Job description of the HR manager: 10 duties

Not every company has a vacancy for a person who will work directly with the team.

Such issues are relevant only for enterprises in which a large number of people work.

A lot depends on the professionalism of the personnel officer.

Job description of the personnel manager is his main working document.

Every manager or head of a company can draw up his instruction, being guided by the company's needs, however many items remain unchanged for all HR specialists.

Personnel Manager and his job description

Today, no one is surprised that large companies employ specialists whose main responsibility is interaction with the team.

These are the original modified personnel officers from the Soviet past with expanded powers, good education and new job descriptions.

Personnel manager is an important profession of

A person who works with company employees is usually called an HR manager( HR stands for human research.)

It is the literal translation from English that explains what exactly the employee of this department should do:he must first of all be an explorer who chooses the best professional samples from the experimental human material, and only then by a clerical office worker, who is engaged in labor books and other papers.

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This profession is still underestimated and therefore underpaid by some company executives

This happens for a number of different reasons!

If the firm is small, the HR functions can be divided among themselves by the manager andan accountant, but if there are fifty or more people in the staff, then you can not do without a separate post.

This is a management position, so it should have some flexibility in dealing with employees.

You, as a leader, can retain the last word when hiring a new master to work, but it is not necessary to monitor every step of the HR specialist when he conducts preliminary interviews or scours in search of the most professional personnel.

All employees must understand that the head of HR is one of their superiors, therefore the staffing table, job descriptions, rules, dress code conditions and many other things created by him are necessary for execution.

If you do not trust your HR specialist, you simply chose the wrong person for this position and you should correct your mistake.

Is it hard for the HR manager to work without job description?

One of my friends once said that the very phrase "job description" has a Soviet smell when the bureaucracy and a bale of papers ruled the ball.

I did not agree with it then, because I love the documented order and clear rules( what can and can not be), and would not agree now, when I spent much time studying this topic.

Filling time sheet: 15 rules

A manager who does not have job description can do a great harm to the company because:

1. He does not really know his powers, and therefore can not 100% cope with his duties.
2. It is difficult to call it a professional, because the requirements for work, stated in writing, should be not only for the HR specialist, but for all personnel.
3. Unprofessional attitude towards work leads to the fact that the staff is formed as a hack, not the best specialists are taken to work, but those who just liked the manager.
4. If someone who works with a team does not follow the rules, then the employees themselves will feel relaxed and will not follow their instructions.
5. There may be problems with government services, because HR-service does not know about changes in legislation, etc.

In general, you have already realized how important this craft is, therefore, you should take a person with a certain moral and professional qualities( organizational skills, strong nerves, ability to get along with people, endurance, responsibility, punctuality, knowledge of labor legislation and the fundamentals of psychology, foresight and so on).

Job Description of the Personnel Manager - Basis of the Basics

Job description - an important document for the professional development of any specialist and the personnel manager is not an exception.

It is important that the text is not too voluminous and confusing.

The shorter and easier it will be laid out the general provisions, rights and duties of HR-service, the better for everyone.

General provisions of the job description of the personnel manager

Any job description of the personnel manager should start with general provisions that state:

1. The nature of the position of the HR service officer( supervisory).
2. To whom the HR employee is subordinate and who has the right to dismiss him( usually only the director of the company has the right to do so).
3. Who has the right to become an HR specialist: an adult with a higher education, a set of necessary psychological and professional qualities, a work experience of 1 year, etc.
4. Who should replace an HR professional when he can not perform his duties, for example, for health reasons or for a planned leave period.
5. Than in the work the expert is guided: by laws of the country, the status of the company, the orders of a management etc.
6. What kind of knowledge should an employee of HR-service have.

Declaration of resignation at will: 5 samples

Sometimes in general provisions several clean lines are assigned in order to make changes to the document without delay, when such a need arises, but such practice is not mandatory for everyone.

What do you need to know, be able and responsible for, the HR manager, if you believe the job description?

Every person can become a human resource manager, because it takes time, effort and mental capacity to acquire a number of knowledge and skills:

1. Labor legislation of the country.
2. Fundamentals of psychology, marketing, economics, sociology.
3. Office work and documentation.
4. Labor protection.
5. Company development strategy.
6. Requirements of the personnel of the enterprise.
7. Theories and practices of remuneration, team management, training, etc.

And the HR specialist must constantly engage in self-development and self-education.

Even if you graduated in the field of HR, you still have a lot to learn, because all new theories and practices are emerging, each company puts forward its requirements for this position, competition in this sector is great, and the labor law is often amended.

Obligatory conditions of the employment contract: 10 requirements of

According to the job description, the manager bears great responsibility for:

• failure to fulfill his duties;
• violation of the state labor legislation;
• violation of work discipline in the team;
• conflicts in the team;
• errors in the formation of staff, etc.

In general, it is a responsible job, which must be carried out with all seriousness, because in the end it is possible to receive fines, dismissal, a ruined career and many other troubles.

Rights and duties of a human resources manager according to the job description

As I said, the HR manager is not a regular personnel officer, he has more powers, multiple responsibilities and is a part of the management of any company.

That's why this position is put forward so high demands.

According to the job description, the HR manager must:

1. Directly communicate with the team and organize all the work related to it.
2. Ensure that all employees have the opportunity to improve their skills and develop professional qualities.
3. Control that the company complies with the norms of the labor legislation of the state.
4. Provide consulting and other assistance to the manager on all issues related to the staff of the enterprise.
5. To monitor the safety of working conditions for employees.
6. To select employees for this or that position, which will maximally effectively cope with their duties and will not create special problems in the team, conduct interviews, test candidates.
7. To deal with all personnel documentation.
8. Conduct certification, evaluate the growth of employees and their prospects for the company.
9. To think over evaluation criteria of professional and personal qualities of the personnel, to share their developments with the heads of departments.
10. To take care of the social development of the company's staff, maintain a favorable microclimate in the team, avoid the outbreak of conflicts, etc.

The HR specialist can have other responsibilities, it all depends on the size of the company, the presence of his immediate subordinates, the country where the firm is based, the requirements of management, etc.

But the employee of any enterprise has not only duties, but also - the rights, about which he should know.

The job description should indicate that the human resources manager has the right:

1. To offer ideas and projects aimed at improving the work of the staff.
2. Get acquainted with all the changes in the labor legislation of the state.
3. Require adequate salary, meeting the level of responsibility and scope of duties of the post.
4. To inform at meetings about deficiencies in the staffing table, service relations and so on and suggest ways of eliminating these shortcomings.
5. To lead the HR department, sign the documents within the limits of personal competence.
6. To improve their own professional skills, attend courses, trainings, engage in self-education.
7. Do not do what does not meet the qualification of an HR specialist and goes beyond his competence.

We suggest you to view a funny video about how hard the work of a human resources specialist is:

How does a human resources manager formulate his job description?

If you are not the first specialist who was hired by this company, then for sure you will be able to see the job description created by your predecessor.

But, if you are at the helm of the HR department of a new firm, then this document will have to be created from scratch.

In any case, this skill will be useful, because the company staff can at any time expand, there will be new posts, the requirements for which you will have to write specifically for you.

It's not so difficult to create a document, moreover, there are enough ready-made samples on the network that can be targeted.

You only need to make one of the samples some changes that meet the profile of your company and the tasks that guide you.

Good examples can be found at these resources:

• http: //www.aup.ru/docs/di/ 847.htm
• https: //www.rabota.ru/guide/ dolzhnostnye_instruktsii / dolzhnostnaja_instruktsija_menedzhera_spetsialista_po_personalu_dolzhnostnye_objazannosti_menedzhera_spetsialista_po_personalu_obrazets_dolzhnostnoj_instruktsii_menedzhera_spetsialista_po_personalu.html
• http: //www.jobs.ua/ job_description /view/29/
• https: //www.rabotka.ru/ job_description / 190.php

It should also be remembered that The duty manager's instructions personnel, like any other specialist, are issued in duplicate, one copy is kept in the HR department, the other is handed out to the employee.

. .. If there is a need, this document may be amended after signing the corresponding decree of the director of the company.