HR Responsibilities: Everything has become more complicated and important.

The responsibilities of the personnel department, as a rule, are an integral part of the overall functionality of the personnel management service of the organization. However, it should not be understood that this is some kind of secondary unit performing design work in the field of labor relations. Of course, maybe in Soviet times the responsibilities of the personnel department came down to paperwork and reporting, but modern realities require a different, more serious approach. In particular, this is due to modern concepts in the field of personnel management and the abolition of the distribution system of graduates of professional educational institutions by enterprises.

Currently, new areas of activity have been added to the responsibilities of the human resources department. At the same time, no one took off the traditional tasks associated with the maintenance and preparation of administrative, accounting and reporting documents, the conclusion of employment contracts, and certification of employees. In addition, the documents of the personnel department today have acquired a different qualitative significance in connection with the increase in the legal literacy of people. This is not earlier, when a person worked for the good of the country, inspired by the ideas of communism. In this regard, errors in personnel records management are unacceptable, they can cause litigation, orders of supervisory authorities and fines. And, most importantly, for violation of labor legislation, the head of the organization may face disqualification.

The responsibilities of the personnel department have also increased quantitatively, for this you can “thank” the state, whose various departments are constantly inventing new forms of reporting documents, complicate procedures, and “improve” legislation. All this leads to an increase in paper work.

Among the new areas of work of this unit of the organization, several of the most important should be mentioned. These functions of the personnel department mainly relate to working directly with the person himself, rather than with various papers. Firstly, this is the selection of personnel. Now this is especially important when the coordinated work of the team and the company as a whole, which operates in a rather unfavorable environment, depends on the qualifications of the employees. The main factor determining the importance of this area is the shortage of trained specialists and workers in technical specialties. It is wrong to expect that qualified personnel will be found on their own, it must be sought and selected for a specific place in the staffing table, taking into account the specifics.

Secondly, it is business career planning and personnel reserve management. The systematic and targeted development of professional qualities of employees is the most effective way to obtain highly qualified specialists who are most involved in the company's processes. It is almost impossible or very expensive to select such employees only due to external reception. The third important area is the formation and development of corporate culture. In this multifaceted process, the personnel department is also given one of the leading roles, often coordinating the actions of other services.