Eichar is a personnel officer? What is the responsibility of an aychar?

Eychar is who? Now few people can remember when exactly this word entered the lexicon of businessmen, headhunters and other players of the domestic labor market, and yet, ten to fifteen years ago no one even knew what it really meant.

The construction of the base of the ejchar-directors is also proceeding slowly, since not all top managers realize the need for such an employee.

Career

What can the echar-director dream about professionally? "Ceiling" for him is the head of the corporate training center. Although it sometimes happens that echar becomes a serious strategic partner of the company and is part of its board. An alternative option for climbing the career ladder is the HR director, who becomes "tightly" in the firm, and he takes the position of a management consultant. However, this position implies constant travel, so it attracts not all.

One of the conditions for so-called vertical development is the widest possible functional. Otherwise it will be necessary to occupy a niche of an "eternal recruiter" or an "eternal trainer".

Horizontal advancement is also quite acceptable for many eichars. So, they surprisingly simply cope with cross-industrial transitions and adapt easily in new areas. At the same time, the key to success lies not in the specific well-chosen industry, but in the personal qualities of the employee.

Functional

Eychar is who? Speaking about the functions of the HR Director, we note that this is a specialist who independently prepares all the necessary documentation, conducts interviews with candidates for a vacant position and calculates the salaries of employees.

Eychar is a person who provides uninterrupted and high-quality work in the following areas:

• Selection and hiring of employees. At the same time, it is important to take into account the fact that the ejcar manager is the person of the firm, and it largely determines how favorable the candidate will be to the incoming job offer.
• Personnel office work. When the employee is issued, an appropriate order is issued, a record is made in the work book, insurance is issued and a personal file is opened. For already working specialists, the eichar prepares orders for changing wages and moving, dismissal or reduction, making sick-lists, tracking statistics on the movement of personnel. Naturally, for competent management of cases it is necessary to thoroughly know the Labor Code.
• Employee motivation and wages. To realize these tasks, it is necessary to analyze the labor market in terms of material remuneration, effective bonus schemes and provided social packages.
• Training and development of staff. Eychar is a professional who knows exactly what qualities employees should have, what else needs to be developed and in what direction. Based on this, work with the staff is also carried out.
• Organizational development. So far, only the most advanced companies pay attention to this direction. Eichar should take an active position in questions about which organizational structure best fits the company, in which direction its development will take place, which departments and departments will help optimize labor activity.
• Corporate culture. This is a trendy direction in which the aychar is responsible for organizing events related to bringing the values of the firm to each employee (team building, tulleys, photo contest, etc.).
• Contact with trade unions. This is a fairly new feature, not all eichars can cope with it yet. However, at present, some trade unions have significantly strengthened their positions, so it is impossible to dump their work with them.

Position in the company

The HR Director is often at the very epicenter of a kind of confrontation. So, on one side of the barricades there are always leaders, owners and shareholders, and on the other - ordinary employees. The first want to get more and more profit, and the second - to increase their own income and improve their qualifications. Depending on the position of the leadership, the ejcar can play one or another role. Let us consider in detail the situations that have already become traditional.

Eichar as a fashion trend

At some point, the director decides that working without a human resources specialist is simply indecent. This is not the best option for appearing in the company, when the department of the aychar is the whim of the leader, and not the natural need of the organization. As a result, the HR manager becomes someone of the "give-bring" type. This way is a dead end.

Eichar as a necessity

In this case, this specialist appears in the company at the very beginning of its foundation, as managers and shareholders realize that such a person will contribute to the development of business.

Eichar as inevitable

In this situation, the company has grown so much that ordinary personnel simply can not cope with the duties assigned to them. The management is compelled to invite ejchara, and the rate, as a rule, is done on the experienced high-paid specialist. He appears at a time when there are many conflicts and problems in the company. There is a plus here: in this situation the ejchar has a real chance to make a career take-off, since the scope of tasks is very wide.

No less informative is the typology of human resource managers, depending on the functions they perform. Let's imagine four standard options.

Personnel concept

In modern commercial organizations, in addition to the human resources inspector, the functions of the echar are assigned to line managers. Over time, it turns out that they simply do not have time to cope with this work. This happens when the company grows at least a hundred employees. That's when the realization comes that the ejcar will help to level the situation.

Accompanying concept

In this case, ejcar provides business support. He does not develop a strategy, but only maintains the good condition of the current staff. This development of events is observed, as a rule, in the representation of a foreign company.

Strategic Concept

In this situation, HR managers proudly call themselves business partners or strategists, but in fact they just want to play such a role. It is unlikely that there will be at least one general director who would "give" such a function to an aycharu.

In general, in such a situation, the HR manager requires specificity in actions, a focus on results, an awareness of the value of each employee. This class of aychars is the smallest and most popular.

The "star" concept

Few people implement this trend in its pure form, although some of its elements can be found in large Western companies. The meaning of the concept is that the Eichars are engaged only in the most promising and talented employees and do not waste their energy on junior staff.

Is there an ideal?

What is he, the best aychar? Portal Superjob.ru presented to the court of experts the results of a public opinion poll. Thus, 20% of respondents noted that for them the most important quality of the HR manager is benevolence. Communicative skills are important for 15% of Russians. The same number of people are sure that the HR manager should be a good psychologist.

As for the first persons of the companies, they emphasized the intellect (15%). On the second line is knowledge of psychology and benevolence (13%). This is followed by competence (11%) and the ability to discern a suitable candidate among many applicants (10%).

The ejcar-league itself presented the following results: communicability (32%), benevolence (28%), stress resistance and intuition (17% each) are valued by HR managers the most.

Based on the data obtained, it was concluded that a high-class aychar is a specialist who knows how to resolve conflicts and who is versed in the psychology of people.

At present, managers are ready to pay good echaram a decent salary. So, in a large Russian company for three thousand people, the HR director can receive up to fifteen thousand dollars. A medium-sized company with a thousand employees is ready to pay an eight-ten thousand ejcharu. The rate for this specialist starts from eight hundred dollars.

Conclusion

The HR manager is not just a human resource officer, he is responsible for recruiting employees, determining the company's strategy, conducting office work. For all this is the responsibility of the Eichar. The brand, the reputation of the company and its revenues largely depend on the HR manager. This is a very important figure. Thus, an aychar is an expert who can significantly increase the effectiveness of the business, therefore, it is necessary to take it into account with responsibility.