Good day, dear friend!

If you are applying for one of the positions that are commonly called “personnel officers”, read this article, in which we will analyze, among other things, questions at an interview for a personnel officer. If you don’t apply, you can also look to understand who is “from hu”)

Employees who do not particularly delve into the intricacies of the work of their company - "personnel officers" call everyone who works in the personnel service.

The “personnel officers” or “personalists”, HRs themselves, divide themselves according to their functional affiliation: personnel officers themselves, leading personnel administration and office work, recruiters or “hirers” - search and selection, T & D - training and development, C & B - compensations and benefits. This is basic. In small companies, functions are combined, or even completely outsourced to one specialist.

This is so, for the general development.)

Job description - in the trash

Many candidates feel that they are interviewing questions that are similar to the typical job description. Remember? Must know, be able to, a list of duties and a bunch of different rubbish.

What you know and can do is important. However, as a manager - "personnel officer", I am more interested in something else.

The main articles of the labor code and the rules for filling out work books can be studied quickly enough. Search technologies, resume analysis and pre-selection are also not a discovery worthy of a Nobel Prize. I can teach it in a week.

And here how a person will work - this is the question to which it is important to find an answer at the interview.

The main way to get information is a proposal, about professional path, successes, failures, future plans. And clarifying questions.

In order not to turn the article into a monograph, below I will give only three questions that I would like to get an answer to at an interview with a “personnel officer”, regardless of functional affiliation (personnel accounting, recruitment, compensation and benefits, etc.).

Questions of the author to the candidate - personnel officer

1. Understanding the essence of the work of a “HR officer”

Question: What do you consider a good job of a “personnel officer”? How to evaluate the quality of his work?

Whatever the proponents of various performance evaluation systems based on goal setting, KPI, BSC, and so on, for the personnel officer, the main criterion is ... (attention!) ... expert evaluation of his work by key clients. Often subjective.

Example:

I, as director of personnel, come to a meeting with the general with a pile of reports on how well we are doing. With numbers, graphs, everything is as it should be. I begin to broadcast ... At this time, the head of the main workshop gets up and says that we have not been able to find a milling machine for him for two months. Moreover, according to him, "personnel officers" especially do not jump out of their pants. Meanwhile, if not today, tomorrow the line will stop.

What do you think the general will tell me? Right. He will say something like this:

“Why did you come here? Take your stupid reports and go find a miller."

And you are tormented to prove something. The evaluation of a key client has done its job - take an overcoat, go home. Rather, look for a milling machine.

What? Snitched? Well, yes, you could talk to me. And I will tell him about it. And in many ways he is wrong. But everyday practice is as follows: in such situations, the “personnel officer” has to take the rap.

Three groups of key clients

1. Heads of the main divisions of the company. Those that generate the main financial results. In other words, they bring money to the company.

They are always given increased attention and their opinion is listened to in the first place.

2. Labour Inspectorate and other regulatory bodies.

I suppose it is unnecessary to explain that penalties for your oversight or inability to communicate with such “clients” will be an extremely unpleasant surprise for your management.

3. Direct supervisor and senior management of the company. This is the default. I don't think comments are needed.

Of course, customers are also company employees and job candidates from the external labor market.

Dissatisfaction, complaints - negatively affect the reputation of the company and the staff service. Especially if it is taken out in external environment. The consequences can be much worse than is commonly believed. The employer brand rules.

Ideally, all issues in working with clients that are within your competence should not be submitted to management.

The worst option is that a key client comes to your management and complains that you have not resolved his issue, which is within your competence.

So,

The main criterion for the quality of the work of a “HR officer” is an assessment by key clients . A key client who turns to the “HR” with a question or for help should be satisfied. Yes, assessments are often subjective and even biased. But these are the realities and this cannot be ignored.

This does not mean that you have to dance in front of them. Our internal client is not always right. Let's not forget that most managers do not know how to work with people and need advice. And sometimes in directions. But for this, the “personnel officer” must be smart and treat people with respect and care.

People attach great importance to that which cannot be calculated or estimated using logical reasoning. Attention, sincere interest, interest in solving his problems.

2. Self-reliance in problem solving

Question: Give an example of some of your projects, large or small. What was the situation initially, what goals were set? What challenges did you encounter and how did you deal with them. What was the result of the project?

An interview technique is used

Your readiness to solve problems that inevitably appear in work is assessed.Ideally, all problemsin matters of your competenceshould be "buried" by you and not get on the table to your leader.

3. The ability to do more than you are assigned or written in the job description.

Distracted case:

You are a station worker. An arriving passenger addresses you and asks: “Where is the nearest hotel?” Your actions?

Good answer: You answer not only how to get there, but also offer to call and, moreover, give your number with the words “If you have problems, call me, I will try to help.”

This is what “doing more than what is written” is. The quality of work is above expectations.

Notice how leading companies follow this principle:

• in one of the banks in frosty weather, the handles on the doors are wrapped in a warm cloth.
• Air France, after purchasing a ticket, sends a weather report and a mini-guide of the city to which you are flying to your mobile phone.
• the airline gives a children's backpack for passengers with children.

This habit of yours will easily outweigh small gaps in your knowledge and qualifications in the eyes of the manager. Interest in you will be higher than in a more qualified candidate with a gloomy face, showing that he is already doing everyone a favor by his presence in the workplace.

If I put pluses on these three questions, then there is a basis for working with this person.

He has good and all the makings of becoming an excellent employee. Everything else can be taught.

Thank you for your interest in the article.

If you found it useful, please do the following:

1. Share with your friends by clicking on the social media buttons.
2. Write a comment (at the bottom of the page)
3. Subscribe to blog updates (the form under the social media buttons) and receive articleson topics of your choice to your mail.

Have a nice day and good mood!

A test for employment is not established for: - persons applying for a job through a competition for the corresponding position held in the manner prescribed by law; - pregnant women; - persons under the age of eighteen; - people who have graduated educational institutions primary, secondary and higher vocational education and for the first time coming to work in the received specialty; - persons elected (elected) to an elective position for paid work; - persons invited to work in the order of transfer from another employer as agreed between employers; - in other cases provided for collective agreement and the legislation of the Russian Federation. 4. The period of temporary disability of the employee and other periods when he was actually absent from work are not included in the probationary period. 3. General grounds for termination of an employment contract. Day of dismissal.

How to pass an interview for a personnel officer?

In order to minimize the risks of the company, the HR inspector must have an excellent knowledge of labor legislation and be able to operate with this knowledge.

Info

The criterion for the success of the HR inspector is the absence of instructions from the inspection bodies, penalties from government agencies, complaints or complaints from the employees of the company.

Author's questions at the interview for the personnel officer

The validity of the student agreement is extended for the duration of the student's illness, military training, and in other cases provided for by laws and other regulatory legal acts.

During the term of the student agreement, its content can only be changed by agreement of the parties.

Apprenticeship is organized in the form of individual, brigade, coursework and other forms.

Attention

Apprenticeship time during the week should not exceed the norm of working time established for employees of the appropriate age, profession, specialty when performing the relevant work.

Analysis of the work of the HR inspector

Get the full text - do not ask for information about the health status of the worker, with the exception of information that relates to the question of the ability of the worker to perform labor function; - transfer the personal data of the employee to the representatives of the employees and limit this information only to those personal data of the employee that are necessary for the performance of the specified representatives of their functions. five. Working hours ANSWER 1. Normal working hours do not exceed 40 hours 2.

Sign in

To whom do you usually write letters, memos, reports? Sending letters and necessary documents is carried out in insurance company, Pension Fund, the bank serving the company and to other institutions if necessary.

As well as reports to the heads of departments within the company.

What is the usual content of this written work? Basically, these are lists of employees selected according to some criterion, the necessary data about them, their statements, or others.
personnel information. How often do you have to write them? Monthly What kind of calculations do you have to do? Calculation of work experience.

Answers to test tasks in the nomination "HR records management"

I suppose it is unnecessary to explain that penalties for your oversight or inability to communicate with such "clients" will be an extremely unpleasant surprise for your management.

Direct supervisor and senior management of the company.

This is the default. I don't think comments are needed. Of course, the clients are also employees of the company and candidates for work from the external labor market.
Dissatisfaction, complaints - negatively affect the reputation of the company and the staff service.

Especially if it is taken out into the external environment. The consequences can be much worse than is commonly believed.

The employer brand rules. Ideally, all issues in working with clients that are within your competence should not be submitted to management.

The worst option is that a key client comes to your management and complains that you have not resolved his issue, which is within your competence.

Human Resources Inspector Interview Questions

There are suitable ones or not suitable ones. Assessment of knowledge, skills, skills of the candidate must be carried out by an expert, a professional equal (or higher) in status / position of the vacant position. If you, the recruiter, are not an HR professional and hire an HR expert to evaluate candidates, make sure that the evaluation is unbiased.

This means that you should have a clear description of the requirements for the candidate, the tasks facing him, the criteria for assessing knowledge and skills.

Why do you need expert help? He has an "ideal" set of knowledge, skills, confirmed practical experience, knows the intricacies and nuances of the profession, is a carrier corporate culture companies.

When communicating with a professional, the candidate opens up, speaks freely not only about his successes and achievements, but also about problem areas.

HR interview questions

How much control do you have? CEO, Head of Human Resources How many contacts do you have with your immediate supervisor? Daily, throughout the working day How does your manager know that your work quality is below standard requirements? Errors in records, violation of the order of paperwork, untimely execution of orders, etc. How many people do you control? What is this control? What do you have to plan or organize? Organize your work taking into account incoming documents and applications, as well as deadlines.
HR officer │correct; │ │ │ │ │ │ employees │ │ must: │ b) do nothing │ │ │ │ │ │ │ │ │ undertake; │ │ │ │ │ │ │ │ │v) to recognize │ │ │ │ │ │ │ │ │neser record │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ │ correct │ │ │ │ │ │ │ │ │ record; │ │ │ │ │ │ │ │ │d) other ───────────────┼────────────────┼─┼─┼─┼─┤ │Conducting │Knowledge of the rules │Work book │A) to start a new │ │ │ │ │ │audite │ LEADING OF LABOR OPERATING │Trudovaya book; │ │ │ │ │ │Trudovaya │books │ tutorial, torn, │b).
This habit of yours will easily outweigh small gaps in your knowledge and qualifications in the eyes of the manager.

Interest in you will be higher than in a more qualified candidate with a gloomy face, showing that he is already doing everyone a favor by his presence in the workplace.

If I put pluses on these three questions, then there is a basis for working with this person. He has good habits and all the makings of being a great employee. Everything else can be taught. Thank you for your interest in the article.

HR interview questions

The term "competence" comes from the Latin "competere", meaning "to be acceptable", and is usually used to recognize that a specialist has sufficient professional knowledge and skills to perform assigned tasks or perform certain duties. Currently, companies are paying more and more attention to assessing the competence of specialists when making decisions related to their recruitment, promotion and professional growth.

By the way. Professional Standards are structured requirements for the quality and content of labor in a particular area of ​​professional activity.

An accurate description of the “ideal” candidate and the position for which he is selected ensures the most effective search and selection of the right people.

The description begins with the definition of the area of ​​responsibility and the main tasks of the employee.

Documentation of all personnel operations in the organization requires certain knowledge and skills.

Office work at the enterprise is regulated by an instruction independently developed and approved by the director. It is an internal regulatory act and is mandatory for all employees of an economic entity. It is developed and supervised by the Human Resources Department.

Dear readers! The article talks about typical solutions legal issues but each case is individual. If you want to know how solve exactly your problem- contact a consultant:

APPLICATIONS AND CALLS ARE ACCEPTED 24/7 and 7 days a week.

It's fast and IS FREE!

Legislation requires the preparation of many documents that fix all aspects of the employee's employment relationship with the employer.

Experienced and novice personnel officers should improve their skills. To help them, Internet sites have been created, which present theoretical courses in personnel records management.

Personnel papers reflect the activities of the staff, confirm the length of service of employees, which plays a paramount role in calculating pensions. The management is responsible for the documentary fund of the enterprise.

The main details in control on paper

Competent organization of personnel records requires knowledge regulatory framework, tracking its changes, orientation in the forms of documents used.

For what purpose is

The procedure for maintaining personnel records is regulated by law. On the large enterprises with a large staff, as a rule, a personnel service is formed. Its employees draw up relevant documents in accordance with the requirements of the regulatory framework of the Russian Federation.

Papers may have unified form or be developed at the enterprise and approved in local acts.

Personnel records management is an activity aimed at the development and maintenance of documents related to the accounting of personnel, working hours, payroll calculations.

Personnel issues include the following items:

• registration of employment;
• internal movement of workers;
• dismissal;
• regulation of relations between the manager and employees;
• organization of the labor process;
• others.

Proper organization of personnel records contributes to the solution of a number of problems.

Its main goals are presented in the table:

In Moscow and other large regions of the Russian Federation, organizations with separate divisions can keep personnel records online. For this, appropriate programs have been developed that allow the exchange of documents in electronic form.

The legislative framework

The legislative framework for personnel records management is contained in the Labor Code of the Russian Federation.

This activity is regulated by a number of legal acts:

• Instructions for filling out and applying primary documents for accounting and remuneration (Goskomstat Resolution No. 1 dated 05.01.04);
• unified documents and requirements for their preparation (Gosstandart resolution No. 65-st of 03.03.03);
• Standard instruction on office work for federal bodies executive power(Order of the Ministry of Culture of the Russian Federation No. 536 dated 08.11.05);
• Rules for the work of archives (decision of the Collegium of the Federal Archives of 06.02.02);
• Rules of office work for federal executive authorities (Decree of the Government of the Russian Federation No. 477 of 15.06.09);
• Law on information, its protection and information technology No. 149-FZ dated July 27, 2006;
• Law on Consideration of Applications of Russian Citizens No. 59-FZ dated 02.05.06;
• Law on the state language of the Russian Federation No. 53-FZ dated 01.06.05;
• Law on Archival Affairs No. 125-FZ dated October 22, 2004;
• Law on trade secret No. 98-FZ dated July 29, 2004;
• Order on work books No. 117n dated 12/22/03;
• Decree on the adoption of instructions for filling out labor No. 69 dated 10.10.03;
• Resolution on work books No. 225 dated April 16, 2003;
• Instructions of the General Staff of the Armed Forces of the Russian Federation.

Required Documents

The Labor Code of the Russian Federation obliges organizations to have their own legislative framework, which includes a number of mandatory local normative documents.

These include:

Regulations

After accepting the head, the number of positions required for normal operation organizations. Taking into account the figures obtained, the production cycle and other features of the enterprise's activities, it is being prepared.

To draw up a document, a standardized form is usually used. You can download a sample for free from the Internet. The employer has the right to adjust the schedule at its discretion.

In the document, the positions are listed in hierarchical order: starting with the director and ending with the support staff. For each of them, the number of units by state, salary and allowances are indicated.

At the next stage, the work schedule is formed. It represents work schedules for all employees. If there are shifts, detailed shift schedules are created. The document briefly describes the requirements for appearance employees, behavior, daily routine, etc.

Next, a form of employment contract is developed. In this case, the main norms of the Labor Code of the Russian Federation and the internal regulatory documents of the company should be taken into account. An employment agreement is usually drawn up by the organization's lawyer or outside contractor.

The document must include the following items:

• information about the legal entity: name, address, telephone number, full name and position of the head;
• employee passport data;
• position of the employee, types of contract (permanent or fixed-term) and workplace (main or additional);
• a list of the main duties with reference to the instructions for this position;
• information on remuneration, additional payments, benefits, vacations;
• work schedule, payment for processing;
• reasons for termination of the contract and other conditions;
• signatures and details of the parties, company seal.

To check and optimize the work of personnel officers, management can conduct an internal or independent audit. This helps to reduce the risk of administrative penalties, disputes and complaints from staff.

Stages of organizing HR records management from scratch

For the formation of personnel records, it is convenient to use the following step-by-step instructions:

This instruction is also suitable for dummies who do not have experience in this matter.

How is accounting

To keep records, you need to properly organize the document flow.

To do this, do the following:

• develop an internal regulatory framework;
• prepare a staffing table for each state unit;
• make a regular arrangement;
• prepare labor agreements;
• develop forms for personnel;
• issue T-2 cards;
• approve application forms for employees;
• prepare internal orders.

All personnel actions must be confirmed. Their list is fixed in the regulations.

Additional points

Personnel accounting from scratch begins with the reception of personnel. It is important to properly apply for job applicants, prepare the necessary documentation.

Staffing and holidays

One of the mandatory standard documents that must exist at the enterprise is the staffing table (f. T-3).

• list structural divisions and positions;
• the number of staff units for each position;
• salaries, bonuses for positions;
• organization payroll.

Subdivisions are indicated in the document in order of their importance for the work of the organization. Within them, the positions of employees should also be given in order of importance. Job titles in labor agreements and staff lists must match.

The staffing is a form of a schedule with the full names of employees entered in accordance with their positions.

The vacation schedule (f. T-7) reflects information about the time of granting annual holidays to all employees. Compiled for a year. It is approved by the director in agreement with the trade union body. The document must be issued at least 2 weeks before the new year. The data entered into it is binding on both employees and employers. The exception is beneficiaries.

The schedule includes the following details:

• department name;
• Job title;
• Full name and personnel number of the worker;
• number of vacation days;
• dates of departure on vacation according to plan and fact;
• grounds for postponement of vacation, estimated date.

2 weeks before the vacation, the employee is informed about this. An order is issued, with which the employee is familiarized against signature. In November, you can prepare an order for all heads of departments, obliging them to submit vacation schedules to the accounting department by December 1. This will facilitate the preparation of the overall schedule.

Registration of employees

The full-fledged work of the organization begins with the recruitment of employees. Filling vacancies is accompanied by paperwork.

Responsibilities of the HR Officer when hiring employees are as follows:

• registration in a special journal of an application from the applicant;
• familiarization of the beginner with the current instructions and local acts;
• execution of an employment agreement and control of its signing by the parties;
• issuing a copy of the contract to the employee and putting a note about it on the letterhead of the organization;
• execution and registration of the order in the ledger;
• filling out a personal card, filing documents in the case (statements, copies of personal papers, orders, contracts);
• transfer of documents to the payer for payroll to the employee.

When building a personnel records management system, it should initially be determined which documents must be drawn up, and which are needed for a specific area of ​​activity.

Required papers include:

• orders for personnel (for reception, transfer, etc.);
• personnel orders (for holidays, bonuses, business trips, etc.);
• T-2 cards;
• labor;
• agreements;

Other required papers include the following:

• staffing;
• position on OT;
• travel log;
• inner order rules;
• others.

Job descriptions and the Collective Agreement are not required, but almost every employer has these documents.

After establishing a list of mandatory documentation, you should study the statutory papers. On their basis, other documents need to be developed. Their list depends on the nature of the activities of the legal entity and the characteristics of working conditions. For example, if it is necessary to provide employees with uniforms and PPE, it is necessary to prepare an order on the procedure and terms for issuing them, which employees need them.

Compensation and benefits for work in special conditions must be documented: in hazardous industries, irregular, night work, etc. Further, they draw up the Regulations on Personnel Records Management. It reflects the list of papers necessary for the work of the organization, the procedure for their execution and storage.

The legislation does not oblige to develop such a Regulation, however, it will greatly facilitate the work of personnel officers. A director is first hired to work in a new organization, then he recruits the rest of the staff.

The composition and number of required posts reflects the staffing table. The rules of procedure reflect all work schedules, requirements for employees, etc. A standard labor agreement is developed on the basis of the norms of the Labor Code of the Russian Federation.

Before using accounting journals, they should be prepared: numbered sheets, stitched, sealed. A piece of paper is glued onto the last sheet of the firmware. The number of pages is indicated on it, the director or responsible executor signs, and a seal is put. On the first page of the journal write the name of the organization and the start date of its maintenance.

One of important documents personnel records is a work book. For their maintenance, an order appoints a responsible person who fills them out and is responsible for their safety.

FAQ

The organization of personnel records has certain subtleties and nuances:

Persons under the age of eighteen;

Persons who have graduated from educational institutions of primary, secondary and higher vocational education and for the first time come to work in their specialty;

Persons elected (chosen) to an elective position for paid work;

Persons invited to work in the order of transfer from another employer as agreed between employers;

In other cases stipulated by the collective agreement and the legislation of the Russian Federation.

4. The period of temporary disability of the employee and other periods when he was actually absent from work are not included in the probationary period.

3. General grounds for termination of an employment contract. Day of dismissal.

ANSWER

1. The grounds for termination of an employment contract are:

Agreement of the parties ( article 78);

Expiration of the employment contract article 58, paragraph 2), except when labor Relations actually continue and none of the parties has demanded their termination;

Termination of the employment contract at the initiative of the employee ( article 80);

Termination of the employment contract at the initiative of the employer ( article 81);

Transfer of an employee at his request or with his consent to work for another employer or transfer to elective work (position);

Refusal of the employee to continue work in connection with a change in the owner of the property of the organization, a change in the jurisdiction (subordination) of the organization or its reorganization ( article 75);

Refusal of an employee to continue work due to a change essential conditions employment contract ( article 73);

Refusal of an employee to transfer to another job due to a state of health in accordance with a medical report ( part two of article 72);

The employee's refusal to transfer due to the employer's relocation to another locality ( part one of article 72);

Circumstances beyond the control of the parties article 83);

Violation of the rules for concluding an employment contract, if this violation excludes the possibility of continuing work ( article 84).

2. In all cases, the day of dismissal of an employee is the last day of his work.

4. Transfer of personal data of the employee

ANSWER

1. When transferring personal data of an employee, the employer must comply with the following requirements:

Do not disclose the personal data of the employee to a third party without the written consent of the employee, except when it is necessary in order to prevent a threat to the life and health of the employee;

Do not share personal information about an employee commercial purposes without his written consent;

Warn persons receiving employee personal data that the data may only be used for the purposes for which it is disclosed, and require these persons to confirm that this rule has been observed. Persons receiving personal data of an employee are required to maintain secrecy (confidentiality).

To carry out the transfer of personal data of an employee within one organization in accordance with the local regulatory act of the organization, with which the employee must be familiarized against receipt;

Allow access to the personal data of employees only to specially authorized persons, while these persons should have the right to receive only those personal data of the employee that are necessary to perform specific functions;

Do not request information about the health status of the employee, with the exception of information that relates to the issue of the employee's ability to perform a labor function;

Transfer personal data of an employee to employee representatives and limit this information only to those personal data of an employee that are necessary for the performance by said representatives of their functions.

ANSWER

1. Normal working hours do not exceed 40 hours 2. Normal working hours are reduced by:

16 hours a week - for employees under the age of sixteen;

5 hours a week - for employees who are disabled people of group I or II;

4 hours per week - for employees aged sixteen to eighteen;

4 hours a week or more - for workers employed in jobs with harmful and (or) dangerous working conditions.

6. Annual paid holidays

ANSWER

1. Employees are provided annual leave with the preservation of the place of work (position) and average earnings. Annual basic paid leave is granted to employees for a duration of 28 calendar days.

7. Procedure, place and terms of payment of wages

ANSWER

1. Upon payment wages The employer must notify each employee in writing of constituent parts wages due to him for the relevant period, the amount and grounds for the deductions made, as well as the general sum of money payable.

The form of the pay slip is approved by the employer.

Wages are paid to the employee, as a rule, at the place of performance of work by him or transferred to the bank account indicated by the employee on the terms determined by the collective agreement or labor contract.

The place and terms of payment of wages in non-monetary form are determined by a collective agreement or an employment contract.

Wages are paid directly to the employee, unless another method of payment is provided for by law or an employment contract.

Wages are paid at least every half a month on the day established by the rules of the internal work schedule organization, collective agreement, labor contract.

If the day of payment coincides with a weekend or non-working holiday, payment of wages is made on the eve of this day.

Holidays are paid no later than three days before the start of the holiday.

8. What is included in the local regulations of the organization

ANSWER

to local regulations include decisions made at the level of a particular organization.

Collective agreements, Regulations on the expert commission, Internal labor regulations, Regulations on remuneration, Regulations on bonuses, etc.

9. What does a change of ownership in an organization entail for an employee

ANSWER

Change of ownership of the organization's property (in terms of Civil Code In this case, the Russian Federation should be talking about the transfer (transfer) of ownership of property), a change in the jurisdiction (subordination) of the organization, as well as during its reorganization (merger, accession, division, separation, transformation - see Article 57.58 of the Civil Code RF) is not a basis for terminating employment contracts with employees of the organization.

Termination of an employment contract with an employee is possible only with his written disagreement (application) to work in this changed organization (dismissal under clause 6 of article 77 of the Labor Code of the Russian Federation).

Reduction of staff or number of employees by the new owner is possible only after state registration transfer of ownership (the date of making the relevant records of rights in the Unified State Register right).

10. Student contract

ANSWER

The employer has the right to conclude with a person, job seekers, student contract for professional education, and with an employee of this organization - a student agreement for retraining on the job. An apprenticeship agreement with a job seeker is civil law and is regulated civil law and other acts containing norms civil law. A student agreement with an employee of this organization is additional to an employment contract and is regulated by labor legislation and other acts containing the norms of an employment contract.

The student agreement must contain: the name of the parties; an indication of a specific profession, specialty, qualification acquired by the student; the obligation of the employer to provide the employee with the opportunity to study in accordance with the student agreement; the obligation of the employee to undergo training and, in accordance with the acquired profession, specialty, qualification, work under an employment contract with the employer for the period specified in the student agreement; period of apprenticeship; the amount of payment during the period of apprenticeship.

A student agreement is concluded for the period necessary for training in a given profession, specialty, qualification.

The student agreement is concluded in writing in two copies.

The student agreement is valid from the day specified in this agreement, during the period stipulated by it.

The validity of the student agreement is extended for the duration of the student's illness, military training, and in other cases provided for by laws and other regulatory legal acts.

During the term of the student agreement, its content can only be changed by agreement of the parties.

Apprenticeship is organized in the form of individual, brigade, coursework and other forms.

Apprenticeship time during the week should not exceed the norm of working time established for employees of the appropriate age, profession, specialty when performing the relevant work.

Employees undergoing training in the organization, by agreement with the employer, can be completely exempted from work under an employment contract or perform this work on a part-time basis.

During the period of validity of the apprenticeship agreement, employees cannot be involved in overtime work, be sent on business trips not related to apprenticeship.

Pupils during the period of apprenticeship are paid a scholarship, the amount of which is determined by the student agreement and depends on the profession, specialty, qualification received, but cannot be lower than the established federal law minimum size wages.

The work performed by the student in practical classes is paid according to the established rates.

11. Medical examinations of certain categories of workers.

ANSWER

Workers employed in hard work and at work with harmful and (or) dangerous working conditions (including underground work), as well as at work related to the movement of vehicles, obligatory preliminary (when applying for a job) and periodic (for persons in under the age of 21 - annual) medical examinations (surveys) to determine the suitability of these workers to perform assigned work and warning occupational diseases. In accordance with medical recommendations, these employees undergo extraordinary medical examinations (examinations).

12. Obligations of the employer to ensure safe conditions and labor protection

ANSWER

The employer must ensure:

The safety of workers during the operation of buildings, structures, equipment, implementation technological processes, as well as tools, raw materials and materials used in the production;

Use of means of individual and collective protection of workers;

Working conditions corresponding to the requirements of labor protection at each workplace;

The mode of work and rest of employees;

Acquisition and issuance at the expense of own funds special clothing, special footwear and other means personal protection, flushing and neutralizing agents in accordance with established standards for employees employed in work with harmful and (or) dangerous working conditions, as well as in work performed in special temperature conditions or associated with pollution;

Training in safe methods and techniques for performing work on labor protection and providing first aid in case of accidents at work, briefing on labor protection, internships at the workplace and testing knowledge of labor protection requirements, safe methods and techniques for performing work;

Prevention to work of persons who have not undergone training and instruction in labor protection, internship and testing of knowledge of labor protection requirements in the prescribed manner;

- organizing control over the state of working conditions at workplaces, as well as over the correct use of personal and collective protective equipment by employees;

Certification of workplaces in terms of working conditions, followed by certification of work on labor protection in the organization;

Organize at their own expense the mandatory preliminary (when applying for a job) and periodic (during labor activity) medical examinations(examinations) of employees, extraordinary medical examinations (examinations) of employees at their request in accordance with a medical report, while retaining their place of work (position) and average earnings for the duration of the said medical examinations (examinations);

Prevention of employees from performing job duties without passing mandatory medical examinations (examinations), as well as in case of medical contraindications;

Informing employees about the conditions and labor protection at the workplace, about the existing risk of damage to health and the compensation and personal protective equipment they are entitled to;

Provision to government bodies of labor protection, bodies of state supervision and control, bodies union control for compliance with the legislation on labor and labor protection information and documents necessary for the exercise of their powers;

Taking measures to prevent accidents, preserve the life and health of workers in the event of such situations, including the provision of first aid to victims;

Investigation and registration of accidents at work and occupational diseases;

Sanitary and medical and preventive maintenance of employees in accordance with the requirements of labor protection;

Unhindered admission officials bodies government controlled labor protection, bodies of state supervision and control over compliance with labor legislation and other regulatory legal acts containing labor law norms, bodies of the Social Insurance Fund Russian Federation, as well as representatives of public control bodies in order to conduct inspections of working conditions and labor protection in the organization and investigate accidents at work and occupational diseases;

Fulfillment of instructions of officials of state supervision and control over compliance with labor laws and other regulatory legal acts containing norms labor law, and consideration of submissions of public control bodies;

Compulsory social insurance of employees against industrial accidents and occupational diseases;

Familiarization of employees with labor protection requirements;

Development and approval, taking into account the opinion of the elected trade union or other body authorized by employees, instructions on labor protection for employees;

Availability of a set of regulatory legal acts containing labor protection requirements in accordance with the specifics of the organization's activities.

13. In what cases is it necessary to organize a labor protection service.

ANSWER

In order to ensure compliance with labor protection requirements, to monitor their implementation in each organization that implements production activities, with more than 100 employees, a labor protection service is created or a labor protection specialist with appropriate training or experience in this field is introduced.

In an organization with 100 employees or less, the decision to create a labor protection service or introduce the position of a labor protection specialist is made by the employer, taking into account the specifics of the activity of this organization.

If there is no labor protection service (labor protection specialist) in the organization, the employer concludes an agreement with specialists or organizations providing services in the field of labor protection.

The structure of the labor protection service in the organization and the number of employees of the labor protection service are determined by the employer, taking into account the recommendations federal body labor executive.

The organization and maintenance of personnel records management is the direct responsibility of personnel service employees. In situations of creation new organization, the transformation of the old or other reorganization options, management and the personnel department need to know the main points of work: training and search for employees, hiring, transferring and dismissal of personnel, as well as the rules for both archival and operational storage of documents.

Competent organization of personnel records management as the basis for the stability of the company

In any organization, regardless of the form of ownership, there is a staff. It differs in size and composition, in the functions performed and the level of qualification. The task of the personnel department is to make sure that all questions and problems related to the employees of the enterprise are resolved as quickly and competently as possible.

The stability of an organization is directly dependent on its employees. The primary task of the personnel service is the competent and timely selection of employees, the conduct of personnel records management in accordance with the law and the timely delivery of documents to the archive. This is the basis for the stable operation of any enterprise.

Training of personnel for work with personnel

The instruction on personnel records management clearly indicates the need to have vocational training personnel specialists. However, in practice, there is often a problem with the training of workers of the required profile.

Higher and secondary special educational establishments they do not produce specialists with such a narrow qualification as "personnel office work". Training usually takes place already on the spot or at specialized courses. It is also possible to train an employee directly at the workplace by mentoring.

Personnel records management training of specialists involves the following ways:

• retraining based on the second higher education;
• obtaining higher education of a related profile, for example, "document management", "jurisprudence", "personnel management", "information protection";
• training in specialized long-term courses (at least three months), followed by an exam;
• practical work followed by regular professional development.

Regulatory documents regulating the work of personnel services

Activities of the personnel department general organization personnel records management is very dependent on the current legislation and internal regulatory documents. This feature is related to the nuances of working with big amount personal documents that are often confidential.

Office work in the personnel service is regulated by the following acts:

• Constitution, Civil and Labor codes, as well as partially Criminal and Family;
• legislative acts on the profile of the organization in matters relating to work with personnel;
• normative acts of local importance;
• various classifiers, rules and instructions of the federal level;
• internal regulatory documents, for example, instructions for personnel records management;
• orders and directives from management.

Employees of the personnel service are obliged to strictly comply with the requirements of regulatory enactments and, above all, the Labor Code.

Search and documentation of employees

HR management begins with the search and registration of personnel. First of all, it is necessary to decide on the options for finding new employees. Among them, the following stand out:

• agencies and employment offices;
• employment;
• job fairs;
• educational establishments;
• job boards and resumes on various resources;
• other organizations;
• acquaintances and friends.

All search options for employees have their advantages and disadvantages, the employee of the personnel department must make the most of all opportunities to close the vacancy.

When a candidate is found, an interview is held with him. It is desirable that its progress be documented: it is easier to make an informed decision on hiring or rejecting. In the latter case, the person is notified in writing of the reason within five working days. If the applicant is eligible for vacant position, then it should be counted. From this begins the registration for a specific employee.

• conclusion of an employment contract;
• issuance of an admission order;
• a new employee or her institution;
• registration of a personal card;
• if it is accepted in the organization - the establishment of a personal file;
• familiarization and signing by the employee of internal regulatory documents and instructions.

Personnel records (personal cards, staff list)

Maintaining personnel records management involves the mandatory registration of accounting documentation, in particular, staffing and personal cards. These documents are mandatory for organizations of all forms of ownership.

Staffing and headcount should be up-to-date and meet the needs of the organization. It contains the names of all positions, the number of rates, indicating vacancies for a given period.

Personal cards are unified documents containing brief data on the employee's work activity and personal information. They are subject to strict accounting and special conditions storage, in places that prevent their damage and theft.

Orders on personnel, differences and design features

General business in personnel work mainly expressed in the orders and instructions of the leadership. These documents may concern both individual employees and the entire staff as a whole. They differ in design and implementation features.

Most orders and instructions regarding specific actions with an employee have a unified form. They are subject to mandatory agreement with all interested parties and familiarization by the employee against receipt. Copies of personnel orders are stored in a personal file, and the originals in separate folders.

Journals on personnel records management, rules for registration and storage

To account for the movement in the personnel service, it involves the maintenance of specialized journals. This spreadsheet documents multipage format, most often unified. Usually they are started either in large notebooks, or they are purchased ready-made in specialized stores.

Types of personnel magazines:

• registration of incoming and outgoing documentation, including letters;
• registration of orders;
• registration of arrival and departure of employees on business trips;
• registration of applications, submissions, notifications, official and memos;
• registration of forms of work books, their inserts;
• various movement accounting books personnel documents etc.

All journals must be in without fail stitched and sealed, and the sheets are numbered. They should be kept separate from all documents. Preferably in a safe or a special cabinet.

Features of maintaining and storing personal files

Keeping personal records is not mandatory. However, most organizations collect employee records in one form or another. Of course, it is more convenient to do this in one folder.

A personal file is a set of documented personal information about an employee, collected and formed in a certain order. It may include a variety of documents and copies:

• copies of orders about the employee;
• copies of statements;
• copies of identity documents confirming qualifications, education, benefits and marital status;
• questionnaire;
• characteristics and reviews;
• references, etc.

Personal files include personal information and should be kept separate from other documents. Access to them is allowed only to a strictly limited circle of officials. Upon dismissal of staff, personal files are handed over for archival storage.

Rules for registration, storage and issuance of work books, as well as inserts

All organizations are required to work books on their own staff, with the exception of employees taken part-time. At the initial admission, the employer independently acquires blank forms and makes the first entry in them. On the title page enter the relevant data about the employee. Subsequently, it is necessary to monitor their relevance and make changes in time.

On the spread of the main part, records are made about the labor and social activities of the employee, his permanent reception. All records are numbered in a general manner and are made on the basis of an order. The record of dismissal is accompanied by an imprint of the seal of the organization and the signature of the head.

Made by hand, with a blue ballpoint pen, clear and understandable handwriting. Carefully monitor the relevance and reliability of the entered data. If it is necessary to correct information, then they must be carefully crossed out with one line and entered up-to-date information. This action must be confirmed by the signature of the head and seal.

Store work books separately from other documents, in a safe. It is forbidden to hand them over to employees or third parties without a special order from the responsible authorities.

Features of operational and archival storage of personnel documents

The storage of personnel documents is determined by their special significance. They contain personal information and are confidential. Such data is not subject to unauthorized disclosure. Otherwise, a fine is imposed on employees of the personnel service and the head of the organization.

To organize the proper storage of personnel documents in the personnel service, it is desirable to have a separate room. There must be one entrance to it and it must be equipped with a metal door with an alarm.

The documents themselves should be stored in metal cabinets or safes. Avoid exposure to sunlight and dust, as well as temperature fluctuations and excessive humidity. These simple steps will help save personal data.