercise the rights provided for in this job description.
10. Act on behalf of the personnel department and represent its interests in relations with other structural divisions of the organization within its competence.
11. Represent the personnel department of Kolpino LLC in relations with external organizations in the field of activity.
1.Responsibility
The Recruiting Specialist is responsible for:
1. Unclear and untimely performance of their official duties - a penalty within the limits determined by the current labor legislation of the Russian Federation.
2. 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.
3. Causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.
4. Violation of labor discipline and non-compliance with the internal rules of labor activity of the C within the limits determined by the internal regulatory documents of the company.
5. Incorrect attitude towards the employees of the company Z within the limits determined by the HR director and the head of the personnel department.