HR specialist category 2 requirements. Key provisions of the professional standard for HR specialist

We bring to your attention a typical example of a job description for a HR specialist, sample 2019. A person with a higher professional education can be appointed to this position without presenting any work experience requirements. Don’t forget, every instruction from a HR specialist is handed out against a signature.

The following provides typical information about the knowledge that a human resources specialist should have. About duties, rights and responsibilities.

This material is part of the huge library of our website, which is updated daily.

1. General provisions

1. A HR specialist belongs to the category of specialists.

2. A person with a higher professional education is accepted for the position of HR specialist without presenting requirements for work experience.

3. A HR specialist is hired and dismissed by the director of the organization.

4. The HR specialist must know:

— legislative and regulatory legal acts, teaching materials on personnel management;

— labor legislation;

— structure and staff of the enterprise, its profile, specialization and development prospects;

— the procedure for determining future and current personnel requirements;

— sources of personnel supply for the enterprise;

— methods for analyzing the professional and qualification structure of personnel;

— provisions on certification and qualification tests;

— procedure for election (appointment) to a position;

— the procedure for registration, maintenance and storage of documentation related to personnel and their movement;

— the procedure for creating and maintaining a data bank about the enterprise’s personnel;

— the procedure for drawing up reports on personnel;

— basics of psychology and work;

— fundamentals of economics, labor organization and management;

— labor legislation;

— means of computer technology, communications and communications;

— internal labor regulations;

— rules and regulations of labor protection, safety precautions, industrial sanitation and fire protection.

5. In his activities, the HR specialist is guided by:

- legislation of the Russian Federation,

— Charter of the organization,

- orders and instructions of employees to whom he is subordinate in accordance with these instructions,

- real job description,

— Internal labor regulations of the organization.

6. The HR specialist reports directly to the head of the HR department.

7. During the absence of a personnel specialist (business trip, vacation, illness, etc.), his duties are performed by a person appointed by the director of the organization in in the prescribed manner, which acquires the corresponding rights, obligations and is responsible for the fulfillment of the duties assigned to it.

2. Job responsibilities of a HR specialist

HR Specialist:

1. Performs work to staff the enterprise with personnel of the required professions, specialties and qualifications.

2. Participates in the work of recruiting, selecting, and placing personnel.

3. Conducts a study and analysis of the job and professional qualification structure of the personnel of the enterprise and its divisions, established documentation for personnel records related to the hiring, transfer, labor activity and dismissal of employees, the results of certification of employees and their assessment business qualities in order to determine current and future personnel needs, prepare proposals for filling vacant positions and create a reserve for promotion.

4. Participates in the study of the labor market to determine sources of satisfying the need for personnel, establishing and maintaining direct connections with educational institutions, contacts with enterprises of a similar profile.

5. Informs enterprise employees about available vacancies.

6. Participates in the development of long-term and current labor plans.

7. Monitors the placement and arrangement of young specialists and young workers in accordance with the received information educational institution profession and specialty, conducting their internships, takes part in the work of adapting newly hired workers to production activities.

8. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.

9. Takes part in organizing the work, methodological and information support of qualification, certification, and competition commissions, and processing their decisions.

10. Analyzes the condition labor discipline and compliance by employees of the enterprise with internal labor regulations, personnel movement, participates in the development of measures to reduce turnover and improve labor discipline.

11. Controls the timely processing of the admission, transfer and dismissal of employees, the issuance of certificates about their present and past labor activity, compliance with storage and filling rules work records, preparation of documents for establishing benefits and compensation, registration of pensions for employees and other established personnel documentation, as well as entering relevant information into the enterprise personnel data bank.

12. Prepares prescribed reports.

13. Complies with the internal labor regulations and other local regulations of the organization.

14. Complies with internal rules and standards of labor protection, safety, industrial sanitation and fire protection.

15. Ensures cleanliness and order in his workplace,

16. Carry out, within the framework of the employment contract, the orders of the employees to whom he is subordinate in accordance with these instructions.

3. Rights of the HR specialist

The HR specialist has the right:

1. Submit proposals for consideration by the director of the organization:

— to improve work related to those provided for herein instructions and duties,

- on encouraging distinguished employees subordinate to him,

- on bringing to material and disciplinary liability the employees subordinate to him who violated production and labor discipline.

2. Request from structural divisions and employees of the organization the information necessary for him to perform his job duties.

3. Get acquainted with the documents defining his rights and responsibilities for his position, criteria for assessing the quality of performance of official duties.

4. Get acquainted with the draft decisions of the organization’s management relating to its activities.

5. Require the management of the organization to provide assistance, including ensuring organizational and technical conditions and execution of the established documents necessary for the performance of official duties.

6. Other rights established by current labor legislation.

4. Responsibility of the HR specialist

The HR specialist is responsible in the following cases:

1. For improper performance or failure to fulfill one’s job duties provided for in this job description - within the limits established by labor legislation Russian Federation.

2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.

3. For causing material damage to the organization - within the limits established by the current labor and civil legislation of the Russian Federation.

Job description for HR specialist - sample 2019. Job responsibilities HR specialist, rights of a HR specialist, responsibility of a HR specialist.

Job responsibilities. Performs work to provide the institution, organization, enterprise with personnel of workers and employees of the required specialties and qualifications. Studies the personnel of an institution, organization, enterprise and their divisions, established personnel records related to the hiring, transfer, employment and dismissal of employees, as well as the placement and use of specialists, their business qualities for the purpose of selecting personnel to fill vacant management positions. Participates in organizing the work of qualification, certification and competition commissions, in preparing materials in accordance with their decisions. Analyzes the movement of personnel, develops measures to eliminate their turnover. Organizes professional training for workers and advanced training for managers and specialists. Participates in work on vocational guidance, as well as the development of educational and methodological documentation ( curricula and programs, manuals and recommendations, class schedules and study groups). Keeps records of work on training and advanced training of personnel, analyzes the quality indicators of training results and its effectiveness (changes in the professional qualifications and official composition of workers and employees, their payments), and maintains established reporting. Takes measures to comply with labor discipline and labor regulations in the institution, organization and enterprise, the procedure for establishing benefits and assigning pensions, and preparing documents required for submission to social security authorities.

Must know: provisions, instructions, methodological, regulatory documents and other guidance materials related to work with personnel, as well as on training and advanced training of workers, including in production; prospects for the development of an institution, organization, enterprise; regulations on the work of qualification commissions, on conducting certification of employees and competitions for filling vacant positions, the procedure for election to positions; rules for preparing materials based on the results of the work of qualification, certification and competition commissions; forms, types and methods of vocational guidance and vocational training; methods of planning training and advanced training of personnel, development of curricula, programs and other educational and methodological documentation; conditions of material support for those sent for training; the procedure for maintaining reports on personnel, training and advanced training of employees; fundamentals of psychology and sociology of labor; labor legislation; fundamentals of economics, labor organization and management; rules and regulations of labor protection.

Qualification requirements by pay grade.

5 - 6 categories (HR specialist): secondary vocational education without requirements for work experience and individual training at least 3 months;

6 - 7 categories (HR specialist category II): higher professional education without requirements for work experience and individual training of at least 3 months or secondary vocational education and work experience as a personnel specialist or in other positions filled by specialists with secondary vocational training education, at least 3 years;

7 - 8 categories (HR specialist of category I): higher professional education and work experience as a HR specialist of category II for at least 3 years.

Job responsibilities.
Performs work to staff the enterprise with personnel of the required professions, specialties and qualifications. Takes part in the recruitment, selection, and placement of personnel. Conducts a study and analysis of the official and professional qualification structure of the personnel of the enterprise and its divisions, established documentation for personnel records related to the hiring, transfer, employment and dismissal of employees, the results of certification of employees and assessment of their business qualities in order to determine the current and future need for personnel, preparing proposals for filling vacant positions and creating a reserve for promotion. Participates in the study of the labor market to determine sources of satisfying the need for personnel, establishing and maintaining direct connections with educational institutions, contacts with enterprises of a similar profile. Informs company employees about available vacancies. Participates in the development of long-term and current labor plans. Monitors the placement and placement of young specialists and young workers in accordance with the profession and specialty obtained at the educational institution, conducts their internships, and takes part in the adaptation of newly hired workers to production activities. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training. Takes part in organizing the work, methodological and information support of qualification, certification, and competition commissions, and processing their decisions. Analyzes the state of labor discipline and compliance by enterprise employees with internal labor regulations, personnel movement, participates in the development of measures to reduce turnover and improve labor discipline. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates about their current and past work activities, compliance with the rules for storing and filling out work books, the preparation of documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as entering the relevant information in the data bank about the personnel of the enterprise. Prepares prescribed reports.

HR Specialist Must know:
legislative and regulatory legal acts, methodological materials on personnel management; labor legislation; structure and staff of the enterprise, its profile, specialization and development prospects; the procedure for determining future and current personnel requirements; sources of supplying the enterprise with personnel; methods for analyzing the professional and qualification structure of personnel; provisions on certification and qualification tests; procedure for election (appointment) to a position; the procedure for registration, maintenance and storage of documentation related to personnel and their movement; the procedure for creating and maintaining a data bank about the personnel of the enterprise; the procedure for drawing up reports on personnel; fundamentals of psychology and sociology of labor; fundamentals of economics, labor organization and management; labor legislation; means of computer technology, communications and communications; rules and regulations of labor protection.

HR Specialist Qualification Requirements.
Higher professional education without any work experience requirements.

Please tell me if it is possible to hold the position of HR specialist without higher professional education, if you have a diploma of professional training in the specialty “Organization of HR work in a modern enterprise” with a volume of 657 hours and 8 years of work experience. Initially, the employee was hired for the position of HR department inspector with an official salary at the 3rd qualification level of the PKG. A few years later, the position was renamed HR specialist (number 103 units). The official salary remained the same at the 3rd qualification level of the PKG. An additional agreement was concluded with the employee. Now the director intends to rename the position of HR specialist to HR inspector and with a reduction in the official salary to the 2nd qualification level of the PKG. Personnel officer in the institution - 1 unit (the number is reduced to 86.5 units). Is this legal and is it legal to leave the position of HR specialist in this situation?

Answer

Answer to the question:

To begin with, we note that according to “On Amendments to Labor Code Russian Federation and Articles 11 and 73 of the Federal Law "On Education in the Russian Federation" professional standards will be mandatory only partially .

The amendments concern the application of professional standards.

The concept of professional standard is clarified. This is a characteristic of the qualifications necessary for an employee to carry out certain type professional activities, including performing certain labor function.

From July 1, 2016, employers are required to apply (including commercial organizations) professional standards in terms of qualification requirements necessary for an employee to perform a certain job function, if these requirements are established by legislation or regulations of the Russian Federation.

The rest of the professional standards will be used by employers as the basis for determining the qualification requirements for workers, taking into account the characteristics of the labor functions they perform, determined by the technologies used and the adopted organization of production and labor.

We also note that, as a general rule, the employer determines job titles and qualification requirements at his own discretion.. But if labor legislation connects the performance of work in certain positions or professions with the provision of compensation and benefits (early retirement, additional leave) or establishes any restrictions, then the names of such positions and professions and qualification requirements must comply with qualification reference books and professional standards. The specified compliance must be observed both in the employment contract with the employee, where his position will be indicated (performing work in the profession), and in staffing table organizations.

It should be noted that arbitrary job titles can create certain difficulties for the organization. According to Federal law dated December 28, 2013 N 426-FZ “On a special assessment of working conditions”, each organization is obliged to conduct a special assessment of the working conditions of its employees. This applies to all organizations, regardless of their type, legal form, or form of ownership. When conducting a special assessment, it will be necessary to reflect not only the name of the position, but also its code according to the All-Russian Classifier of Types of Economic Activities (Clause 2 of Article 18 of the Law), and if the position is not provided for by any of the CAS, then fulfill this requirement It will be difficult for you. Based on the recommendation of the organization conducting the special assessment of working conditions, it is likely that the relevant position will have to be renamed.

In addition, in In order to verify the employee’s suitability for the position held, the employer has the right to conduct certification.

If the certification commission comes to the conclusion that the employee is not suitable for the position held, the head of the organization has the right to dismiss him (Clause 3, Part 1, Article 81 of the Labor Code of the Russian Federation).

Also, if there is an expression of will of the employee, he can be dismissed at any time by at will: . Dismissal is possible by agreement of the parties to the employment contract: .

Thus, if an employee has already been hired, and does not have the necessary education and experience, then it will be possible to dismiss him from work only if he really cannot cope with his work due to insufficient qualifications, which must be confirmed by certification results .

Requirements for the qualifications of a HR specialist: Higher professional education without requirements for work experience ().

Personnel inspectors: secondary vocational education without requirements for work experience or primary vocational education, special training according to the established program and work experience in the profile of at least 3 years, including this enterprise at least 1 year.

Details in the materials of the Personnel System:

1. Situation:How to rename a position

Changing the name of a position without changing the job function is not a transfer (). At the same time, such a rename can be carried out either by agreement of the parties, when both parties agree to the change, or unilaterally at the initiative of the employer (Article , Labor Code of the Russian Federation).

If the renaming of a position occurs by agreement of the parties, then it must be formalized according to general rules changes to the employment contract (). To do this, prepare for employment contract the employee whose position is planned to be renamed. Publish on the basis of an additional agreement. Enter information about renaming the position and employee.

If the employee does not agree to the renaming of the position, then the employer can change the name of the position unilaterally, provided that such renaming is caused by organizational or technological changes (). For more details, see Quest game for personnel officers: see if you know how work has changed since the beginning of the year
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ECSD 2018. Revision dated April 9, 2018 (including those with changes that entered into force on July 1, 2018)
To search for approved professional standards of the Ministry of Labor of the Russian Federation, use directory of professional standards

HR Specialist

Job responsibilities. Performs work to staff the enterprise with personnel of the required professions, specialties and qualifications. Takes part in the recruitment, selection, and placement of personnel. Conducts a study and analysis of the official and professional qualification structure of the personnel of the enterprise and its divisions, established documentation for personnel records related to the hiring, transfer, employment and dismissal of employees, the results of certification of employees and assessment of their business qualities in order to determine the current and future need for personnel, preparing proposals for filling vacant positions and creating a reserve for promotion. Participates in the study of the labor market to determine sources of satisfying the need for personnel, establishing and maintaining direct connections with educational institutions, contacts with enterprises of a similar profile. Informs company employees about available vacancies. Participates in the development of long-term and current labor plans. Monitors the placement and placement of young specialists and young workers in accordance with the profession and specialty obtained at the educational institution, conducts their internships, and takes part in the adaptation of newly hired workers to production activities. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training. Takes part in organizing the work, methodological and information support of qualification, certification, and competition commissions, and processing their decisions. Analyzes the state of labor discipline and compliance by enterprise employees with internal labor regulations, personnel movement, participates in the development of measures to reduce turnover and improve labor discipline. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates about their current and past work activities, compliance with the rules for storing and filling out work books, the preparation of documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as entering the relevant information in the data bank about the personnel of the enterprise. Prepares prescribed reports.

Must know: legislative and regulatory legal acts, methodological materials on personnel management, labor legislation, structure and staffing of the enterprise, its profile, specialization and development prospects, the procedure for determining the future and current needs for personnel, sources of supplying the enterprise with personnel, methods for analyzing the professional and qualification structure of personnel, provisions on certification and qualification tests, the procedure for election (appointment) to a position, the procedure for drawing up, maintaining and storing documentation related to personnel and their movement, the procedure for creating and maintaining a data bank about the personnel of the enterprise, the procedure for drawing up reports on personnel, the basics of psychology and sociology of labor, fundamentals of economics, labor organization and management, labor legislation, computer technology, communications and communications, labor protection rules and regulations.