Personnel specialist: professional standard, job description. Leading specialist in personnel management: professional standard

The activity of workers in many specializations, in demand at Russian enterprises, is regulated by professional standards - sources of norms approved at the level of state structures. The relevant documents can be subsequently used by employers to implement and improve their own management policies in various ways. For example, in the area of personnel management. What is the specificity of the professional standard of a specialist in personnel management? What kind of labor functions should a personnel officer perform in accordance with the standards established by this document?

In what sources of law is the professional standard of the human resources specialist approved?

The professional standard of a specialist in personnel management, like many other sources of this purpose, is approved at the state level. The main legal act that establishes the relevant norms is the Order of the Ministry of Labor and Social Development of the Russian Federation No. 691n, adopted on 06.10.2015. This source of law corresponds with the provisions of RF Government Decree No. 23, approved on 22.11.2013.

The professional standard of the specialist in personnel management, which is put into effect by the state, regulates, first of all, the characteristics of labor functions that are characteristic of the personnel officer. Which ones? It is about the following:

• Documentary support of activities;
• Providing the enterprise with personnel;
• Evaluation and attestation of specialists;
• Development of the company's personnel potential;
• Assistance in providing employees with comfortable working conditions;
• Implementation of the social policy of the organization;
• Participation in strategic personnel management.

Note that the professional standard, developed for human resources specialists, also establishes qualification requirements for employees performing the relevant labor functions. Only if a person has a certain level of knowledge and skills, the employer is advised to admit him to the solution of a group of tasks within the framework of the implementation of personnel policy. Let us consider the specifics of the functions listed in the list above, in more detail.

Labor functions of a human resources specialist: documentary support of activities

So, the professional standard of the HR manager, established in the Russian Federation, presupposes the expert's performance of work related to documenting the process of personnel management.

This line of business includes:

• Preparation of internal corporate documents necessary for the legitimization of labor relations with hired employees (draft contracts for various positions, job descriptions, collective agreements);
• Reception from employees signing contracts, personal documents (workbooks, diplomas, cards);
• Preparation of reports to state structures that monitor labor relations in enterprises in various aspects - including tax, financial (such as the Labor Inspectorate, the Federal Tax Service, and extra-budgetary funds).

The considered direction of the personnel department is among the most important. The next not less significant group of tasks that the human resources specialist decides (the professional standard prescribes to do this) is connected with providing the company with personnel.

Consider them.

Personnel functions: providing the enterprise with personnel

A specialist in personnel management (the professional standard also regulates the appropriate direction of his work) should help to provide the company with qualified employees. Actually, this is one of the main tasks of the person occupying this position.

The considered direction of activity, which establishes the professional standard of the human resources manager, assumes:

• Formation of vacancies at the enterprise, requirements to candidates for their replacement;
• Publication of information on relevant positions in the media, on specialized portals;
• Interaction with consultants on personnel, specialized structures;
• The invitation of candidates for filling vacancies, conducting interviews with them;
• Registration of specialists who passed tests to work;
• Adaptation of new employees to the specifics of the production process in the company.

The next most important line of activity of the human resources manager is the evaluation and certification of specialists working in the company.

Personnel functions: assessment and attestation of specialists

The human resources specialist (a professional standard approved by the state, establishes an appropriate obligation) solves the problems associated not only with attracting and ensuring the effective inclusion of new employees in the company, but also with the assistance of maintaining the level of their qualifications, knowledge, necessary competencies.

Most often, this line of activity of the HR manager includes regular assessment of the level of knowledge and skills of employees of the firm, as well as personnel certification. The responsible specialist in this case can conduct interviews, tests, invite third-party experts - in order to identify the level of professional training of employees in those or other positions. In the event that an employee has not passed the test, the human resources officer identifies the factors of the occurrence of such a situation. If necessary - helps an employee experiencing difficulties in work, acquire the necessary knowledge and skills.

The considered direction of activity of the specialist in personnel management can be a part of his next job function related to the development of the personnel potential of the organization.

Human resource development as a function of the HR manager

The human resources specialist (the professional standard also establishes this obligation) can solve tasks related to improving the professional knowledge, skills and competences of employees of the enterprise. The corresponding line of activity of the HR manager often includes:

• Organization of internal corporate training of employees;
• Sending employees to courses in specialized educational institutions;
• Organization of internships for employees at partner enterprises;
• Own training in courses of competence development in terms of personnel development issues.

An employee who has sufficient qualifications and is able to effectively join the work process must receive a good salary, as well as be able to operate in a comfortable environment. The human resources specialist (professional standard means this) can be responsible for the timely formation of the marked working conditions of the company's employees.

Providing comfortable working conditions as a function of the personnel specialist

This line of activity of the HR manager includes:

• Interaction with management, financial services and other competent departments on the payment of timely, adequately and indexed salaries to staff;
• Communication with the employees of various departments for the identification of requirements and wishes regarding the optimization of working conditions, the calculation of compensation;
• Granting various bonuses and privileges, interaction with the labor protection service on the issues of providing comfortable conditions for the company employees to conduct their professional activities.

Quite close to the considered labor function of the HR specialist is the direction of work of a human resources officer connected with the implementation of the company's social policy. Let us study its features.

Realization of corporate social policy as a function of a personnel officer

A specialist in personnel management (the professional standard that regulates the work of a human resources officer, assumes the existence of such a duty) can solve problems related to the implementation of corporate social policy. This line of activity presupposes:

• Interaction of the personnel officer with managers responsible for the implementation of social policy on organizational matters;
• Participation of a specialist in personnel management in improving the implementation of the relevant policy of the company;
• Interaction of the personnel officer with the company's employees to identify needs and wishes in the area of obtaining preferences and opportunities within the framework of the company's social policy.

The considered direction of activity of the personnel officer can be rightly attributed to strategic. Therefore, it largely overlaps with the following labor function, which the professional standard of the HR manager prescribes to perform - strategic personnel management. Let's study it in more detail.

Strategic management of personnel as a function of a specialist in personnel

This line of activity of the personnel officer may include:

• Measurement of labor productivity at various production sites;
• Identification of weaknesses in the personnel management system;
• Formulation of proposals for the improvement of the relevant system in the context of the strategic objectives of the company.

These are the key functions that establish the professional standard of the HR specialist. An employee of the appropriate profile usually works in a specialized internal corporate structure. As a rule, this is the personnel service of the firm. Let's consider features of its functioning more in detail.

Specificity of work of the personnel service of the employing company

Experts identify the following list of functions characterizing the personnel services of modern enterprises:

• Planning the company's needs for personnel, their training;
• Ensuring effective labor productivity;
• The study of the professional characteristics of employees in different positions;
• Accounting staff;
• Formation of corporate personnel policy;
• Search, attraction of new employees to the company, their adaptation in the organization;
• Management of internal corporate relations in the field of labor;
• Maintenance of document circulation in the personnel sphere;
• Formation and reporting - internal, as well as subject to referral to government agencies.

Thus, the marked functions of the personnel service of the firm as a whole correspond to the specifics of such a position as a human resources specialist. The professional standard, in all likelihood, was compiled by competent state structures, taking into account the practice of personnel management that was established at the enterprises of Russia. In particular, the institution observed and observed in the field of personnel services in enterprises.

Specificity of posts in the field of personnel management

So, we have considered the specifics of the norms, which includes the professional standard of the personnel specialist. But it should be noted that, along with an employee of an enterprise holding a relevant position, there may be other positions in the structure of the firm's personnel related to the implementation of the personnel policy.

For example, it can be a leading specialist in human resources. The professional standard does not distinguish it as a separate post, but in many firms this position is established. The leading specialist in human resources can be appointed an experienced worker who successfully accomplishes the tasks stipulated both by those labor functions that correspond to those regulated at the level of the professional standard, and those that are established on the basis of local features of production and personnel policy. In medium and large organizations, the work of HR managers is managed by the head of the HR department of the company.

For each of the positions involved in the solution of corporate tasks within the framework of personnel policy, individual labor functions are inherent. Thus, the head of the HR department may have more powers, and in this connection his work will be less connected with the objective solution of tasks, more with the procedures for the coordination of certain projects, the control over the work of subordinates, the organization of meetings on current issues .

The professional standard of the personnel specialist is fixed at the level of the official normative act. If we talk about the local level of regulation, which is implemented within the framework of internal corporate relations, we can pay attention to the development and introduction by management of firms of job descriptions for personnel officers. Let's study this aspect in more detail.

Specificity of job descriptions for personnel officers

Why does the person responsible for the development of the personnel of the organization, the job description? The human resources specialist (the professional standard does not regulate this aspect of the employment relationship - it is worth paying special attention to it) may be required to familiarize himself with this document and sign it if the relevant source supplements his employment contract.

The job description of a personnel officer or, for example, his manager, can be based on the provisions of a professional standard or based on internal corporate priorities. But since the corresponding standard is adopted at the level of an official legal act, the provisions of local regulatory sources should not contradict it. If any of its provisions imply the formation of labor functions not provided for by the professional standard, it is important that their essence is adequate to the required level of qualification and competence of the personnel officer.

If the manager responsible for drawing up such a document, as the job description of a human resources specialist, uses the professional standard as the basis for the formation of an appropriate source, then he will have a fairly balanced standard at his disposal, which takes into account the specifics of the qualifications, competencies, and personnel entrusted to the personnel Functions. This is the usefulness of the official standard. In addition, drawing up job descriptions on its basis is an important condition for ensuring the legality of the provisions of the relevant document.

It can be noted that the job description of the HR manager can be supplemented by other internal corporate sources regulating the labor function and procedures for solving tasks within the framework of production processes in the firm. Among them - instructions on labor protection, intracorporate agreements. Above we noted that the human resources specialist (the professional standard predetermines the availability of the corresponding function) can prepare these documents.

Summary

So, we investigated the specifics of such a position, as a specialist in human resources. An employee of the appropriate profile may also be referred to as a manager or a personnel specialist. The state professional standard is established for the post in question. He defines first of all the list of labor functions of a person who solves problems in the field of personnel management, and also establishes qualification requirements for an employee who is obliged to fulfill them by virtue of a contract with the employer.

The development of professional standards in the field of personnel management is, therefore, within the competence of state structures. But the employing firm has the right to supplement the provisions of the relevant regulations with local sources. At the same time, they should not contradict the norms established at the official level.

Among the sources regulating the work of personnel officers and locally accepted are job descriptions, internal corporate agreements. In their development, a specialist in human resources (the professional standard assumes the formation of the corresponding labor function of the person occupying the position) can participate.