The activities of workers in many specializations that are in demand at Russian enterprises are regulated by professional standards - sources of norms approved at the level of state structures. Relevant documents can subsequently be used by employing companies in order to implement and improve their own management policies in certain areas. For example, in terms of personnel management. What is the specificity of the professional standard of a personnel management specialist? What 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 a human resources specialist approved?
The professional standard of a personnel management specialist, like many other sources of such appointment, 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 to the provisions of the Decree of the Government of the Russian Federation No. 23, approved on November 22, 2013.
Which was put into effect by the state, regulates, first of all, the characteristics of labor functions, which are characteristic of a personnel officer. Which ones? It is about the following:
- documentary support of activities;
- providing the enterprise with personnel;
- evaluation and certification of specialists;
- development of the personnel potential of the company;
- assistance in providing the company's employees with comfortable working conditions;
- implementation of the social policy of the organization;
- participation in strategic personnel management.
It should be noted that the professional standard developed for personnel specialists also establishes for employees performing relevant labor functions. Only if a person has a certain level of knowledge and skills, the employer is recommended to allow him to solve one or another group of tasks as part of the implementation of personnel policy. Let's consider the specifics of the functions listed above in more detail.
Labor functions of a HR specialist: documentary support of activities
So, the professional standard of a personnel officer established in the Russian Federation involves the performance by a specialist of work related to the documentary support of the personnel management process.
This area of activity includes:
- preparation of internal corporate documents necessary to legitimize labor relations with hired employees (draft contracts for certain positions, job descriptions, collective agreements);
- acceptance from employees signing contracts of personal documents (work books, diplomas, cards);
- preparation of reports to government agencies that monitor labor relations at enterprises in various aspects - including tax, financial (we are talking about such departments as the Labor Inspectorate, the Federal Tax Service, extra-budgetary funds).
The considered direction of activity of the personnel officer is among the most important. The next no less significant group of tasks that the HR specialist solves (the professional standard prescribes to do this) is related to providing the enterprise with personnel.
Let's consider them.
Functions of a personnel officer: providing an enterprise with personnel
A personnel management specialist (professional standard also regulates the corresponding direction of his work) should contribute to providing the company with qualified employees. Actually, this is one of the main tasks of the person holding this position.
The direction of activity under consideration, which sets the professional standard for the human resources manager, involves:
- formation of vacancies at the enterprise, requirements for candidates for their replacement;
- publication of information on relevant positions in the media, on specialized portals;
- interaction with HR consultants, specialized structures;
- inviting candidates to fill vacancies, conducting interviews with them;
- registration of specialists who passed the tests for work;
- adaptation of new employees to the peculiarities of the production process in the company.
The next most important area of activity for the personnel manager of an enterprise is the assessment and certification of specialists working in the company.
Functions of a personnel officer: assessment and certification of specialists
A human resources specialist (a professional standard approved by the state, establishes a corresponding obligation) solves tasks related not only to attracting and ensuring the effective inclusion of new employees in the company, but also to helping maintain their level of qualifications, knowledge, and necessary competencies.
Most often, this area of activity of the personnel officer includes regular assessment of the level of knowledge and skills of the company's employees, as well as certification of personnel. 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 certain positions. If the employee did not pass the test, then the personnel officer identifies the factors in the occurrence of such a situation. If necessary, it helps an employee experiencing difficulties in work to acquire the necessary knowledge and skills.
The considered area of activity of a specialist in personnel management may be part of his next job function related to the development of the organization's human resources potential.
Human resources development both in terms of personnel
A human resources specialist (the professional standard also establishes this obligation) can solve problems related to improving the professional knowledge, skills and competencies of the company's employees. The relevant area of activity of the personnel officer most often includes:
- organization of internal corporate training of employees;
- sending employees to courses in specialized educational institutions;
- organizing internships for employees at partner enterprises;
- own training in courses to improve competence in terms of personnel development.
An employee who has sufficient qualifications and is able to effectively engage in the labor process should receive a good salary, and also be able to carry out their activities in comfortable conditions. The personnel specialist (the professional standard implies this) may be responsible for the timely formation of the noted working conditions for the company's employees.
Ensuring comfortable working conditions as a function of a HR specialist
This area of activity of the personnel officer includes:
- interaction with management, financial services and other competent departments on the payment of timely, adequately presented and indexed salaries to staff;
- communication with employees of various departments to identify requirements and wishes regarding the optimization of working conditions, the calculation of compensation;
- provision of various bonuses and privileges, interaction with the labor protection service on issues of ensuring comfortable conditions for the company's employees to conduct their professional activities.
Quite close to the considered labor function of a HR specialist is the area of work of a personnel officer related to the implementation of the company's social policy. Let's study its features.
Implementation of corporate social policy as a function of the personnel officer
An HR specialist (the professional standard regulating the work of a personnel officer implies the existence of such a duty) can solve problems related to the implementation of corporate social policy. This area of activity involves:
- interaction of the personnel officer with managers responsible for the implementation of social policy on organizational issues;
- participation of a personnel management specialist in improving the procedure for implementing the relevant company policy;
- the interaction of the personnel officer with the employees of the company on the subject and wishes in the field of obtaining preferences and opportunities in the framework of the implementation of the company's social policy.
The considered direction of activity of the personnel officer can rightfully be attributed to the strategic ones. Therefore, it largely intersects with the next job function that the professional standard of the personnel manager prescribes to perform - strategic personnel management. Let's study it in more detail.
Strategic personnel management as a function of a personnel specialist
This area of activity of the personnel officer may include:
- measurement of labor productivity in various production areas;
- identifying weaknesses in the personnel management system;
- formulating proposals for improving the relevant system in the context of the company's strategic objectives.
These are the key functions that sets the professional standard for a human resources specialist. An employee of the appropriate profile usually works in a specialized intracorporate structure. As a rule, this is the personnel department of the company. Let's consider the features of its functioning in more detail.
The specifics of the work of the personnel service of the company-employer
Experts identify the following list of functions that characterize the personnel departments of modern enterprises:
- planning the company's needs for personnel, their training;
- ensuring effective labor productivity;
- study of the professional characteristics of employees in various positions;
- personnel records;
- formation of corporate personnel policy;
- search, attraction of new employees to the company, their adaptation in the organization;
- management of intra-corporate legal relations in the field of labor;
- ensuring document flow in the personnel sphere;
- formation and submission of reports - internal, as well as to be sent to government agencies.
Thus, the noted functions of the personnel service of the company as a whole correspond to the specifics of such a position as a personnel specialist. The professional standard, in all likelihood, was drawn up by competent state structures, taking into account the practice of personnel management that has developed at Russian enterprises. In particular, it is observed in the field of establishing and ensuring the work of personnel services at enterprises.
The specifics of positions in the field of personnel management
So, we examined the specifics of the norms that the professional standard of a personnel specialist includes. But it should be noted that, along with an employee of an enterprise holding an appropriate position, there may be other positions in the company related to the implementation of personnel policy.
For example, it could be a lead human resources specialist. The professional standard does not distinguish it as a separate position, but in many firms this position is established. An experienced employee who successfully solves the tasks provided for both by those labor functions that correspond to those regulated at the professional standard level, and those that are established based on the local characteristics of production and personnel policy can be appointed as a leading HR specialist. In medium and large organizations, the work of personnel officers is managed by the head of the company's personnel management service.
For each of the positions involved in solving corporate problems within the framework of personnel policy, separate labor functions are characteristic. So, the personnel service may have more powers, and in connection with this, its work will be less related to the substantive solution of problems, to a greater extent - with the procedures for coordinating certain projects, monitoring the work of subordinates, organizing meetings on current issues.
The professional standard of a human resources specialist is fixed at the level of an official regulatory act. If we talk about the local level of regulation, which is implemented within the framework of intra-corporate legal relations, then we can pay attention to the development and introduction by the management of firms of job descriptions for personnel officers. Let's study this aspect in more detail.
The specifics of job descriptions for personnel officers
Why should the person responsible for the development of the organization’s personnel (the professional standard does not regulate this aspect of labor relations - you should pay special attention to this) may be required to familiarize yourself with these documents and sign it if the corresponding source supplements his employment contract.
The job description of a personnel officer or, for example, his head, can be based on the provisions of a professional standard or on the basis of 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 involve the formation of labor functions that are 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 compiling such a document as the job description of a human resources specialist uses the professional standard as the basis for the formation of the corresponding source, then he will have at his disposal a sufficiently balanced standard, which takes into account the specifics of qualifications, competencies, as well as those entrusted to the personnel officer functions. This is the usefulness of an official standard. In addition, the preparation of a job description based on it is an important condition for ensuring the legality of the provisions of the relevant document.
It can be noted that the job description of a personnel officer can be supplemented by other internal corporate sources that regulate the labor function and procedures for solving problems within the framework of production processes in the company. Among them are instructions on labor protection, internal corporate agreements. We noted above that a human resources specialist (the professional standard determines whether he has the appropriate function) can prepare these documents.
Summary
So, we investigated the specifics of such a position as a personnel specialist. An employee of the corresponding profile can also be called a manager or a personnel specialist. For the position in question, a state professional standard has been established. It 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 perform them by virtue of an agreement with the employer.
The development of professional standards in the field of personnel management is thus in the competence of state structures. But the employing firm has the right to supplement the provisions of the relevant regulations with local sources. Which at the same time should not contradict the norms established at the official level.
Among the sources regulating the work of personnel officers and adopted locally are job descriptions, internal corporate agreements. The personnel specialist himself can take part in their development (the professional standard assumes the formation of the corresponding labor function of the person holding this position).
