One of the key positions in large organizations is the HR manager. Job description prescribes a fairly wide list of duties of such an employee and requirements for him. If the personnel manager works efficiently, this is reflected in the coordinated functioning of all parts of the organization, as well as an increase in profit volumes.
A bit about the profession
An extremely important figure in the organization is the HR manager. Job description gives an idea of the specifics of this profession, but does not completely explain its importance. In fact, the personnel manager is a real researcher who must select high-quality personnel from hundreds of people and develop them in the future. In addition, the burden of painstaking "paper" work rests on him.
Do not confuse the personnel manager with the usual personnel officer, familiar to everyone since Soviet times. This is a fundamentally new position for the national consciousness, typical, as a rule, for large enterprises. It lies with him the responsibility for the quality of work of employees. If something went wrong, then this is the mistake of the personnel manager, and he must fix it.
This position belongs to the top management of the company - a personnel training manager. Job description therefore gives him a certain freedom of action. In addition, the CEO does not have to control every step of his HR manager.
General Provisions
The job description of the personnel manager determines the place of this employee in the organization, the scope of his activities and certain requirements.
The general provisions of the document are formulated as follows:
- HR Manager is a manager.
- The applicant for this vacancy must have a complete higher education.
- A person who has at least three years of experience in the field of personnel may be appointed to the position.
- The manager reports directly to the top management of the organization.
- During the absence of the personnel manager, his duties are performed by a deputy appointed by the general director.
- The authority to appoint and dismiss the personnel manager is vested in the Director General.
What a specialist should know
The job description of the personnel manager determines the basic scope of knowledge that a person holding a specified position should possess.
This is what it is all about:
- legislative framework governing work with employees;
- labor law standards;
- organization strategy and goals;
- methods of analysis of the qualitative and quantitative composition of personnel;
- methods for forecasting future staffing requirements;
- fundamentals of psychology, sociology and labor economics;
- theoretical foundations and practical skills of personnel management;
- systems and forms of remuneration;
- methods of stimulating increased labor productivity;
- the procedure for concluding and terminating employment contracts, as well as resolving disputed issues;
- methods for evaluating and analyzing the results of labor of employees;
- personnel documentation standards;
- basics of pedagogy;
- the basics of conflict resolution and dispute resolution techniques;
- labor protection standards;
- situation on the labor market and education;
- training methods and advanced training.
What guides the specialist
The job description of the personnel manager determines the list of documentation that should guide the specialist in their work.
This is what it is all about:
- internal regulatory documents of the organization;
- internal labor regulations;
- labor protection rules;
- safety documentation;
- orders of senior management;
- direct job description;
- national and local regulatory acts.
Job responsibilities
The main section of the job description of the personnel manager relates to the duties of a specialist.
These include the following:
- Organization of work with personnel in accordance with the enterprise development strategy.
- Timely determination of staffing requirements.
- Timely provision of the enterprise with employees with the necessary level of education, qualifications and professional experience.
- Study of the labor market in order to identify development trends and potential sources of qualified personnel.
- Interviewing job seekers to fill a vacant position.
- Work with graduates of educational institutions in order to search for young promising personnel.
- Training.
- Coordination of work on staff development.
- Bringing information about key decisions of the top management of the enterprise to the staff.
- Conducting an assessment of the labor of employees through monitoring and certification.
- Participation in the consideration of promotion or demotion, transfer or dismissal of an employee.
- Development of a system for assessing the personal and professional qualities of employees.
- Consultation of heads of divisions and general management on personnel management.
- Participation in the resolution of labor conflicts and disputes.
- Registration and streamlining of documentation.
- Direct management of subordinates.
- Compliance and support of internal labor discipline.
- Compliance with the law and the rules established by the organization.
Specialist Rights
In addition to duties, rights are also spelled out in the job description of the personnel manager.
A sample of this section is as follows:
- To make suggestions for improving the organization’s work, bonus payments to employees and material penalties.
- Request the necessary information about the employees from the department heads.
- To study documents containing information about the rights and obligations of a specialist, as well as those that are necessary to directly ensure the work process.
- Get acquainted with management decisions regarding its activities.
- Require management to create an appropriate and comfortable environment for the job.
- Require compliance with labor laws.
Responsibility of a specialist
A certain degree of responsibility is also indicated by the job description of the personnel manager.
According to the professional standard, the following items are indicated:
- For improper or incomplete performance of official duties (within the framework of labor legislation).
- For offenses committed by a specialist in the process of performing official duties (within the framework of administrative, civil and criminal legislation).
- For causing damage to the organization (within the framework of labor and civil legislation).
- For failure to comply with orders and instructions of senior management (within the framework of the internal rules of the enterprise).
- For providing false information about their own work and the results of the work of their department (within the framework of the internal rules of the enterprise).
Why do we need instructions?
The job description of the HR manager (or any other employee) is a mandatory document at any enterprise. It can be said that this is a documented work order.
If there is no such instruction, the following negative consequences are possible for the organization:
- The employee does not know his authority, therefore, can not fully perform the work.
- It is difficult enough to determine whether a person meets the position if there are no documented requirements for the applicant.
- The manager will be guided in the selection of personnel not by the interests and needs of the organization, but by his personal sympathies.
- Subordinate personnel managers will not report to their immediate supervisor, will unfairly or not fully fulfill their duties.
- The manager will not be aware of changes in labor legislation, which is why the company may have problems with regulatory authorities.