The daily duties of a personnel officer are regulated by the Ministry of Labor of the Russian Federation in a decree of 08/21/1998. It specifies in detail the areas of responsibility of a specialist, the limits of subordination, the legal framework necessary for an employee of the personnel department, the procedure for submitting and maintaining documentation. The Unified Qualification Handbook defines 17 professions that, in the performance of official duties, are guided by the job description of a personnel worker. The structure of the department that regulates the activities of employees is reflected in the relevant Regulation "On the Human Resources Department".

HR Specialist Job Responsibilities

The job description of a specialist in the personnel department establishes the procedure for labor relations, the range of responsibility, the functions assigned to the employee, the requirements for him, the required level of education and subordination. A person with sufficient professional training, education and experience of at least 12 months is classified as a specialist.

The head of the personnel department is responsible for the development and content of the instruction, and it is approved by the head of the company. It reflects all the duties of a specialist in the personnel department. Their composition, rules of execution, powers are detailed by the administrative acts of the enterprise, internal regulations, federal and regional regulations. They include the following tasks:

• documenting the hiring and dismissal of employees, the transfer of personnel to other staff units in accordance with the norms of the Labor Code of the Russian Federation and the orders of the management;
• accounting of activities and changes in personal data of employees of all levels - from the director to the watchman - in accordance with the standards of accounting documents with the introduction of changes in information databases;
• data collection for certification and advanced training;
• development of a mechanism for rewards and penalties;
• preparation and maintenance of personal files, collection and processing of personal data;
• registration of work books - making entries, registration, accounting and storage;
• formation of work experience;
• monitoring of holidays and control over the execution of the schedule;
• timely selection of documentation for the archive and its execution;

The activity of a personnel specialist provides access to confidential data - personal files, trade secrets. If the actions of an employee caused property or financial damage to the organization, he will be held liable in accordance with the law.

The Human Resources Specialist may perform his job duties overtime. According to Art. 152 of the Labor Code of the Russian Federation, the overtime rate is set by the enterprise.

Human Resources Inspector Job Responsibilities

As indicated in the Unified Qualification Handbook, applicants with secondary education are considered for the position of HR inspector, the presence of professional experience does not matter. The entire scope of the duties of the HR inspector is defined in the internal instructions. It includes the following business tasks:

In addition to office work, the duties of the HR inspector also include the selection of employees for vacancies in accordance with professional requirements and the level of communication skills. The personnel officer places ads in the press, Internet portals, submits an application to the employment center, and conducts an interview. His task is not just to select a professional, but to find a person who will easily enter the team and will not become a source of conflict. The management may provide for the duty of the inspector to conduct a competition among applicants. Selection events and control of passage are in the competence of the personnel officer.

Job Responsibilities of the Head of Human Resources

Only an employee with a diploma of higher education who has worked in a similar position for at least 3 years can manage personnel officers. His candidacy is determined only by the head of the company. Management activities are carried out on the basis of the company's internal charter, strictly within the framework of Russian labor and civil law, and in accordance with the job description of a personnel employee. The head of OK is accountable only to the top management of the company.

The responsibilities of the Head of Human Resources are as follows:

• development of regulations on personnel policy;
• assessment of the organization's need for personnel renewal;
• staff management in accordance with authority and competence;
• methodological and information support of certification, organization and analysis of its results;
• debugging the processes of transfer, dismissal or hiring of personnel;
• corrective activity;
• regular monitoring of the performance of duties by specialists of the personnel department;
• control over the execution of orders for rewarding and promotion.

The duties of the personnel officer-chief include the implementation of measures to establish working discipline, increase the motivation of the team. The head is engaged in the preparation, approval of official information intended for the director. The competence of the authorities is to consult staff on current personnel issues.

The knowledge of the labor and civil legislation of the Russian Federation, methods of assessing employees, the structure of the enterprise, requirements for paperwork, fire safety and labor protection standards testifies to the professional level of the OK manager.

An instruction with the duties of a personnel officer - a boss, an inspector or a specialist - is signed by the applicant when applying for a job. The document is drawn up for each category of workers according to a standard model.

I. General provisions

1. The personnel inspector belongs to the category of specialists.

2. A person who has secondary vocational education without presenting requirements for work experience or initial vocational education, special training according to the established program and work experience in the profile of at least 3 years, including at this enterprise at least 1 year, is appointed to the position of HR inspector .

3. Appointment to the position of a personnel inspector and dismissal from it is carried out by order of the director of the enterprise on the proposal of the head (personnel department; structural unit that is part of the personnel department)

4. The HR inspector must know:

4.1. Legislative and normative legal acts, methodological materials on maintaining documentation on accounting and movement of personnel.

4.2. Labor law.

4.3. Forms and methods of control over execution of documents.

4.4. The structure and staff of the enterprise.

4.5. Registration, maintenance and storage of work books and personal files of employees of the enterprise.

4.6. The procedure for establishing the names of the professions of workers and positions of employees, the general and continuous length of service of a certain work, benefits and compensations, and the registration of pensions for employees.

4.7. The procedure for accounting for the movement of personnel and reporting.

4.8. The procedure for maintaining a data bank on the personnel of the enterprise.

4.9. Fundamentals of office work.

4.10. Means of computer technology, communications and communications.

4.12. Internal labor regulations.

4.13. Rules and norms of labor protection.

5. The personnel inspector in his work is guided by:

5.1. Regulations on the personnel department (a structural unit that is part of the personnel department).

5.2. This job description.

6. The personnel inspector reports directly to the head (of the personnel department; a structural unit that is part of the personnel department)

7. During the absence of the HR inspector (vacation, illness, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who is responsible for their proper performance.

II. Job Responsibilities

HR Inspector:

1. Monitors the timely execution of instructions, orders and instructions of the head of the personnel department.

2. Keeps records of the personnel of the enterprise, its divisions in accordance with unified forms of primary documentation.

3. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established documentation on personnel.

4. When hiring, introduces the provisions on discipline in the organization, on working time and rest time, keeps records and issues service certificates.

5. Directs for instruction in safety, industrial sanitation and fire protection, rules and regulations of labor protection.

6. Forms and maintains personal files of employees, makes changes in them related to labor activity.

7. Prepares the necessary materials for qualification, attestation, competitive commissions and presentations to employees for incentives and awards.

8. Fills out, takes into account and stores work books, calculates the length of service.

9. Makes entries in work books about incentives and awards for employees.

10. Issues certificates on the present and past labor activity of employees, certificates of temporary disability for submission to other institutions.

11. Maintains strict records of work books and inserts.

12. Registers the acceptance and issuance of work books and inserts to them.

13. Enters information on the quantitative, qualitative composition of employees and their movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment.

15. Keeps records of the provision of holidays to employees, monitors the preparation and observance of the schedules of regular holidays.

16. Draws up pension insurance cards, other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.

17. Studying the movement and causes of staff turnover, participates in the development of measures to reduce it.

18. Prepares documents after the expiration of the established terms of the current storage for depositing in the archive.

19. Monitors the state of labor discipline in the divisions of the enterprise and compliance with the rules of internal and labor regulations by employees.

20. Keeps records of violations of labor discipline and controls the timeliness of the adoption by the administration, public organizations and labor collectives of appropriate measures.

21. Perform one-time official assignments of the head of the personnel department (the corresponding division of the personnel department).

III. The rights

The Human Resources Inspector has the right to:

1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.

2. On issues within its competence, submit proposals for the consideration of the management of the enterprise on improving the activities of the enterprise and improving the working methods of employees; comments on the activities of employees of the enterprise; options for eliminating the shortcomings in the activities of the enterprise.

3. Request personally or on behalf of the management of the enterprise from the departments information and documents necessary for the performance of his duties.

4. Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head).

5. Require the management of the enterprise to assist in the performance of their official rights and duties.

IV. Responsibility

The Human Resources Inspector is responsible for:

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

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

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

The job description is one of the main documents regulating the work of employees. As a rule, the personnel department prepares drafts of such acts not only for its specialists, but also for the entire staff of the organization. Heads of departments participate in the process of coordination and make their own additions.

Before the act becomes a valid document, you must:

• develop a project;
• to approve;
• approve;
• put into action;
• familiarize the employee against signature.

In order to correctly indicate all the qualification characteristics, it is necessary to use professional standards in areas of activity.

Job description of the inspector of the personnel department sample 2018

On July 1, 2016, article 195.3 of the Labor Code of the Russian Federation came into force. It regulates the application of professional standards. The employer can use the list of work functions, the necessary knowledge and skills to compile a list of duties, rights, responsibilities of subordinates.

The job description of the inspector of the personnel department of the sample of 2018 retains the general rules for creating local documents. The main source of information for their compilation is Professional Standard 07.003 "Human Resources Specialist". It operates on the basis of the order of the Ministry of Labor and Social Protection of the Russian Federation of October 6, 2015 N 691n.

According to the new rules of professional standards, the inspector of the personnel department can be called a specialist in the personnel department. You can add the following phrases to the job title:

• on personnel records management;
• on documentation support of work with personnel;
• documentation support for personnel;
• by staff.

Qualification requirements and a list of duties must comply with professional standards. The job title can be edited.

If there is a need to introduce new items, you can issue an addendum to the document. All stages of work with the add-on must be followed. With the additions, the employee, as well as with the main act, gets acquainted with the signature and is responsible for their implementation.

For more information on what the job description of a HR specialist looks like, see this article.

Job description of the inspector of the personnel department - basic provisions

Each organization can choose the appearance and form of compiling this document independently. The general requirements for the preparation of documents remain unchanged.

The title page must contain information with the details of the organization. The exact name of the organization must be indicated. An approval entry must be placed in the upper right corner. The director puts his signature and the date of approval of the document. The job title must match the staffing table.

The job description of the HR inspector may contain the following sections:

• general position;
• knowledge and skills;
• basic labor functions;
• list of functional duties;
• the rights;
• area of ​​responsibility;
• organizational matters;
• final position.

At the end, a record of the acquaintance of the employee and the date is placed. The material must be stitched, numbered pages, make a certification note, put a seal. Let's take a closer look at each section...

The general part should contain information:

• about how the employee should be appointed to the position;
• on educational requirements;
• on qualification requirements;
• about subordination;
• replacement for the period of absence of the employee.

A number of issues are decided by the immediate superiors. This is reflected in the job description of the head of the personnel department (sample 2018).

The main labor function of the inspector relates to the documentary support of work with personnel. Record keeping is one of the main functional duties of this specialist. More detailed information should be written in a separate section. It is the most extensive. Work on documenting the accounting and movement of employees can be the main one for this position, or be supplemented by functions for the selection, training or evaluation of personnel. You can break this section of the instruction into separate blocks.

Separately, it is worth pointing out the ability to work in personnel electronic programs, with office equipment, the degree of computer use, knowledge of basic computer programs.
In the instructions, it is worth listing the documents that the inspector must draw up. It will not be superfluous to indicate additional functionality, if any.

If the organization has developed a Regulation on personnel workflow, the instructions must make a reference to it. The inspector must know the content of the document, and comply with its requirements.

The rights and powers of an employee, as a rule, are of a general nature for all employees. This part of the instruction can be repeated for all employees of the organization.

If the execution of functions is associated with special modes of operation, this should be indicated in a separate section. These special functions are:

• business trips;
• work with information related to state secrets;
• maintaining military records;
• interaction with employment centers, government agencies, external organizations.

The employee must leave a written record of familiarization and agreement with the instruction, indicate the date of familiarization.

And about what the job description of an archivist is, it is written.

Responsibility of the Human Resources Inspector

It is worth noting especially that if the employee is not charged with any duties, then he is not responsible for their fulfillment. Therefore, the preparation of instructions must be taken responsibly and take into account all the features of the work of a specialist in the personnel department. When checking or resolving contentious issues with an employee, the job description is one of the main documents that is requested by the inspector.

Job description of the inspector for personnel in an educational institution

In educational institutions, the inspector of the personnel department performs the main duties that are defined in the professional standards. However, due to the specifics of work in the educational system, additions may be made to standard duties.

The inspector of the personnel department in an educational institution should additionally study the documents regulating the work of educational institutions.

Job description of the HR inspector 2018 at school

For school employees, the job description is developed taking into account work in an educational institution. Labor legislation establishes additional guarantees, benefits and special working conditions for teachers.

The Human Resources Inspector should examine these features. Responsibilities include advising school employees on labor issues, paperwork.

The work with the documentation of the entire staff of the company is carried out by a specially designated employee - the senior inspector of the personnel department. The job description involves activities related to issuing certificates, hiring, transferring between departments, and more. This profession requires care and perseverance.

The Human Resources Inspector can hold a position in all medium and large enterprises, as well as in small companies that provide services for the audit and outsourcing of human resources services. Specialists are periodically sent to advanced training or retraining courses.

This profession is known from the history of Ancient Rus': after receiving a diploma, children were assigned to the positions of secretaries, clerks, clerks. All representatives were engaged in office work of princes and feudal lords. At the present time, personnel inspectors are dealing with such issues.

Adult citizens who have a complete higher education in the field of economics or jurisprudence can occupy a primary position in this profession. Basic skills can also be obtained through courses and seminars on office work.

Functions and duties of the personnel inspector:

• drawing up reporting documentation (timesheets, sick leave, military records, vacation schedules, etc.);
• registration of certificates;
• preparation of documentation for employment, transfer or dismissal;
• development of job descriptions;
• conducting interviews with candidates for positions;
• archiving documents;
• corporate organization.

Rights and obligations of the personnel inspector

In addition to the development of special documentation, the personnel officer is obliged to advise school employees and candidates for positions on issues of registration, labor activity.

HR manager or HR manager. Are there any differences?

The two posts are closely related. Both the personnel officer and the HR manager perform the work of recruiting employees. But in addition to fulfilling the job description of the inspector of the personnel department, the manager is engaged in staff training, the development of special programs to motivate employees to work.

In large enterprises, the personnel service may consist of:

• labor organization engineer;
• timekeeper;
• labor standardization engineer;
• labor economist.

At small and medium-sized enterprises, the personnel service consists of 2-3 inspectors.

Advantages and disadvantages of the profession of a personnel officer

The positive features of working with staff include:

• constant demand for the profession in the labor market;
• diversity in work;
• communication with a wide range of people.

The negative aspects of the job are:

• responsibility for non-compliance with the job description of the inspector of the personnel department;
• irregular working hours;
• Difficulty in making decisions in emergency situations.

The main document of a personnel worker

A sample job description for an HR inspector is a strict reporting document and consists of:

• details with the name of the enterprise, order number, full name and signatures of responsible persons;
• enterprise seals;
• sections that describe: general provisions, functions, duties, rights and responsibilities of the personnel officer.

At the end of the instruction, the regulatory documents are indicated, according to which the regulation was developed, as well as the signatures of the head and responsible persons.

Each republic of the Russian Federation may introduce additional requirements for personnel officers, taking into account political, religious and other important factors.

The job description of the inspector of the personnel department in the Republic of Kazakhstan is compiled on the basis of the uniform adopted orders of the Ministry of Labor and Social Protection of the Population in a particular republic. Normative documentation of the positions of managers, specialists and other reference books are applied as an addition (appendix) to the employment contract.

1. General Provisions

1.1. The HR inspector belongs to the category of specialists.

1.2. Qualification requirements:
Secondary vocational education without presenting requirements for work experience or primary vocational education, special training according to the established program and work experience in the profile for at least 3 years, including at this enterprise for at least 1 year.

1.3. The Human Resources Inspector must know:
- legislative and regulatory legal acts, methodological materials on maintaining documentation on accounting and movement of personnel;
- labor legislation;
- structure and staff of the enterprise;
- the procedure for registration, maintenance and storage of work books and personal files of employees of the enterprise;
- the procedure for establishing the names of the professions of workers and positions of employees, the total and continuous length of service, benefits, compensations, registration of pensions for employees;
- the procedure for recording the movement of personnel and compiling established reporting;
- the procedure for maintaining a data bank on the personnel of the enterprise;
- the basics of office work;
- means of computer technology, communications and communications;
- Rules and norms of labor protection.

1.4. Appointment to the position of an inspector of the personnel department and dismissal are made by order of the general director.

1.5. The Human Resources Inspector reports directly to the CEO.

1.6. To ensure his activities, the inspector of the personnel department is given the right to sign the organizational and administrative documents of the Company on issues that are part of his functional duties.

1.7. During the absence of the inspector of the personnel department (business trip, vacation, illness, etc.), his duties are performed by a person appointed in the prescribed manner. This person acquires the appropriate rights and is responsible for the improper performance of the duties assigned to him.

2. Job responsibilities

Human resources department inspector:

2.1. Keeps records of the personnel of the enterprise, its divisions in accordance with unified forms of primary accounting documentation.

2.2. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established documentation on personnel.

2.3. Prepares the necessary materials for qualification, attestation, competitive commissions and presentation of employees for incentives and awards.

2.4. Fills in, takes into account and stores work books, calculates the length of service, issues certificates on the current and past labor activities of employees.

2.5. Makes entries in work books about incentives and rewards for employees.

2.6. Enters information about the quantitative, qualitative composition of employees and their movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment.

2.7. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with the schedules of regular vacations.

2.8. Draws up pension insurance cards and other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.

2.9. Forms and maintains personal files of employees, makes changes in them related to labor activity.

2.10. She studies the causes of staff turnover, participates in the development of measures to reduce it.

2.11. Prepares documents after the expiration of the established terms of the current storage for depositing in the archive.

2.12. Monitors the state of labor discipline in the divisions of the organization and compliance by employees with the rules of internal labor regulations.

2.13. Prepares prescribed reports.

3. Rights

The Human Resources Inspector has the right to:

3.1. Request and receive from the structural units information, reference and other materials necessary to fulfill the duties stipulated by this Job Description.

3.2. Take measures upon detection of disciplinary violations of employees of the enterprise and report these violations to the head of the enterprise in order to bring the perpetrators to justice.

3.3. In agreement with the head of the enterprise, involve experts and specialists in the field of labor relations for consultations, preparation of conclusions, recommendations and proposals.

3.4. Get acquainted with the documents that define his rights and obligations in his position, the criteria for assessing the quality of performance of official duties.

3.5. Submit proposals for the management to improve the work related to the responsibilities provided for in this Instruction.

3.6. Require the management of the enterprise to ensure the organizational and technical conditions and execution of the established documents necessary for the performance of official duties.

4. Responsibility

The department inspector is responsible for:

4.1. For improper performance or non-performance of their official duties provided for by this Job Description, within the limits established by the current labor legislation of the Russian Federation.

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

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

Buy HR books