Personnel service is a complex of structural divisions of a company that are specialized in the field of personnel selection and management. It is advisable to include management, specialists, as well as performers here. This service is designed to manage employees as part of an approved enterprise policy.
HR activities
The main purpose of the personnel department is not only to support the interests of the company in the framework of its policy, but also to follow the labor legislation in force in the country. The personnel service is called upon to implement programs that are periodically adopted both at the territorial and federal levels. The work of the personnel service, its structure, tasks and functions are closely related to the nature of economic development, as well as to the understanding by the head of the organization or enterprise of the role of employees in fulfilling tasks and achieving the goals that the organization or production, respectively.
Historical aspect
It is worth noting that in the context of the orientation of the domestic economy to the use of extensive methods, the personnel department was represented, as a rule, by a small number of employees included in the technical education (training) department, the personnel department and the economic unit. The work of the service at enterprises of domestic importance was reduced to hiring and, accordingly, the dismissal of employees, as well as conducting office work. It is this that reduced the personnel department to a secondary one, in fact fulfilling only the instructions of the head and certain orders, usually related to the recruitment of labor from outside.
Modern department
Personnel service is a set of structural units designed to manage personnel. With the change of guidelines and tasks in the management of employees, the tasks of the personnel department, its structure and functionality have also changed. We are talking about creating a multifunctional unit at enterprises and organizations, as well as coordinating (organizing) the activities of all structural units in the general system of managing workers and production. Today, the presence of a personnel service in a company is a comprehensive solution not only to the problems of ensuring the structure of personnel, but also the main task in modern conditions of the economy and the market. It consists in combining the goals of production development with the needs of employees who realize these goals; in organizing the balance of the development strategy of the company (organization, enterprise) and the personnel employed in it.
HR as a function
Employee management is not only a function of the personnel service of an organization. In accordance with various areas, within its competence, other management entities, including linear directors of production units, take a direct part in it. At the level of independent production in the company, the work of the personnel service for personnel management is usually operational. The separation of functionality between the management and the management of individual structures of production importance should be clear, completely eliminating concurrency in the activity. This allows you to increase the level of responsibility for the results of the work.
HR functions
The employee of the personnel department in modern conditions should be in the general system of organization and subsequent coordination of all activities in the enterprise, which in one way or another is associated with personnel. He is called:
- Monitor the implementation of personnel policies in structural units.
- Implement control of staff remuneration.
- Provide medical services to workers.
- Create a favorable socio-psychological climate in the team.
- Provide social protection for staff.
HR requirements
Personnel service is a unit endowed with a sufficiently broad functionality. As it turned out, in addition to the standard functions that still exist in the Soviet structures, today there are many new ones that we have listed above. It is important to note that the nature of the functionality being implemented and the problems to be solved predetermine specific requirements for the personnel department. Among which: the need for research and development (for example, surveys conducted in order to identify the causes, factors and consequences regarding certain aspects of labor relations), establishing contacts in territorial labor management structures, with the vocational guidance and employment department, colleges and universities, private institutions that specialize in the selection of employees. This is necessary to study the general situation on the labor market, competent selection of personnel, advanced training, training employees at a high level and creating a personnel reserve for the service.
What determines the efficiency of work?
You need to know that the effectiveness of the personnel department in a company depends on a number of factors. Among them, it is important to note the following:
- Structurization and specification of the functionality of each of the structural units existing in the enterprise. It should be added that the highest rating in this regard can be obtained by the state personnel service.
- Interconnected activity of structural divisions directly within the personnel department.
- The organic relationship between the activities of the department and the work of the economic and technical services within the company.
- Staffing service.
Department Structure
Next, it is advisable to consider the composition of the personnel service. It is important to know that in the process of organizing a unit, structuring its composition, it is necessary to proceed from certain factors. So, the list of works that is associated with ensuring effective management of employees is relatively standard in nature for all organizations or enterprises. This means that their implementation is a necessary and sufficient condition for the implementation of managerial functions and tasks. It is worth noting that the fundamental formation of public, private or municipal personnel services in modern times is not endowed with a universally recognized form.
Give an example
Consider the form of composition of the personnel department, which can be used at the enterprise. We have a manager (director) for personnel. The following sectors are subordinate to him:
- Employment Sector. It deals with planning, recruitment, interviewing, as well as analysis of the external market of specialists.
- Sector of prospective development and staff training. Here they are engaged in the creation of training programs and the organization of continuing education of employees, professional qualification promotion systems, and also carry out control functions.
- Sector of remuneration and incentives. Employees analyze and evaluate the activities of specialists, develop tariff agreements, analyze and supervise social compensations.
- Sector of analysis and study of personnel. Workers are engaged in the study and subsequent analysis of the quality of working life, the moral and psychological climate in the team, as well as internal communications.
- Labor Relations Sector. Here, development is carried out and current monitoring of the implementation of the provisions specified in the collective agreement is carried out.
- Employees of the labor protection sector are developing medical programs, labor protection courses and other activities of the corresponding plan.
What is more important?
Despite the sufficient level of effectiveness of an integrated approach to employee management, in some companies the main goal is recruitment, in others - career planning, in the third - remuneration and assessment of performance. An important role is also played by the methods and style of management of subordinates by the administration. In the process of designing the structure of the personnel department and organizing its subsequent work, it is worth remembering that the existence and functioning of a given unit is justified only under certain circumstances. We are talking about the number of employees, the volume of management activities of a particular type, etc. In other conditions, this function may be performed by another structural unit or individual official.
Professional qualifications
It is worth noting that the practice of division of labor that has developed over many years in accordance with certain functions, which are enshrined in the qualification directory of the positions of directors, specialists and other employees who perform certain functions in the company, one way or another, provides for the following positions of executives and specialists focused primarily on the person:
- Sociologist.
- Labor economist.
- Physiologist.
- Psychologist.
- Safety and health engineer.
- Labor Rationing Engineer.
- Labor technician.
- Personnel Inspector and so on.
It is important to note that today every second employee is an inspector who is busy with the execution of the work of the accounting and reporting plan. The analysis carried out by the researchers indicates that the educational level of the personnel departments in Russian companies does not allow us to hope for the full and most effective implementation of the new tasks in the field of personnel management that they face.
Conclusion Aspects of training HR specialists in Russia
So, we have analyzed in detail in the article the concept, functionality, main tasks and the structure of personnel departments both in the modern world and in the old days, we have established a number of differences and have given several relevant examples. It is worth noting that at present at small enterprises, the number of which is growing every year in the Russian Federation, there are no personnel departments as such. That is why there is a slightly different strategy in terms of training employees, because they must perform a fairly wide range of functions.
So, today Russian higher education institutions are actively training specialists in the specialization “Human Resources Manager” on the basis of bachelors of economics or bachelors of management. According to the currently relevant concept of training such a manager, which was proposed by the State Academy of Management (Moscow), it should be an employee focused primarily on the implementation of legal, organizational, managerial, social, and psychological work in a management service the staff.
The personnel manager is engaged in the development of management decisions, after which - with the technology through which he plans to implement them. This applies to the selection of personnel, their placement, all kinds of official movements, performance appraisals, certification, analysis of the socio-psychological atmosphere in the team, motivation and stimulation of the effectiveness of the functioning of all departments, training and possible retraining of employees, creation of socio-economic programs related to the formation and stabilization of the team, the study of personal (business and professional) characteristics of employees and the full support of their career, and ofessionalnogo growth adaptation of new specialists in the companies, as well as participating in the formation and functioning of further ensuring total staffing strategy.