HR specialist: professional standard, job description. Leading HR Specialist: Professional Standard

The activities of workers of many specializations demanded by Russian enterprises are regulated by professional standards - sources of norms approved at the level of state structures. The relevant documents can subsequently be used by employing companies in order to implement and improve their own management policies in one direction or another. 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 fulfill in accordance with the norms established by this document?

In which sources of law is the professional standard of a personnel specialist approved?

The professional standard of a personnel management specialist, like many other sources of this purpose, is approved at the state level. The main legal act that establishes the relevant standards is Order of the Ministry of Labor and Social Development of the Russian Federation No. 691n, adopted on 10/06/2015. This source of law is consistent with the provisions of RF Government Resolution No. 23, approved on November 22, 2013.

The professional standard of a specialist in personnel management, which has been put into effect by the state, regulates, first of all, the characteristics of labor functions, which are typical for a personnel officer. Which ones? It is about the following:

• documentary support activities;
• providing the company with personnel;
• assessment and certification of specialists;
• development of human resources of the company;
• assistance in providing employees of the company with comfortable working conditions;
• implementation of the organization’s social policy;
• participation in strategic personnel management.

It should be noted that the professional standard developed for human resources specialists also establishes qualification requirements for employees performing the corresponding labor functions. Only if a person has a certain level of knowledge and skills, it is recommended that the employer allow him to solve a particular group of problems within the framework of the implementation of personnel policy. Let us examine the specifics of the functions listed in the list above, in more detail.

Labor functions of a specialist in personnel: documentary support activities

So, the professional standard established by the personnel officer in the Russian Federation implies that a specialist performs work related to 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 various positions, job descriptions, collective agreements);
• reception from employees signing contracts, personal documents (work books, diplomas, cards);
• preparation of reports to government agencies that monitor labor relations at enterprises in various aspects - including tax and financial (we are talking about such departments as the Labor Inspectorate, Federal Tax Service, non-budget funds).

The considered direction of the personnel officer is among the most important. The next no less significant group of tasks that the personnel specialist solves (the professional standard prescribes this) is related to providing the company with personnel.

Consider them.

HR functions: providing the company with personnel

A personnel management specialist (a professional standard also governs the corresponding direction of his work) should help to provide the company with qualified employees. Actually, this is one of the main tasks of the person holding this position.

The considered area of ​​activity, which sets the professional standard for the personnel 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;
• invitation of candidates for filling vacancies, conducting interviews with them;
• registration of specialists who have passed tests for work;
• adaptation of new employees to the characteristics of the production process in the company.

The next most important area of ​​activity of the personnel manager of an enterprise is the assessment and certification of specialists working in the company.

HR functions: assessment and certification of specialists

A human resources specialist (a professional standard approved by the state establishes an appropriate obligation) solves problems 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 ​​personnel activities includes regular assessments of the level of knowledge and skills of company employees, as well as personnel certification. In this case, the responsible specialist can conduct interviews, tests, invite outside experts - in order to identify the level of professional training of employees in various positions. If the employee did not pass the test, then the personnel officer identifies the factors of occurrence of a similar situation. If necessary, it helps an employee experiencing difficulties in work to acquire the necessary knowledge and skills.

The considered direction of the specialist in personnel management may be part of his next labor function related to the development of the personnel potential of the organization.

HR development as a function of HR manager

A personnel specialist (a professional standard also establishes this obligation) can solve problems associated with improving the professional knowledge, skills and competencies of employees. The corresponding direction of the personnel officer most often includes:

• organization of corporate training for employees;
• sending employees to courses in specialized educational institutions;
• organization of internships at partner enterprises;
• own training in courses to improve competence in terms of staff development issues.

An employee with sufficient qualifications and capable of effectively joining the labor process should receive a good salary, as well as be able to carry out their activities in comfortable conditions. A personnel specialist (a professional standard implies this) may be responsible for the timely formation of the noted working conditions of the employees of the company.

Ensuring comfortable working conditions as a function of a human resources specialist

This area of ​​personnel includes:

• interaction with management, financial services and other competent departments on the payment of timely, sufficient and indexed salaries to staff;
• communication with employees of various departments to identify requirements and wishes regarding the optimization of working conditions, accrual of compensation;
• providing various bonuses and privileges, interaction with the labor protection service on ensuring comfortable conditions for the employees of the company to conduct their professional activities.

Quite close to the considered job function of a HR specialist is the direction of the HR personnel associated with the implementation of the company's social policy. We study its features.

Implementation of corporate social policy as a personnel function

A personnel management specialist (the professional standard governing 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:

• the 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 implementation of the relevant company policy;
• interaction of the personnel officer with the company's employees in order to identify needs and wishes in the field of obtaining preferences and opportunities as part of the company's social policy implementation.

The considered direction of the personnel officer is rightfully attributed to strategic. Therefore, it largely intersects with the following labor function, which the professional standard of the personnel manager requires to perform - strategic personnel management. We will study it in more detail.

Strategic HR management as a function of HR specialist

This area of ​​human resources may include:

• measurement of labor productivity at various production sites;
• identification of weaknesses in the personnel management system;
• formulation of proposals to improve the appropriate system in the context of the strategic objectives of the company.

These are the key functions that the professional standard of a human resources specialist sets. An employee of the corresponding profile usually works in a specialized internal corporate structure. As a rule, this is the personnel service of the company. Consider the features of its functioning in more detail.

The specifics of the personnel service of the employer company

Experts identify the following list of functions that characterize the personnel services of modern enterprises:

• planning the needs of the company in personnel, their training;
• ensuring effective labor productivity;
• study of the professional characteristics of workers in various positions;
• personnel records;
• formation of corporate personnel policy;
• search, attracting new employees to the company, their adaptation in the organization;
• management of internal corporate relations in the field of labor;
• document management in the personnel sphere;
• formation and reporting - internal, as well as subject to referral 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. In all likelihood, the professional standard was compiled by competent government agencies, taking into account the practice of personnel management that has developed at Russian enterprises. In particular, it is observed in the field of establishment and provision of work of personnel services in enterprises.

The specifics of posts in the field of personnel management

So, we examined the specifics of the standards, which includes the professional standard of a human resources specialist. But it should be noted that, along with the employee of the enterprise holding the corresponding position, there may be other positions in the structure of the personnel of the company related to the implementation of the personnel policy.

For example, it may be a leading HR specialist. The professional standard does not distinguish it as a separate position, but in many firms this position is established. A leading employee can be appointed an experienced worker who successfully solves the tasks stipulated by both those labor functions that correspond to those regulated at the professional standard level, and those that are established on the basis of local characteristics of production and personnel policy. In medium and large organizations, the work of personnel managers is controlled by the head of the personnel management service of the company.

For each of the positions involved in solving corporate problems within the framework of personnel policy, individual labor functions are characteristic. So, the head of the personnel service department may have more authority, and in this regard, his work will be less related to substantive problem solving, more so to procedures for coordinating various projects, overseeing the work of subordinates, organizing meetings on current issues.

The professional standard of a personnel specialist is fixed at the level of an official normative act. If we talk about the local level of regulation, which is implemented within the framework of internal corporate relations, we can pay attention to the development and introduction by the management of firms of job descriptions for personnel officers. We will study this aspect in more detail.

The specifics of job descriptions for personnel officers

What is the job description for the person responsible for the development of the organization’s personnel? A personnel specialist (a professional standard does not regulate this aspect of labor relations - you should pay special attention to this) may be required to read this document and sign it if the corresponding source supplements its employment contract.

The job description of the personnel officer or, for example, his manager, may be based on the provisions of a professional standard or on the basis of internal corporate priorities. But since the corresponding standard was 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 be adequate to the required level of qualification and competence of the personnel officer.

If the manager responsible for the preparation of 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 get at his disposal a fairly balanced standard that 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 the job description on its basis is an important condition for ensuring the legality of the provisions of the relevant document.

It can be noted that the job description of the personnel officer can be supplemented by other internal corporate sources that regulate the labor function and procedures for solving problems within the production processes in the company. Among these are labor protection instructions, internal corporate agreements. We noted above that a human resources specialist (a 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 appropriate profile may also be referred to as a manager or personnel specialist. For the position in question, a state professional standard is established. First of all, it determines the list of labor functions of a person who solves problems in the field of personnel management, and also sets qualification requirements for an employee who is obliged to fulfill them by virtue of an agreement with the employer.

The development of professional standards in the field of personnel management is, therefore, in the competence of government agencies. But the employer has the right to supplement the provisions of the relevant regulations with local sources. Which at the same time should not contradict the rules established at the official level.

Among the sources regulating the work of personnel officers and adopted locally - job descriptions, internal corporate agreements. A personnel specialist may take part in their development (a professional standard assumes the formation of the corresponding labor function of the person holding this position).