HR manager is the essence of the job. The main tasks and functions of the personnel manager. Potential jobs and income by profession

Any organization is a system of separate cells - employees. 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 legal aspects for regulation labor disputes;
be able to evaluate the results of labor activity, evaluate the quality of work, highlight unproductive moments;
know the standards and forms 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 could be pecuniary punishment, and maybe 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 preparing a detailed report on wages 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 the development of an employment contract in the context of each labor unit;
maintaining personal files of employees and timely making changes to the data;
filling out and storing work books (if these duties are not delegated to an accountant or a representative of the personnel department). 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.

Also on the shoulders of the HR manager lies the obligation to maintain trade secrets. He undertakes not to disclose data on 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 leader. 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.

Any specialist in the performance of his professional tasks must understand what is included in the scope of his duties. If we are talking about an enterprise that has its own structural divisions, then there should be a service or department for personnel. From the name, the essence does not change much, although in different companies the functions of a personnel manager may be different. True, the work of such a professional is difficult to overestimate, because in many respects the success of an enterprise depends on its internal policy.

Description of duties

The main duties of the HR manager are to assist the management of the company, as well as the employees of the entire enterprise. If this is the basis for defining its tasks, then it is easy to formulate a description of its activities.

1. A true professional simply must be aware of both the needs of management and staff. And this means taking into account their needs, requests, taking into account advice. The functional responsibilities of the HR manager include the development and adaptation of management schemes, as well as the development of personnel for the successful operation of the company.

2. The HR specialist is obliged to adhere to the principles regarding the joint creative activity. The main ones are:

In order to be sure of the positive results of the company's activities against the background of upcoming changes, the duties of the HR manager should include information, as well as clarification of the situation for credit institutions, and an increase in the level of legal knowledge among employees.

Working with personnel means constant communication with people, as well as frequent changes in various circumstances. Therefore, it is vitally important for such a specialist to improve himself. It follows that in addition to higher education, one must have an analytical mindset, be calm, balanced, non-conflict.

The role of the HR specialist

Management is always focused on achieving long-term results, so it is important for the HR manager to look in the same direction. It means to be able to predict the situation in advance, analyze the market, immediately calculate the strengths and weak sides other enterprises. Such a strategist usually views personnel as necessary resource to achieve the goal. Moreover, he needs to be able to be flexible, quickly adapt to a changing situation, make decisions and be able to convince people.

The main tasks of the HR specialist

Job description An HR manager has many responsibilities. First of all, he must understand the need for employees and find ways to attract them. The professional is engaged in the selection of personnel, conducts interviews with potential candidates for the position, performs the initial stage of their verification. It is important to use human resources correctly, then the company's income will always grow! If the HR manager has selected the wrong people, then the efficiency of each individual and the enterprise as a whole will fall, financial problems may appear in the company, and the general situation against this background may escalate. Therefore, it is important to know when it is necessary to replenish the staff with new specialists, what qualities they should have, which employee is better to fire, and which one can be "re-educated".

Selection stages

What else should an HR manager know and be able to do? The job responsibilities of this employee of the company certainly include the function of recruiting. For its successful implementation it is necessary:

1. Be able to identify the need to update the company's personnel. Have a thorough understanding of the HR situation in each department.

2. Know how to attract the right people to your organization. First of all, the HR manager must evaluate the internal resources of the company, and only then attract candidates from outside. To do this, use all possible methods: place ads in newspapers, on specialized sites on the Internet, etc.

3. To carry out the selection of candidates for the position by analyzing questionnaires, conducting interviews, testing. Based on the results obtained, be able to make the right decision.

Therefore, the duties of the HR manager also include analytical work, the quality of which determines the success of the entire company. During the evaluation of a candidate, a specialist should focus on his qualities, education, job description and much more. The job description of the HR manager often includes the function of appraisal. Such procedures help to determine the degree of effectiveness of the used human resources. The specialist should clarify with the management the requirements,

which are presented to the employees of the company, as well as to identify the difficulties and nuances that prevent them from performing the tasks assigned to them in a quality manner. If necessary, send employees to training to improve their skills and development in general.

informative

The job description of the HR manager includes another important point. He must be able to inform the company's employees in time about the decisions of the management, about changes in structural divisions. In addition, management must receive timely information from him about new employees, about events held in the company, and about events that affect the work of the company.

Diagnostics

Without what a specialist will not be able to successfully fulfill the duties of a personnel manager? Without the ability to be a good psychologist! It is vital for the development effective ways motivation, for the implementation of a favorable atmosphere in the company.

Education

personnel manager, official duties which also includes consulting and training of heads of other structural divisions, must have a high level of competence in all areas of the company. And since the HR specialist has access to important internal organizational information, he has the right to use it to generate effective ideas and proposals to improve the quality of the company's work.

The situation in the company

This is an important moment in the activity of a human resources specialist. He must maintain a calm atmosphere in the company. It is he who is responsible for ensuring that employees are satisfied with working conditions, their relationships with colleagues, management style, and the level of trust in the enterprise. All the nuances that adversely affect the atmosphere within the team, the specialist must identify and eliminate in time.

Document flow

The HR specialist also draws up contracts, maintains personal files of employees, records personnel in the company, maintains a time sheet, issues various characteristics and prepares other documents. In addition, it is important for him to be able to accept right decisions regardless of other people's opinions!

We often hear: HR inspector, HR employee, HR officer, HR manager, HR department, HR department. What is the difference? And why so many different names?

Today it is difficult to imagine the work of an enterprise, organization, institution ( Further- enterprise) with more than 50 people without employees personnel service or personnel service (human resources (personnel) department). However, not all managers understand why they need such a specialist and what to require from him, and they introduce a new position at the enterprise just because it is fashionable.

Very often one can observe how personnel officers and HR managers are entrusted with duties that do not know who to entrust, for example: sending correspondence; control over cleaning in the office, carrying out repairs in the office; the purchase of bouquets for various company holidays, etc. Be that as it may, the manager first of all needs to be aware of what kind of personnel officer he needs and what duties should be assigned to him.

From Human Resources to Human Resources

For many years, the personnel service was perceived as an auxiliary structural unit, main function which was the management of personnel documents. In today's conditions, the situation has changed dramatically, although some enterprises still have a "Soviet" idea of the organization and goals of the personnel department.

In a planned economy, when university graduates were distributed among enterprises, there was no need to deal with the search for employees, assessment, rotation and career planning. Working conditions and wages at all enterprises were the same, and they did not think about motivation, its function was performed by a bonus. Therefore, in the transition to new economic conditions, the personnel department also began to evolve. The expansion of the functions of personnel services to personnel services began in the 90s, along with the development in the country market economy and changing the system of people management in the enterprise.

Today, each enterprise has its own structure of the service (department), which is responsible for working with personnel. At some enterprises, this is one person - a personnel officer who conducts exclusively personnel records management, while at others - entire divisions, which provide for the positions of a personnel inspector and a personnel manager, as well as a timekeeper and a labor organization engineer, each of which, in turn, provides for certain job responsibilities.

Human resources inspector: duties and requirements

A personnel officer usually means a personnel inspector (KP code 3423, according to the National Classifier of Ukraine, Further- KP).

Responsibilities of the Human Resources Inspector, according to Issue 1 "Professions of workers that are common to all types of economic activity» Directory qualification characteristics professions of workers, approved by order of the Ministry of Labor and social policy Ukraine ( Further- Directory), are as follows:

keep records of the personnel of the enterprise, its divisions in accordance with unified forms primary accounting documentation;
draw up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise, as well as maintain other personnel documentation; form and maintain personal files of employees, make changes related to labor activity;
take part in the development of long-term and current plans for labor and personnel;
prepare the necessary materials for the certification, qualification and tariff commissions, draft documents related to remuneration and incentives for employees;
complete, record and store work books, calculate the length of service, issue certificates of labor activity of employees;
keep records of the provision of vacations to employees, draw up a vacation schedule and monitor its implementation;
draw up the documents necessary for assigning pensions to employees of the enterprise;
study the features of displacement and the causes of staff turnover, take part in the development of measures to eliminate them;
maintain an archive of personal files, prepare them for submission to the state archive;
enter information on the number of personnel and its movement into the data bank, monitor its timely updating and filling;
control the state labor discipline in the divisions of the enterprise and the implementation by employees of the rules of internal work schedule, as well as keep records of violations of labor discipline and order; control the timely adoption of appropriate measures by the administration and the labor collective;
prepare reports on work with personnel.

Qualification requirements:

personnel inspector- basic or incomplete higher education in the relevant field of study (bachelor or junior specialist), without requirements for work experience;
senior HR inspector- basic or incomplete higher education in the relevant field of study (bachelor or junior specialist), work experience in the profession of a personnel inspector - at least a year.

Features of the work of the HR inspector

It is impossible to do without document management in an enterprise. If there is no personnel inspector who is competent and has solid experience in working with normative documents, hardly anyone will be able to lead at the appropriate level personnel document flow. The work of an employee responsible for document management may seem boring and monotonous, especially if he keeps statistics only for reporting. If the personnel inspector not only collects, but analyzes information, he will be able to predict staff turnover (for example, due to retirement, conscription, seasonality).

All documents must comply with the law to the smallest detail, so as not to give an extra reason for the employee to go to court. Thus, the HR inspector bears legal responsibility.

HR manager: duties and requirements

The field of personnel management at first glance may seem elementary, but it requires experience and education in many areas: psychology, economics, labor law, management, marketing.

In this case, firstly, you need to get the maximum effect when minimal cost, secondly, all employees must be satisfied with the remuneration (not necessarily material) for their work. Therefore, assessment, training, motivation, team building (team building) and much more are used to good location the spirit of the staff and high productivity.

Responsibilities of the Human Resources Manager:

organize work on providing personnel in accordance with the development goals of the enterprise and the direction of personnel policy for the effective use of personnel;
to provide work on staffing the enterprise with personnel of the required qualification;
facilitate the early adaptation of new employees to work;
study the labor market in order to determine the sources of providing the enterprise with the necessary personnel;
take part in forecasting and determining staffing needs;
take part in planning social development team, resolving labor disputes and conflicts;
organize work to evaluate the results of the labor activity of employees, to conduct certification, competitions;
organize work on personnel training, advanced training;
develop programs to motivate the personnel of the enterprise.

Qualification requirements: complete higher education in the direction of training "management" (master, specialist) without requirements for work experience; or complete higher education (master, specialist), work experience - at least 2 years and postgraduate education in the direction of "management".

Glossary of terms

Motivation(from English: motivation - stimulus) - a dynamic process of a physiological and psychological plan that controls human behavior, determines its orientation, organization, activity and stability; a person's ability to actively satisfy his needs.

team building(team building) (from English: team building - building a team) is a term used in a business context and applied to a wide range of activities to create and improve team performance.

case method(from the English case method - case method) - a teaching technique that uses a description of real economic, social and business situations. Students should analyze the situation, understand the essence of the problems, suggest possible solutions and choose the best ones. Cases are based on real factual material or are close to the real situation.

In a large enterprise, the duties of an HR manager may be divided among several employees. Thus, it becomes possible to deal with each direction in more detail.

For example, for one of the employees Responsibilities for the search and selection of personnel and everything related to this area are assigned:

determination of the needs of the enterprise in personnel;
placement of advertisements in the media;
conducting interviews;
induction and adaptation of new employees.

For the second employee responsibilities for staff training. By assessing the staff, it is first determined who and what needs to be trained. Further, training is carried out using courses and trainings within the enterprise (heads of departments or trainers invited from outside can act as trainers), or employees of the enterprise are sent to trainings in specialized agencies. Training can also be carried out during the adaptation program for new employees of the enterprise for their faster entry into the position.

Per third employee responsibilities under the motivation program are fixed. Personnel assessment will help to understand what the employees of the enterprise lack (see p. 44). Based on the results of the assessment, methods of material and non-material motivations employees.

HR positions

As we have already mentioned, in large enterprises, the personnel service can be represented by a fairly wide list of positions, for example:

labor organization engineer (KP code 2412.2);
labor standardization engineer (KP code 2412.2);
labor economist (KP code 2412.2);
timekeeper (KP code 4190).

Labor Engineer

Responsibilities labor engineer:

develops measures to improve the organization of workplaces, their certification;
analyzes the existing conditions of production, develops and implements, together with other services, rational forms of labor organization, monitors their implementation;
develops methodological and regulatory materials on the organization of labor, taking into account specific production conditions on the basis of industry-wide and industry recommendations.

Qualification requirements:

labor engineer
labor organization engineer II category- complete higher education in the relevant area of training (specialist), work experience as a labor organization engineer - at least a year;
engineer for the organization of labor of the 1st category- complete higher education in the relevant area of education (master, specialist); for a master without requirements for work experience, for a specialist - work experience as an engineer in the organization of labor of category II - at least 2 years;
Lead Engineer for Labor Organization- complete higher education in the relevant area of education (master, specialist), work experience as an engineer in the organization of labor of the 1st category - at least 2 years.

Labor Regulation Engineer

Responsibilities labor standardization engineer:

develops and introduces labor cost standards for different types works;
determines the norms of time (production) for one-time and additional work associated with deviations from technological processes;
determines the number of employees of the enterprise in accordance with industry standards for the number; controls the implementation of standards;
determines the labor intensity of manufacturing products, takes part in the development of measures to reduce the standard labor intensity;
controls the timely familiarization of employees with the new standards of labor intensity; instructs employees on the development of new standards.

Qualification requirements:

labor regulation engineer- complete higher education in the relevant area of training (specialist), without requirements for work experience;
2nd category labor standardization engineer- complete higher education in the relevant area of training (specialist), work experience as a labor standardization engineer - at least a year;
1st category labor standardization engineer- complete higher education in the relevant field of study (master, specialist), for a master without requirements for work experience, for a specialist - work experience as an engineer in labor rationing of category II - at least 2 years;
Lead Engineer for Labor Standards- Complete higher education in the relevant field of education (Master, Specialist), work experience as an engineer in labor rationing category I - at least 2 years.

labor economist

Responsibilities labor economist:

carries out work to improve the organization of labor, forms and systems of wages; calculates the wage fund, controls its use; calculates the number of employees, taking into account the most rational use labor resources;
studies the effectiveness of the use existing forms and wage systems, prepares proposals for their improvement; develops a provision on bonuses for employees;
takes part in the preparation of plans for the social development of the enterprise's staff, in the development and implementation of measures to strengthen labor discipline, reduce staff turnover, and comply with internal labor regulations;
draws up a staffing table in accordance with the approved management structure, makes changes to it;
takes part in the development collective agreement and supervise its implementation;
maintains databases on labor and wages, the number of employees.

Qualification requirements:

labor economist- complete higher education in the relevant area of training (specialist), without requirements for work experience;
labor economist II category- complete higher education in the relevant field of study (specialist), work experience as an economist by labor - at least a year;
labor economist of the 1st category- complete higher education in the relevant field of study (master, specialist); for a master - no requirements for work experience, for a specialist - work experience as a labor economist of category II - at least 2 years;
Leading Labor Economist- complete higher education in the relevant field of study (master, specialist), work experience as a labor economist of the 1st category - at least 2 years.

Timekeeper

Responsibilities timekeeper:

keeps time records of the actual time spent by employees at the enterprise, controls their timely arrival at work, stay at work and leaving work;
controls the timeliness of the provision by employees of sick leaves and other certificates confirming their right to be absent from work;
provides the manager with a time sheet, drawn up in the prescribed manner.

Qualification requirements: complete secondary education and vocational education or complete secondary education and professional training in production, no work experience requirements.

When developing staffing, in particular, the formation of the composition of the personnel service of an enterprise, it should be borne in mind that if one employee works with personnel at an enterprise and cardinally different duties are assigned to him, you should not expect equally good performance of these duties from him. After all, the qualitative performance of various functions requires different personal characteristics and knowledge. Therefore, it may be advisable to divide personnel responsibilities between several positions (employees).

Work with personnel: perspectives

For those who want to try one of the HR professions, it would be a good idea to first analyze the pros and cons of working in this area, as well as what skills you need to have and what to expect in terms of a career.

Pros and cons of HR

Like any job, HR has its pros and cons too.

POSITIVE FEATURES(advantages) of professions in the field of personnel management:

constant demand for HR specialists);
direct communication (contact) with the management of the enterprise; the importance and responsibility of work (in some way, the productivity of employees depends on the work of an HR specialist);
varied and interesting job. The activity of many enterprises is based not only on customers, services, income, etc., but also on the development strategy (planning). Thus, the employee of the personnel service will always have something to do, for example, team building).

Negative Features(cons) of professions in the field of personnel management:

regardless of your own mood, you need to be constantly optimistic and even encourage employees;
it is necessary to have stress resistance and patience, since the work consists in communicating with a large number of people - and this is quite difficult;
irregular working hours (in most cases).

Education requirements

There are several ways to become a Human Resources Specialist:

first, getting higher education in economics and the humanities, for example, personnel management and labor economics, psychology and sociology, respectively. Note that many employees of the personnel service (personnel service) also have education in technical specialties. For example, specialty economic cybernetics helps a lot in work: automation personnel work, document management and recruitment, etc.
It is good if the education received by the employee of the personnel service and the field of activity of the enterprise coincide. This fact is a definite advantage, since such an employee knows technological process(at least at a basic level);
second, passing specialized courses, seminars, trainings. Information about them can be found in newspapers, the Internet (they differ in the number of hours, topics and cost). Courses, etc., will introduce you to the features of the work of the personnel service: ways to draw up various documentation; cases that clearly demonstrate how to act and what to do in various situations;
third, go to work before receiving a diploma (i.e. until graduation from a university). It's a great way, although of course you won't earn much on a part-time basis, but the best experience can be obtained only in the course of work.

Career

If the enterprise is small and the management can hire only one HR employee, then such an employee will have a wonderful chance to learn “all the tricks” of work: everything will be on his shoulders - from search, recruitment, paperwork to adaptation, motivation and team building. But after several years of work (with solid experience), you can go further - to increase (even to another enterprise, if the one you work for does not grow and develop).

There is another way for career growth - start with an assistant, assistant, junior employee in the personnel management service large enterprise. Having established itself as good worker, get the opportunity to improve further: first, search and select working specialties, then middle managers, and then top managers. An employee with such experience is expected by the prospect of the head of the recruitment department, the head of the personnel service, the director of personnel.

Quite often there are heads of personnel services who started their labor activity as administrator or secretary.

If the work of searching and selecting personnel is boring and you like working with documents, then it is better to move in the direction of the profession of an HR inspector (senior HR inspector, head of the personnel department).

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A successful HR manager must meet modern market requirements. What you need to know and be able to, what to strive for - read in the article.

From the article you will learn:

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The modern manager is a strategic manager. The success of the organization, its profitability and prospects directly depend on it. He must take into account not only the interests of business owners, but also the staff, be able to seek compromise solutions and convince. It is on the actions of HR and its management style that the psychological climate, the level of motivation and involvement, and overall labor efficiency depend.

HR manager education

Candidates who have a higher specialized education can apply for the position of HR Manager. In recent years, employees who have completed retraining courses have also been accepted. As a rule, they can only count on the role of an assistant, but it is not excluded career. If your goal is to become an HR director, and not just an ordinary HR, be patient and improve your knowledge and skills, personal and professional qualities.

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Example

A purposeful and young HR manager, Stanislav dreamed of taking the chair of the director at the stage of training. After graduating from high school, after an internship, he got a job. Of course, the position to which he was accepted did not allow him to reveal his creative potential. Stanislav worked as an assistant for a year and realized that something needed to be changed. He signed up for advanced training courses, additionally participated in trainings, worked with psychologists. That it grows before our eyes professionally were quickly noticed. The management decided to transfer him from an assistant to a specialist, and a year later he took the director's chair, heading the department.

Changing market conditions, the development of the management sphere leads to the fact that the knowledge received initially is not enough. If you do not have time to study due to a high workload, periodically take distance courses or study online webinars. You can view the content of the programs to find out in which direction to move.

A selection of webinars and useful materials for HR

What skills should an HR manager have?

To perform the duties of a recruiting manager, manage labor resources, you need to have extensive knowledge. At the same time, it is not enough to master the techniques of selection, search, and motivation. You need to know the basics of psychology, because you have to work with a team in which each person has his own characteristics.

In general, you should know:

laws affecting personnel management issues;
organization development goals;
methods of labor quality analysis;
features of planning the need for personnel;
foundations of the sociology of labor;
team management practice;
wage systems;
the procedure for issuing fixed-term and indefinite employment contracts;
methods for assessing labor efficiency;
labor protection standards;
forms of personnel documentation and requirements for it;
methods of training work with personnel.

A recruiter draws up a professiogram, so learn to identify personal and professional quality others, without which it is impossible to perform official duties. Gain additional knowledge to help you psychological and professional tests, interpret the results.

Professional standard requirements for a universal specialist in personnel management

Human Resources Manager: Job Responsibilities

HR is assigned the responsibilities prescribed in the job description. The recruitment manager, to briefly describe the duties, organizes work in a company or within a structural unit, monitors compliance with the law. To achieve high results, HR prepares proposals for improvement and submits them to the consideration of higher authorities. But his duties do not end there.

Job description of the personnel manager

Human Resources Manager, whose responsibilities include complex work:

monitors the situation on the labor market, informs management about the level average salary in the region and country;
holds quick search specialists in the labor market and among the company's employees;
creates systems of non-material motivation;
trains employees at trainings, seminars, courses;
advises on human resource management ;
organizes interviews and conducts testing to identify the skills and qualities of staff;
prepares measures for the introduction of new employees to the team;
coordinates work on personnel training;
deals with personnel changes aimed at solving strategic issues;
plans and decides labor issues, draws up and signs employment contracts, maintains personal files;
forms a personnel reserve.

The duties of the HR manager are determined by the management and fixed in the instructions and the contract. Despite this, you must be able to perform other functions: form a team and working groups, organize professional and psychological adaptation , attestation. Try to master modern techniques management, which help to reduce the number of stressful situations, gain the respect of colleagues and recognition of personal merit by higher authorities.

Rights and responsibilities of the HR manager

From what functional responsibilities HR manager is performed by an employee, his rights and responsibilities depend. HR can represent the interests of the company when working with clients, partners, competitors and authorities, correspond with external organizations without the permission of the manager. The manager has the right to initiate the preparation of personnel documentation, to request from the heads of structural divisions and other managers the information he needs for his work. He signs documents within his competence, makes proposals for bringing to disciplinary responsibility.

Be prepared to be responsible for improper performance of duties, damage to the organization, distribution trade secrets and other confidential information. Violation of labor discipline and safety regulations also entails penalties.

Qualities of a recruiting manager

The responsibilities of HR cannot be fulfilled without having the right personal, professional and business qualities. Only competent and developed managers deftly cope with the work, lead the team, motivate it for development and career growth. They are able to retain valuable specialists in the company even in times of crisis, to select methods of stimulation that do not put a heavy burden on the budget.

The manager must be able to negotiate, find mutual language co difficult people know how and on whom to influence in order to achieve the desired goal. Therefore, literacy, flexibility, education and other qualities are given special attention when hiring new HR.

If you plan to grow and develop, improve the following professional qualities:

organizational skills;
skills of purposeful fulfillment of tasks;
flexibility and adaptability;
competence.

It is important for an HR specialist to have charisma, to have a clear life position. He must be endowed with other qualities, some of which can be developed, and not attributed to natural absence.

Professional qualities and skills of the personnel manager

5 Qualities You Can't Do in HR

4. Showing appropriate humor and showing optimism. It helps, disposes employees to you.

5. Openness of the HR director for communication but also impartiality. Don't walk around looking unapproachable. Don't put on a tragic mask.

The ideal HR manager is a confident and well-rounded specialist. It is difficult to single out the specific qualities that he should possess. Improve your skills, learn to communicate, listen to colleagues, determine their motives, desires and aspirations. Avoid stressful situations, plan working time. Faithful Assistant your job is time management. If you are attentive and reasonable, you will reveal your potential, show professionalism and quickly achieve a promotion.

Job description of the personnel manager

The law does not provide for a unified job description. This is due to the fact that in some organizations the functions of a personnel manager are performed by 1 person who conducts complex work in all areas, in another - the department may include 10-15 employees, or even more.

When compiling a document, they prescribe what knowledge the HR manager should have, duties and requirements. They are selected based on the scope of activities, functions, goals, current position of the company, etc. It is recommended to take a ready-made document as a basis, which can later be finalized - remove unnecessary items and add missing ones. This will help to avoid mistakes when compiling job descriptions.

Download the sample

As the organization grows and develops, job descriptions are revised and supplemented. But this does not mean that in the case of expanding the boundaries of responsibility, you will have to look for new job because the problem is solved by . Try to meet the requirements of the professional standard.