Human Resources Inspector duties requirements. Job description of the inspector for personnel: general provisions. Job description of the inspector for personnel in an educational institution
Type sample
I approve
(name of company,
enterprises, etc., his
legal form) _________________________
(director or other
executive,
authorized
approve official
instructions)
(initials, surname)
_________________________
(signature)
"" _____________ 20__
Job description
personnel inspector
______________________________________________
(name of organization, enterprise, etc.)
"" ______________ 20__ N_________
real job description developed and approved for
basis employment contract With __________________________________________
(name of the position of the person for whom
______________________________________________________ and in accordance with
this job description has been drawn up)
provisions of the Labor Code Russian Federation and other regulatory
acts regulating labor relations in the Russian Federation.
I. General provisions
1.1. The Human Resources Inspector belongs to the category of specialists.
1.2. HR inspector hired and fired
by order of the director of the enterprise on the presentation of _________________________
(Head of Human Resources,
head of the structural unit, which is part of the personnel department)
1.3. A person who has
secondary vocational education, no work experience requirements
work, or initial vocational education, special
training according to the established program and work experience in the profile of at least
______ years, including this enterprise at least ______ year(s).
1.4. The Human Resources Inspector reports directly to _______________
(to the head
________________________________________________________________________.
personnel department, head of the structural unit, which is part of
personnel department)
1.5. During the absence of the HR inspector (business trip, vacation,
illness, etc.) his official duties are performed by the appointed in
in accordance with the established procedure, a deputy who bears full responsibility
for high-quality, efficient and timely implementation.
1.6. In his work, the HR inspector is guided by:
- normative documents regulating the issues of accounting and
staff movements;
- methodological materials on personnel issues;
- the charter of the enterprise;
- labor regulations;
- orders and instructions of the director of the enterprise;
- this job description.
1.7. The Human Resources Inspector must know:
- legislative and regulatory legal acts on personnel issues,
teaching materials on maintaining documentation on accounting and movement
personnel;
- labor legislation, rules and norms of labor protection;
- structure and staff of the enterprise; order of registration, maintenance and
storage work books and personal files of employees of the enterprise;
- the procedure for establishing the names of workers' professions and positions
employees, total and continuous work experience, benefits, compensations,
registration of pensions for employees;
- the procedure for recording the movement of personnel and compiling the established
reporting;
- the procedure for maintaining a data bank on the personnel of the enterprise;
- the basics of office work;
- means of computer technology, communications and communications.
II. Functions
The HR inspector is responsible for following features:
2.1. Keeping records of the personnel of the enterprise and its divisions.
2.2. Participation in the development of measures to reduce staff turnover.
2.3. Preparation of personnel documentation.
2.4. Checking compliance with vacation schedules at the enterprise.
2.5. Controlling the state labor discipline in
divisions of the organization, submission of established reporting.
III. Job Responsibilities
To perform the functions assigned to him, the personnel inspector
must:
3.1. Keep records of the personnel of the enterprise, its divisions in
According to unified forms primary accounting records.
3.2. Organize the recruitment, transfer and dismissal of employees in accordance with
With labor law, regulations and orders of the head
enterprises, as well as other established personnel documentation.
3.3. Form and maintain personal files of employees, enter into them
work-related changes.
3.4. Ready necessary materials for qualifying,
attestation, competitive commissions and presentation of employees to
incentives and awards.
3.5. Fill out, record and store work books, produce
calculation of seniority, issue certificates of current and past employment
activities of employees.
3.6. Make entries in work books about incentives and
employee awards.
3.7. Enter information about the quantitative, qualitative composition
employees and their movement in the data bank on the personnel of the enterprise, monitor
for its timely updating and replenishment.
3.8. Keep records of the provision of vacations to employees, implement
control over the preparation and observance of the schedules of regular holidays.
3.9. draw up cards pension insurance, other documents,
necessary for the appointment of pensions to employees of the enterprise and members of their
families, establishing benefits and compensations; in the presence of staff turnover
study its causes, participate in the development of measures to reduce
staff turnover.
3.10. Prepare documents after deadlines
current storage to be deposited in the archive, draw up the established
reporting.
3.11. Monitor the state of labor discipline in
divisions of the organization and compliance by employees with the rules of internal
labor schedule.
3.12. _____________________________________________________________.
IV. Rights
The Human Resources Inspector has the right to:
4.1. Get acquainted with the draft decisions of the company's management,
relating to his activities.
4.2. Submit proposals for consideration by management
improvement of the work related to the duties stipulated
of this instruction.
4.3. Receive from leaders structural divisions,
information and documents necessary for the performance of their
official duties.
4.4. Involve specialists from all structural divisions
enterprise to solve the duties assigned to it (if it is
provided for by the provisions on structural divisions, if not - with
permission of the head of the enterprise).
4.5. Require the management of the enterprise to assist in
performance of their duties and rights.
4.6. ______________________________________________________________.
V. Responsibility
The Human Resources Inspector is responsible for:
5.1. For failure to perform (improper performance) of their official
duties set out in this job description
within the limits determined by the labor legislation of the Russian Federation.
5.2. For those committed in the course of carrying out their activities
offenses - within the limits determined by administrative, criminal and
civil legislation of the Russian Federation.
5.3. For causing material damage- within the limits
labor, criminal and civil legislation of the Russian Federation.
The job description was developed in accordance with ________________
(Name,
_____________________________.
document number and date)
Head of structural unit (initials, surname)
(HR department) _________________________
(signature)
"" _____________ 20__
AGREED:
Head of the legal department
(initials, surname)
_____________________________
(signature)
"" ________________ 20__
I am familiar with the instruction: (initials, surname)
_________________________
(signature)
I. General provisions
1. The personnel inspector belongs to the category of specialists.
2. A person who has secondary vocational education without presenting requirements for work experience or initial vocational education, special training according to the established program and work experience in the profile of at least 3 years, including at this enterprise at least 1 year, is appointed to the position of HR inspector .
3. Appointment to the position of a personnel inspector and dismissal from it is carried out by order
director of the enterprise on the recommendation of the head
(personnel department; structural unit that is part of the personnel department)
4. The HR inspector must know:
4.1. Legislative and normative legal acts, methodological materials on maintaining documentation on accounting and movement of personnel.
4.2. Labor law.
4.3. Forms and methods of control over execution of documents.
4.4. The structure and staff of the enterprise.
4.5. Registration, maintenance and storage of work books and personal files of employees of the enterprise.
4.6. The procedure for establishing the names of the professions of workers and positions of employees, the general and continuous length of service of a certain work, benefits and compensations, and the registration of pensions for employees.
4.7. The procedure for accounting for the movement of personnel and reporting.
4.8. The procedure for maintaining a data bank on the personnel of the enterprise.
4.9. Fundamentals of office work.
4.10. Means of computer technology, communications and communications.
4.12. Internal labor regulations.
4.13. Rules and norms of labor protection.
5. The personnel inspector in his work is guided by:
5.1. Regulations on the personnel department (a structural unit that is part of the personnel department).
5.2. This job description.
6. The HR inspector reports directly to the head
(HR department;
structural unit that is part of the personnel department)
7. During the absence of the HR inspector (vacation, illness, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who is responsible for their proper performance.
II. Job Responsibilities
HR Inspector:
1. Monitors the timely execution of instructions, orders and instructions of the head of the personnel department.
2. Keeps records of the personnel of the enterprise, its divisions in accordance with unified forms of primary documentation.
3. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established documentation on personnel.
4. When hiring, introduces the provisions on discipline in the organization, on working time and rest time, keeps records and issues service certificates.
5. Directs for instruction in safety, industrial sanitation and fire protection, rules and regulations of labor protection.
6. Forms and maintains personal files of employees, makes changes in them related to labor activity.
7. Prepares the necessary materials for qualification, attestation, competitive commissions and presentations to employees for incentives and awards.
8. Fills out, takes into account and stores work books, calculates the length of service.
9. Makes entries in work books about incentives and awards for employees.
10. Issues certificates of present and past labor activity workers for submission to other institutions.
11. Maintains strict records of work books and inserts.
12. Registers the acceptance and issuance of work books and inserts to them.
13. Enters information on the quantitative, qualitative composition of employees and their movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment.
15. Keeps records of the provision of holidays to employees, monitors the preparation and observance of the schedules of regular holidays.
16. Draws up pension insurance cards, other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.
17. Studying the movement and causes of staff turnover, participates in the development of measures to reduce it.
18. Prepares documents after the expiration of the established terms of the current storage for depositing in the archive.
19. Monitors the state of labor discipline in the divisions of the enterprise and compliance with the rules of internal and labor regulations by employees.
20. Keeps records of violations of labor discipline and controls the timeliness of acceptance by the administration, public organizations and labor collectives relevant measures.
21. Perform one-time official assignments of the head of the personnel department (the corresponding division of the personnel department).
The Human Resources Inspector is responsible for:
1. For improper performance or non-performance of their official duties provided for by this job description - to the extent determined by the current labor legislation of the Russian Federation.
2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.
IV. A responsibility
The Human Resources Inspector has the right to:
1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
2. On issues within its competence, submit proposals for the consideration of the management of the enterprise on improving the activities of the enterprise and improving the working methods of employees; comments on the activities of employees of the enterprise; options for eliminating the shortcomings in the activities of the enterprise.
3. Request personally or on behalf of the management of the enterprise from the departments information and documents necessary for the performance of his duties.
4. Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head).
5. Require the management of the enterprise to assist in the performance of its official rights and responsibilities.
Today in Russia, the question of finding qualified employees is extremely acute - many companies are experiencing serious difficulties in hiring professionals who can immediately start working. The personnel inspector is engaged in the search and hiring of employees. In this article, we'll take a look at what's included.who can work in this position and how to correctly draw up a job description for such a specialist.
Introduction
A personnel officer is a specialist who is engaged in the selection and search of personnel, managing employees' affairs, accounting personnel and execution of documents related to the admission, transfer or dismissal of employees from the organization.
Human Resources Inspector deals with any issues related to personnel
His duties also include filling out and storing work books, calculating vacations and the procedure for granting them, monitoring compliance with labor discipline, analyzing staff turnover, etc. At the present time, the duties of a personnel worker can be expanded not only by hiring or selecting personnel, but also by the so-called head hunting, that is, the search and enticement of specialists of a particular profession, experience, position, etc.
In order to become personnel worker, you need to get a secondary specialized or higher education, as well as work in the profession for at least 1 year. The main requirements put forward to the inspector are knowledge of labor legislation, the ability to work with documentation, the skills of talking with people and their convictions, stress resistance and responsibility.
Job nuances
Like any other instruction,is developed by a lawyer, taking into account the requirements of the law and the realities of the company. It is not entirely correct to instruct a personnel officer, as a person familiar with labor legislation, to create an instruction for himself - either his manager or a qualified lawyer should do this.
At the beginning of the instructions in without fail the name of the company, the name of the head and the name of the instruction are indicated. The item “I approve” is also written here and the signature of the head of the company is put.
After the header comes the text of the instruction itself, which must meet the requirements of the law. The first section tells about the profession and the key skills that an employee should have. In this section, you can make all the necessary requirements: education, length of service, replacement rules, etc. The second paragraph indicates the duties of the employee and his functionality. Usually this section is in the form of a list listing everything that the employee must do. At the beginning of the list, key responsibilities are prescribed, and then secondary or additional ones. The third section prescribes the boundaries of the inspector's powers and the degree of his responsibility for actions or inactions.
Attention:additional sections can be included in the instruction, which will specify the requirements for the applicant, work modes, the possibility of business trips or other nuances of cooperation.
After the instruction is drawn up and verified, it is signed by a lawyer and the head of the company. The provision comes into force after the specialist applying for the position gets acquainted with the paper and signs it.
The personnel officer maintains the personal files of all employees
Information for the manager
Below we will look at the keyin the meantime, we will analyze the theses that the leader should take into account when drawing up instructions. So, the personnel inspector is a subordinate person who follows the instructions of either his head (if the enterprise has a personnel department) or the head of the company. Hiring and subsequent transfer or dismissal of an employee is carried out exclusively by order of the head of the company. It should be borne in mind that the inspector has some powers compared to classical workers, but he is also subject to increased requirements. So, the personnel inspector must have work experience in this industry, have a diploma or a certificate of graduation from a specialized technical school. It also needs to meet the following criteria:
- Knowledge of the principles and rules of office work, the ability to navigate the acts and orders of the management.
- The ability to fill out books about employment, make entries in the work book, keep personal files of workers, calculate pensions.
- Know the norms of the Labor Code of the Russian Federation, be able to draw up reports on compensations, benefits, pensions and other payments.
- Understand people and be able to make decisions about accepting them for a position.
The inspector must know everything about the structure of the company, understand the existing positions, understand who depends on whom and who reports to whom. In many small companies the duties of a personnel officer include maintaining an archive of document circulation, as well as scheduling vacations, payments to employees, etc. In micro-companies that employ 10–20 people, you can do without a personnel officer, but if it has 35 or more employees, then an inspector must be in order to manage staff . In his activities, he focuses on the following papers:
- Laws and regulations of the Russian Federation.
- Company charter.
- Job descriptions and internal documents.
The personnel officer has the right to access any documents of the company
What are the duties of an employee
Let's take a closer look at what is included in the duties of the HR inspector. They are written in the job description and different organizations may be different, but in general the main functions are the same. So, when hiring an employee, he signs an employment contract and gets acquainted with the CI. These documents detail the rights and obligations of the employee, as well as ways to resolve conflicts or disputes. Consider what is included in his duties:
- Doing personnel policy in a company or in a particular department.
- Knowledge staff structure organizations, knowledge of positions and requirements for them.
- Ability to maintain relevant documentation: make entries in work books, draw up time sheets, keep personal files, be able to sign and take into account strict reporting forms.
- Know the principles of the archive, the ability to dispose of documents according to the accepted procedure.
- Protect confidential information about both the structure of the company and the personal data of employees.
- Optimize the staff of the company and carry out activities aimed at this.
Attention:the inspector has access to the main papers of the organization, including the charter. The employee must understand that he has a serious responsibility, including for the disclosure of information.
Powers of a staff member
After we have considered the main responsibilities, let's move on to competencies and powers this employee. They are prescribed in the instructions, so the employee gets acquainted with them when hiring before signing the document. Its powers include:
- Possibility of access to practically any documents within the company.
- Submit ideas and instructions for consideration by the head of the company regarding personnel and work organization.
- Notify management that it is necessary to improve the logistics, which will allow it to work more efficiently.
Also, the personnel officer may have other powers. Note that such people enjoy well-deserved respect in the team, they are in good standing with the authorities and are in demand in the labor market.
The personnel officer must have the appropriate experience and knowledge for the job
Responsibility for misconduct
Because personnel specialist is responsible for a sufficiently large amount of work and has access to the company's papers, then the rules and principles for holding the inspector accountable should be described in detail. In most cases, such errors are described in labor code, but separately specific situations can also be prescribed in the job description or internal rules. For non-gross violations, reprimands, deprivation of bonuses, and penalties are provided. For serious misconduct, administrative, civil or criminal penalties are provided, as well as dismissal from the company under the necessary article.
Attention:the head can independently compose this section, taking into account the peculiarities of the company's work, or use standard paragraphs that contain links to laws and regulations of labor legislation.
If you are interestedthen ready-made version can be downloaded from this . You need to understand that the HR inspector should not be involved in related duties, bookkeeping or marketing - his scope of work includes exclusively work with personnel.
In contact with
The profession of a human resources inspector involves active work with documents and communication with the entire staff of the company. The inspector recruits employees, draws up Required documents, issues certificates, advises on emerging issues. Such work requires perseverance and care.
Places of work
The position of personnel department inspector exists in almost all secondary and large organizations. Also, such specialists may be required in companies for outsourcing or audit of personnel services.
History of the profession
It is known from the history of Russia that in Kyiv there was a special school, where only the children of the boyars were accepted. After graduation educational institution applicants for the positions of scribes, clerks, judicial secretaries were selected. They were engaged in record keeping of large feudal lords and princes. Currently, office work is handled by human resources inspectors, department secretaries or clerks.
Responsibilities of the Human Resources Inspector
The responsibilities of the Human Resources Inspector include:
- conducting personnel records management;
- scheduling vacations, timesheets;
- registration of certificates and documents (pension insurance, income, business trips, disability, vacations, etc.);
- consulting employees on various personnel issues;
- database management in the 1C program.
- recruitment, transfer, dismissal of employees;
- maintaining personal files and work books;
- participation in the development of job descriptions;
The functions of the HR inspector may also include archiving documents, interviewing candidates, participating in the organization of corporate events.
Requirements for a Human Resources Inspector
The main requirements for the HR inspector are as follows:
- work experience more than 1 year;
- knowledge of labor legislation, personnel records management;
- higher or secondary specialized education;
- PC knowledge (MS Office, 1C).
HR inspector resume template
How to become a Human Resources Inspector
In order to become a human resources inspector, you need to have a higher education, preferably in law or economic sphere. You can also get the necessary skills and knowledge at seminars or courses on HR administration.
HR inspector salary
The size wages HR inspector depends on work experience and ranges from 18 to 40 thousand rubles per month. The average salary of an HR inspector is 30,000 rubles a month.
Where to get training
Apart from higher education There are a number of short-term trainings on the market, typically lasting from a week to a year.
Interregional Academy of Construction and industrial complex and her courses of the direction "".
Institute vocational education"IPO" invites you to take distance courses in the direction "" (there are options 256, 512 and 1024 academic hours) with a diploma or a state-issued certificate. We have trained over 8000 graduates from almost 200 cities. You can study externally, get an interest-free installment plan.
Maintaining the company's HR records is the main job responsibility Human Resources Inspector (or Human Resources Inspector), but in a small organization, he may also be involved in solving other personnel management tasks. Most of the points in the proposed sample job description for an inspector of the personnel department are devoted to the maintenance, accounting and storage of work books, which is not surprising, because they still remain the main “labor” document of employees.
Job description of the inspector of the personnel department
(Job description of the personnel inspector)
APPROVE
CEO
Surname I.O. ________________
"________"_____________ ____ G.
1. General Provisions
1.1. The HR inspector belongs to the category of specialists.
1.2. The personnel department inspector is appointed to the position and dismissed from it by order CEO as directed by the Head of Human Resources.
1.3. The Human Resources Inspector reports directly to the Head of Human Resources.
1.4. A person who meets the following requirements is appointed to the position of inspector of the personnel department: higher professional, work experience in the relevant field for at least a year.
1.5. During the absence of the inspector of the personnel department, his rights and obligations are transferred to another official, which is announced in the order for the organization.
1.6. The Human Resources Inspector must know:
- legislative and regulatory acts relating to the organization of office work in the organization and accounting of the movement of personnel, registration of pension files, maintenance and storage of work books and personal files of employees of the organization, preparation of files for archiving;
- labor legislation;
- structure and staff of the company;
- personnel office work, the procedure for accounting for the movement of personnel and reporting;
- the procedure for establishing the names of the professions of workers and positions of employees, the general and continuous length of service of a certain work, benefits and compensations, the registration of pensions for employees;
- the procedure for maintaining a data bank on the company's personnel.
1.7. The Human Resources Inspector is guided in his activities by:
- legislative acts of the Russian Federation;
- Regulations on the personnel department, the Charter of the organization, the Internal Labor Regulations, others regulations companies;
- orders and directives of the management;
- this job description.
2. Responsibilities of the HR Inspector
The Human Resources Inspector has the following responsibilities:
2.1. Controls the timely execution of instructions, orders and instructions of the head of the personnel department.
2.2. Keeps records of the personnel of the company, its divisions in accordance with unified forms of primary documentation.
2.3. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the company, as well as other established documentation on personnel.
2.4. When hiring, he introduces the provisions on discipline in the organization, on working time and rest time, keeps records and issues service certificates.
2.5. Directs to briefing on safety, industrial sanitation and fire protection, rules and regulations of labor protection.
2.6. Forms and maintains personal files of employees, makes changes in them related to labor activity.
2.7. Prepares the necessary materials for qualification, attestation, competitive commissions and presentations to employees for incentives and awards.
2.8. Fills, takes into account and stores work books, calculates the length of service.
2.9. Makes entries in work books about incentives and rewards for employees.
2.10. Issues certificates on the present and past labor activity of employees for submission to other institutions.
2.11. Maintains strict records of work books and inserts, registers the receipt and issuance of work books and inserts to them.
2.12. Enters information about the quantitative, qualitative composition of employees and their movement into the company's personnel data bank, monitors its timely updating and replenishment.
2.13. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with the schedules of regular vacations.
2.14. Draws up pension insurance cards and other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.
2.15. She studies the movement and causes of staff turnover, participates in the development of measures to reduce it.
2.16. Prepares documents after the expiration of the established terms of the current storage for depositing in the archive.
2.17. Carries out control over the state of labor discipline in the divisions of the enterprise and compliance with the rules of internal and labor regulations by employees.
2.18. Keeps records of violations of labor discipline and controls the timeliness of the adoption of appropriate measures by the administration, public organizations and labor collectives.
2.19. Performs other official assignments of the head of the personnel department.
3. Rights of the Human Resources Inspector
The Human Resources Inspector has the right to:
3.1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
3.2. Request from the structural divisions of the enterprise information and documents necessary for the performance of his duties.
3.3. Submit proposals for improvement of the work related to the responsibilities provided for in this instruction for consideration by the management.
3.4. Require the management of the enterprise to ensure the organizational and technical conditions and execution of the established documents necessary for the performance of official duties.
4. Responsibility of the Human Resources Inspector
The Human Resources Inspector is responsible for:
4.1. For non-performance and / or untimely, negligent performance of their duties.
4.2. For non-compliance with current instructions, orders and orders for the preservation of trade secrets and confidential information.
4.3. For violation of the internal labor regulations, labor discipline, safety and fire safety rules.
