What are office positions? Job titles on the staffing table. Development staff

Where does every company start? From the idea and the people who jointly implement it. Each of the participants has a specific role, a list of responsibilities and competencies. All this is determined by the position held. This article discusses what are the positions in the company depending on the industry and line of business, the minimum staffing, as well as brief digression in the duties of management positions, specialists and workers.

What positions can be

Positions in the company are like roles for actors in the theater - each has its own scenario of work, duties, competencies, tasks, functions. Each individual position requires a specific person with a specialized set of knowledge, skills, experience and personal qualities. In any organization, all existing positions can be divided into three groups:

specialists;
work positions.

Each group requires certain knowledge and skills, experience and education.

Most important position

Any group of people united by common goals and interests cannot function normally without a leader. One person or a group of people must be at the helm of the company, make important decisions, correct the course of the organization and solve internal problems. IN Russian companies this role is performed by the person holding the highest position in the company. Depending on the type of company, its legal form, the number of owners and accounting policy, the dominant position may be different names. In limited liability companies, a director or general director. In joint-stock companies - the board of directors or shareholders. In agricultural production cooperatives - chairman.

An LLC can be opened by one person. In this case, the founder of the company and the director can be one and the same person, make decisions solely and independently manage all the processes of the organization. In OJSC and CJSC it is already more difficult. In joint-stock companies, the directors are elected by the board of shareholders. In carrying out his official duties, he is obliged to listen to the opinion of the shareholders of the company.

Company leaders

A newly opened LLC, with a staff of no more than two or three people, is unlikely to need a large number of leadership positions. But if the company grows, departments appear that perform fundamentally different functions, the staff increases to tens and even hundreds of people, then middle managers simply cannot be dispensed with. A person holding such a position does not have absolute power over his subordinates, does not make single-handedly important decisions, and does not manage the company as a whole. His task is to control the work of his department, coordinate the employment of his people, and resolve issues within his competence. The most common leadership positions include:

financial director, or head of the financial department;
Technical Director;
director of production and production;
Chief Engineer;
head of the personnel department;
Chief Accountant;
head of the trade department;
head of the purchasing department;
head of public relations department.

Of course, each organization has the right to include in the staff list the positions that are necessary in their direction. The names of departments and positions of the people who manage them may vary, while the functionality of the employees is quite similar.

The job of the chief engineer

Chief engineer - a position that is found in organizations that manufacture products that contain their own fleet of vehicles or a fleet of specialized equipment: agricultural organizations, plants, factories, transport companies, and so on. The work of a chief engineer requires a higher technical education in the direction of the organization. It is on him that the technical equipment of the enterprise with spare parts, fuels and lubricants, the necessary equipment and machines, the well-coordinated work of mechanics and maintenance personnel depends. From his proposal, purchases of all technical units, their spare parts, hiring of people who service all these machines and devices are made. The job of a technical director is similar. In some organizations, these are identical concepts.

Production Director

Production director - a position that makes sense in organizations that produce any product. This executive is engaged in researching the structure of the market, supply and demand, studying the offers of competitors, determining what needs to be produced, at what prices and in what volumes. The volume and quality of products, their price and placement on the market depend on the effectiveness of its work. His tasks include finding suppliers of raw materials of adequate quality and at an acceptable cost, launching the release process, and monitoring it throughout the entire production cycle.

Specialists

Positions in the company are not limited to managers of different levels. Without ordinary specialists, they will simply have no one to manage. Specialists are usually called applicants with higher or secondary vocational education, who graduated educational institution in a certain specialty. In organizations, the positions of specialists include: accountant, managers of various directions, operators, engineers, doctors and others.

Job positions

There are also job positions in the company. Unlike the positions described above, workers do not require specific education, experience, or characteristics. Such work usually requires the performance of certain physical actions: movers, pickers, drivers, cleaners. To perform these tasks, there is no need for higher education, work experience, organizational or leadership abilities. Enough to have physical health and endurance.

The law establishes requirements for the title of positions in the staff list. Find out which employers must adhere to them, and for whom such requirements are not mandatory.

Read our article:

How to correctly name a position in the staff list

First of all, the employer should remember that when hiring employees, the title of the position must correspond to the staff list (Article 57 of the Labor Code of the Russian Federation). Therefore, the initial mention of the title of the position is reflected precisely in the “staff”. And the staffing should be in all companies.

It is worth noting that the name of the specialties must be the same for all employees performing the same job. Accordingly, wages are set equal. If differentiation is required, then division into categories is possible. Then the differences in payment are allowed.

When reference books and professional standards are required

Prior to the introduction of professional standards at the very end of 2012, the Unified Tariff and Qualification Guides (ETKS) were used. So the working specialties and specialists were named, focusing on these reference books.

Can I come up with a job title myself?

For commercial companies, matching job titles is not so important. Indeed, for them, as a rule, no benefits are provided, and, accordingly, there is no regulation of names.

In this work, one should be guided by the principle of reasonableness and name the positions so that the labor function is obvious from their name. Now the name “manager” has become widespread. At the same time, both the head of the department and the cleaner with a slight difference in the name can be called a manager.

Often, the employer comes up with beautiful, prestigious positions in order to lure the best specialist to the place. Including uses foreign names (HR-manager). There is a direct prohibition on such actions in the current legislation (clause 6 of the Rules for maintaining and storing work books, making work book forms and providing employers with them), as this can mislead candidates for vacant positions.

Change of position in the staffing table: procedure

A change in staffing may be necessary in a fairly large number of cases. One of them is job change. This procedure is not ordinary and requires compliance with a number of established rules. The procedure becomes much easier if all positions are vacant in the position being changed. Whereas busy units create many obstacles and significantly increase the workflow.

Legal basis for job titles in the staffing table

It is a local regulatory document, which is formed in order to regulate the organization of labor at the enterprise and fix the order wages.

So, the staffing table assumes the following information:

the names of the positions of all subjects employed at the enterprise (from the management apparatus to ordinary subordinates);
the number of employed citizens in each position;
the amount of wages by salary or tariff rate, as well as the amount of allowances and the percentage due to individual groups of employees.

These provisions often do not cause difficulties, except for the names of positions. So, the volume and procedure for remuneration, as well as all related nuances, are regulated by Art. 133 of the Labor Code of the Russian Federation. Managers need to be aware of financial position enterprises to approve the procedure for remuneration. However, the definition of job titles is often difficult. In addition to the presence of many different names fixed in directories and professional standards, there are positions and branches of activity that involve separate specialties.

However, based on Art. 195 of the Labor Code of the Russian Federation, it is clear that the names of all positions in the enterprise must be compiled on the basis of a directory or standard in connection with the requirements for the qualifications of an employee established in them.

Also, from the provisions of the professional standard, it can be concluded that the manager, when hiring a subordinate, should pay attention to:

correspondence of the position title in the staff list and the actual duties assigned to the subject;
compliance with qualification requirements from standards and requirements for an employee to perform specific duties.

For example, the job of a secretary might be classified as an "Assistant to the manager" position, since both titles imply the same set of employee responsibilities. However, a plumber cannot be classified as a "Communications Inspector", as the functions of the professions differ from each other. The name of the position is formed on the basis of the actually imputed duties, and not the sonorous name of the profession.

Application of qualification directories and professional standards in terms of the names of positions in the staffing table

Based on Art. 195 of the Labor Code of the Russian Federation, the application of professional standards in practice is mandatory for state forms of organizations or in those organizations whose authorized capital is 50% state-owned.

In particular, in all municipal structures, the title of the employee's position should be based on the list of the qualification directory or the provisions of the professional standard. In other commercial formations, such standards are advisory in nature.

In addition to the above, reference books and standards can be applied in situations where the working conditions of subordinates imply certain benefits from the state. So, benefits are a guarantee of the law, therefore, in the conditions of their provision for a specific position, even in a commercial company, special requirements apply. In particular, such requirements include the correspondence of the title of the position itself to the specified list of specialties in professional standards.

The availability and definition of specific benefits depends on the title of the position. In the event of a discrepancy between the name of the position in the staff list and the actual duties performed by the employee, the head of the company may be held administratively liable.

It is also necessary to take into account such nuances:

when the enterprise applies a tariff form of remuneration, based on Art. 143 of the Labor Code of the Russian Federation, the title of the position must correspond to the qualification directory;
based on Art. 18 of the Federal Law No. 426 of December 28, 2013, when assessing subordinates, it is necessary to fix the profession code. The procedure for such certification should be carried out at least once every 5 years. If the positions do not coincide with the provisions of the directory, this will lead to violations of the certification procedure.

Rules for determining the title of a position in the staffing table

At the moment, the legislation does not provide for the procedure for the formation of job titles, therefore, many enterprises independently develop such titles, based on local regulations.

In practice, the features of the formation of the names of specialties may include:

using more prestigious and unusual language to motivate subordinates;
long wording to describe all the duties assigned to the subject;
incorrect name, based on the personal judgment of the manager.

However, such rules violate the labor legislation of the Russian Federation, as they often do not correspond to reality. It is recommended to adhere to the following rules:

the title of a specific position must correspond to the staff subordination, which can be determined on the basis of the judgment of the head of the company, however, taking into account subordination;
the name of the vacancy must match the set of duties of the subject;
use legislative norms for the formation of names.

Based on the RF PP No. 225 dated April 16, 2003, the instruction for the execution of work books includes a rule according to which the assignment of positions to employees for foreign language forbidden. Therefore, for example, the position of "IT manager" is illegal.

Also, the name can be formed based on their types: basic and derivative. The basic names are those that are recorded in the directories. Derivatives are recognized names formulated from the basic ones or compiled independently at the enterprise.

It is also legally allowed to use in the names of prepositions that act as connected particles. For example, "Master of metal structures." At the same time, the law does not establish a word limit in the name of a vacancy, therefore, in practice, such positions as “Leading Specialist in accounting and analysis of the economic activity of the enterprise.

The procedure for including job titles in the staffing table

The procedure for including a position category in the staff list or the process of renaming an existing profession is standard:

A draft order is being prepared to make adjustments and a new publication of the staffing table.
sighting.
Publication of the order and its subsequent registration.

Unlike work books, reductions are allowed in the staffing table. For example, a Human Resources Inspector can be entered as an OK Inspector. However, abbreviations are not desirable if there is a possibility of ambiguous interpretation of the abbreviation.

Also, when entering the name of the specialty, it is necessary to prescribe its code on the basis of the qualification directory, if a particular position is associated with obtaining benefits or restrictions.

If the position of an employee is not associated with restrictions and benefits, it is not required to indicate occupation codes in the staff list according to OKPDTR.

The approval of the corrected document will be sufficient in those circumstances when the position being corrected is free or its name exactly matches the labor agreement of the subject. Under other conditions, the procedure may be extended.

The procedure for making adjustments to the functional card or job titles of employed employees

Circumstances leading to the need to make changes to the staff list in the context of the names of vacancies may arise upon the fact:

So, when making changes only to the title of the position, the following actions are carried out:

Based on Art. 72 of the Labor Code of the Russian Federation, in addition to making adjustments to the staffing table, the manager also needs to draw up an additional agreement with the subordinate to the main employment contract. Also, based on Art. 74 of the Labor Code of the Russian Federation, such changes can occur without the consent of the subordinate, however, at the same time, he must be notified of the upcoming changes at least two months in advance.
Based on the Instructions for filling out work books, approved by the Decree of the Ministry of Labor No. 69 of 10.10.2003, it is necessary to enter this information into the work book of the subject.

If an employee moves from position to position within the enterprise, the procedure is as follows:

In addition to making adjustments to the staffing table, the head's order on relocation is also published, with which the subject must be familiarized in advance.
Based on Art. 72 of the Labor Code of the Russian Federation, if the name of the new subdivision of the subject was indicated in the main employment contract, it is necessary to draw up an additional agreement on the transfer and change of the name of the position.

If the changes have affected the functional set of an employee, you need to perform the following actions:

A vacancy with a different name is included in the staff list (while the previous name is temporarily retained). Then a new job description is published.
An additional agreement is drawn up to the main agreement on the transfer of the subject to another unit. Then given fact recorded in the workbook.
After that, the previous position title is eliminated from the staff list.

The exclusion of a previous vacancy from the staff list while it is occupied is illegal.

Thus, the inclusion or change of job titles in the staffing table is a simple process, performed in several stages. Managers are also advised to familiarize themselves with the requirements of qualification handbooks and professional standards in terms of job titles.

In most cases, the job title is formed on the basis of professional activity, which is not always possible to formulate in one word.

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That is why there are long job titles in order to concretize the labor function or the name, which disguise simple duties under a prestigious title. And the formation of job titles is determined by law. It establishes both the requirements for names and possible options.

Normative base

The staffing table is one of the local acts created in order to streamline organizational structure companies and fixing the amount of remuneration.

The agreed document states:

names of all positions from management to ordinary employees;
the number of staff units for each vacancy;
salary based on salary or hourly tariff rate before allowances as a percentage.

As a rule, there are no problems when determining the salary, due to the fact that for this type of remuneration for work a single rule has been established, enshrined in Article 133 of the Labor Code of the Russian Federation. The total must not be lower than the minimum wage, which is formed taking into account the cost of the food basket and the annual inflation rate and is set at the federal level.

That is, it is enough for the employer to be guided by Article 133 of the Labor Code of the Russian Federation and their own financial capabilities when setting the amount of remuneration. But with the choice of job titles, it is more difficult, since there are a lot of industries, and there are a lot of job titles, not to mention the legislative norms enshrined in the ETKS and Chapter 31 of the Labor Code of the Russian Federation that regulate compliance with professional standards.

What does the law say?

In accordance with the Decrees of the Ministry of Labor in the Russian Federation, a Unified Tariff and Qualification Guide has been formed. It includes many issues approved by the same Decrees of the Ministry of Labor of the Russian Federation with the definition of job titles in the context of each industry, indicating qualification requirements for vacancies and an approximate list official duties, the necessary knowledge and characteristics of the work.

Also, Article 195.2 of the Labor Code of the Russian Federation states that the name of the position in the staff list should be formed taking into account the ETKS in connection with the requirements established for Professional Standards.

That is, the head of the company, when choosing the name of the position, must take into account several factors, namely:

correspondence of the name to the imputed duties;
the ratio of requirements to qualification characteristics of work.

For example, it is permissible to call a secretary an assistant to the head, because the duties are identical. But it’s hardly possible to call a locksmith a communications inspector, since the name of the vacancy should be formed taking into account the duties performed, and not a prestigious title.

When are reference books and professional standards required?

Article 195.3 of the Labor Code of the Russian Federation states that compliance with the Professional Standards is mandatory for many employers - those who manage companies with state form property or institutions in which half authorized capital belongs to the Russian Federation.

For example, in municipalities, government departments and other government agencies, the job title must comply with the ETKS and the requirements specified in the specified document, while in other companies the directory can be used as recommendations.

Also, ETKS and professional standards must be observed in cases where there are working conditions at the workplace of workers that deviate from the norm and give the right to a certain list of benefits.

Benefits are guaranteed by federal law, respectively, if they are provided, certain requirements apply. For example, the same correspondence of the job title to Professional standards.

So, you can work for 20 years as a painter and breathe paint fumes, but at the same time have a job title "construction worker." This does not comply with the ETKS and does not provide for harmful employment conditions, and hence the right to.

That is, in accordance with the norms of the law, the list of benefits directly depends on the name of the position, which will be provided to the employee only if the name of the vacancy corresponds to the duties performed.

There are several other important factors to consider:

If the company has a tariff system of payment, that is, grades, class, then in accordance with Article 143 of the Labor Code of the Russian Federation, the name of the vacancy should be established taking into account the norms of the Qualification Handbooks. This is due to the fact that the list of duties for some positions is given for each category separately, given that the level of qualifications and characteristics of work are different.
In accordance with Article 18 of Federal Law No. 426, during the certification of workplaces, in addition to general data, the certification sheet also indicates the profession code. This assumes that the title of the positions corresponds to the Qualification Handbook. And since attestation must be carried out at all enterprises at least once every five years, differences between the actual title of the position and the title of the vacancy in the ETKS can lead to violations of the assessment procedure.

In other cases, compliance with professional standards is advisory in nature. This implies the use of directories only as a standard form, which can be modified taking into account the specifics of the company and imputed duties, but, nevertheless, not completely ignored.

Can you come up with a name yourself?

As a rule, for institutions belonging to state structures, the staffing table is set by higher authorities, so they do not have any difficulties with the selection of names, since they receive it ready-made.

But for companies that are commercial structures, when choosing names, many questions arise, because the list of job responsibilities does not always coincide with the ETKS due to the specifics of work and can be much wider than the established standards.

In such a situation, the company's management can come up with a name on their own, but taking into account both the requirements for professional standards and the capacity for individual positions. If there are no harmful conditions or classiness in the company, then the name of the vacancy can be arbitrary, but within reasonable limits, given that the general length of service in a particular industry sometimes depends on the name of the position.

For example, in some companies there is 1 full-time position of a lawyer, and several specialists are engaged in this area, the title of which may indicate, for example, a specialist in legal work. Or the same watchman can become a guard of the economic part, since he is in charge of only adjoining territory companies, and even then at night.

Features of using job titles in the staffing table

Considering that as of 2019, at the legislative level, there are no unified rules for the formation of job titles, and the norms of professional standards should be observed only if certain working conditions and in state structures ah, in many companies, job titles are selected based on their own rules.

They are as follows:

a prestigious title to increase motivation;
long name in order to specify imputed duties;
an arbitrary name for the sake of fashion and Western trends.

For example, at the moment, the position of a manager is quite common and prestigious. Under it, you can disguise less sonorous professions, for example, the same cleaning lady, who, having become the manager of a cleaning service, will not stop washing floors and dusting, but will receive an additional reason to be proud of her position, which means an incentive to develop.

Or, due to the small number of staff, one employee can hold two positions. For example, it can be a deputy director - head of a department. Thus, two jobs are combined, and, accordingly, duties in one full-time instruction, but with larger powers.

In some companies, the practice of naming a position using letters of a foreign alphabet. For example, the following option is used - IT - manager.

Basic selection principles

The stipulated rules are not always correct. They violate both the norms of the current legislation and the rules for the formation of job titles in accordance with subordination.

The following principles should be followed:

First - compliance with the name of the category of the staff hierarchy, which can be chosen arbitrarily, but taking into account subordination.
Second - correspondence of the job title to the duties performed.
Third- Application of the law.

So, in Decree of the Government of the Russian Federation No. 225, in paragraph 6 of the Instructions for filling out work books, it is said that the work book is filled out only on state language, which on the territory of the Russian Federation is Russian.

Accordingly, the names of positions in English and other languages are prohibited. But when applying for a job, the name of the vacancy must be indicated, therefore, the norms of the law in the case of an IT manager will be violated.

Base and derived variants

Given that there are a lot of job titles, they are divided into types:

basic;
arbitrary.

The basic names are those fixed in the Qualification Handbooks. But the names formed from the basic ones or invented independently can be arbitrary.

Naturally, if there is a basic name, there are no problems, since its basis is regulated by the ETCS. But in connection with the use of arbitrary names, questions may arise regarding the determination of the right to early retirement benefits.

In paragraph 9 of the Decree of the Ministry of Labor of the Russian Federation No. 29, an explanation is provided on this matter. According to him, derivative job titles, which include basic titles, can be recognized as basic, and entitle the employee to receive benefits.

For example, the profession of a battery worker is present in the ETKS, but a senior battery worker is not, while the nature of work and the hazard code correspond to the first name, which automatically gives the right to benefits established by law.

If an arbitrary name does not contain a base name, then it will be difficult for an employee to claim any benefits. Therefore, when calculating a pension, the length of service in the agreed position will be counted as a total and no more.

That is, if the company is engaged in the general field and there are no harmful conditions at the workplace, arbitrary names can be used, but if the hazard code is 3.1, the name of the profession must have at least a basic name.

Rules for the use of individual words

The qualification directory contains many job titles, most of which do not consist of one word, but of several.

For example, a forklift driver or a refrigerator charger. That is, the law allows the name of a profession, consisting of several words containing a specification of a certain type of activity.

The law also allows the use of prepositions in the names of vacancies that act as a link between several words - for example, an ultrasonic technician or a conservator of equipment and metal products, which again implies a very wide range of different phrases.

There is no limit set by law for a certain number of words in job titles, given that some industries may have quite long titles that will be present in vacancies.

So, quite extensive names are currently common in the field of government structures, where the following positions are present:

economist in accounting and business analysis;
Leading specialist in contract and claims work.

That is, there are no restrictions on the number of words and the use of prepositions for the formation of logical phrases in job titles at the legislative level, given that the specified aspects are present in the job titles in the ETCS.

One more aspect should be noted.

In accordance with Qualification guide, additional words to basic titles, such as director or secretary, are used as a clarification of the powers and duties performed.

For example, a secretary can only deal with office work, but a secretary-typist will be busy in the formation of administrative and other documentation.

Accordingly, the director will be directly involved in the management of the company, but the executive director will have powers only in one of certain areas.

What should be remembered?

When choosing a job title, it should be remembered that the correct title of the profession predetermines the right to receive benefits established by law.

The same right to early retirement or benefits provided for Labor Veterans, who, on the basis of the norms of Federal Law No. 5, must confirm their length of service and type of activity in a particular industry.

The responsibilities of the Human Resources Inspector include:

formation of personal files of employees;
execution of orders;
accounting of work books, their filling;
work with documents;
sick leave registration;
discipline control.

In its structure, the personnel department has the following departments:

Labour Organization;
selection of employees;
retraining of personnel;
promotion planning;
attestation;
occupational Safety and Health.

Positions can be the following - labor organization engineer, timekeeper, labor economist and others. Responsibilities of a personnel officer The above example does not exhaust all the duties of a personnel inspector. The section "Rights" establishes the authority of the employee to independent decision matters within its competence.

Job titles in the HR department

Code 2 corresponds to specialist positions, such as HR specialist, accountant, economist, marketer, HR inspector, etc. For specialist positions, intra-job categorization is provided for remuneration: for example, HR specialist, HR specialist of 2 and 1 categories.
For each of these categories, the "qualification requirements" section of the qualification characteristic establishes requirements for education and, as a rule, for work experience in the specialty. Job titles of employees of the personnel department 4.
In the professional standard of the personnel officer, the fifth level of qualification refers to the first generalized t / f (work with documents). The sixth level of qualification is an independent activity to determine the tasks of one's own work and (or) subordinates in order to achieve a specific goal.

The specified level refers to the generalized t / f from 02 (B) to 06 (F) and affects the work of, for example, a personnel manager, a recruitment specialist, a development and training specialist, compensation and benefits. The seventh level of qualification refers to the last two generalized labor functions (7 (G), 8 (H)) and involves the definition of a strategy, management of processes and activities, including innovation, with decision-making at the level of large organizations or departments.

The seventh level of qualification concerns the heads (heads) of the personnel department, directors of personnel.

HR or Human Resources?

Conclusion of contracts for training with employees.
Internal coach for the sales department, client department, call center.

Planning skills.
Skills of work in the role of the Customer of services.
Knowledge modern methods training, assessment, research and analysis of the qualitative composition of personnel
Practical skills in preparing and conducting trainings, seminars
Skills of primary control of contracts.
Personal competencies: analytical mindset, skills in MS Office (Word, Excel, Power Point), good knowledge of the organization's specialization, defending the interests of the company in front of the Contractor, communication skills.
Skills in working with special programs, for example, 1C 8.0, 7.7 (contributes learning outcomes)
Desirable skill in working with educational programs, electronic courses, simulators

Who works in the HR department? (job description)

Info

In the first case, an analysis of the state of the need for personnel is carried out, a staff schedule is developed, and personnel is selected. Employees of the personnel department of the position Skill in working with special programs, for example, 1C 8.0 Medium.

Responsible for: the correctness of the description of the requirements and the compliance of the invited candidates with these requirements; compliance of the published requirements with the current legislation; compliance with the requirements of the law in case of refusal to hire. As a rule, it does not perform the function of planning the need for personnel.
Plans and coordinates, as a rule, the second interview in the personnel service and the interview with the immediate supervisor.

HR employees

Ability to work with special programs, for example 1C 8.0 Medium. Responsible for: the correctness of the description of the requirements and the compliance of the invited candidates with these requirements; compliance of the published requirements with the current legislation; compliance with the requirements of the law in case of refusal to hire.

As a rule, it does not perform the function of planning the need for personnel. Plans and coordinates, as a rule, the second interview in the personnel service and the interview with the immediate supervisor.
Does not decide on the possibility of accepting a candidate, but may express his opinion on the compliance of this candidate with the declared vacancy 1.2.
The professional standard of a personnel officer is only 8 generalized labor functions (1 is shown in the image) According to the recommendations of the Ministry of Labor of the Russian Federation, the duties of an employee (note 2kk.info: in the employment contract itself or in the job description) should indicate labor functions and (or) labor actions that the employee must perform within the framework of his position, taking into account the tasks and functions structural unit. Except in cases provided for federal laws, taking into account the Labor Code of the Russian Federation, the specifics of the activity, the employer can also:

distribute labor activities between several positions (professions, specialties), independently determining the content and volume of work performed by the employee;
expand the list of labor activities for individual positions (professions, specialties) in comparison with the list from the professional standard.

Job titles of staff members

Let me remind you that there are only 8 generalized t / f, but there are many times more labor functions within the framework of generalized ones, not to mention labor actions. So, to perform the first generalized t / f: documentary support of work with personnel (for all three labor functions), knowledge is required:

labor legislation and other acts containing labor law norms;
legislation of the Russian Federation on personal data;
the fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;
basics of workflow and documentation support;
organization structures;
technologies, methods and techniques for analyzing and systematizing documents and information;
standards of ethics and business communication.

Development is carried out jointly with the economic department or in it, but directly with the payment system. As a rule, it has dual subordination: organizational (Head of the Economic Department) and functional (To the Head of the Human Resources Service. 3.2 Labor rationing specialist

Development of population standards.
Carrying out population calculations.
Analysis of requests from divisions for changes in headcount.
Preparation of methodological and regulatory documents on the rationing and calculation of the number.

Knowledge of methods of rationing, calculation of the number, construction of work schedules, taking into account the TC.
Basic knowledge of business processes, functional analysis.
Skills in the development of standards and the calculation of the number in a large organization.
Confident PC user.

Important In a separate paragraph, it is worth making a list of documents that guide the personnel service in the process of activity. What are the responsibilities (nomenclature of cases) The nomenclature is a mandatory list of cases that are formed in the course of the organization's activities.

Attention

Is used for:

establishing a single procedure for the formation of cases;
accounting software;
quick documentation search;
establishing a retention period.

The list of cases will depend on the direction of the organization. When drawing up the nomenclature, current affairs and tasks planned to be completed in the coming year should be taken into account.

Cases should be placed according to their importance. When determining the storage period for cases, one can be guided by the standard list of documents adopted in 2010. A single list of documents is not provided, normative acts establish only some of them.

OKSO (classifier of specialties by education), i.e. it is assumed that the personnel officer can have any education. Although, it is still worth noting that the presence of a “profile” education is an indisputable advantage when applying for a job, the main thing is to choose a specialty that is closer to the intended personnel work (hours in labor law are required).

So today you can get an education:

manager (personnel management);
document specialist (document management and document management support);
specialist in documentary support of management, archivist (documentation support of management and archiving);
lawyer (jurisprudence), etc.

Development control forms to control the adaptation process.
Acquaintance of an employee with his Boss (or curator)
Development together with the Head of control parameters for adaptation.
Monitoring the employee's acquaintance with the structure of the company, his job description, relationships with other employees and departments.
Entering control tasks and adaptation results into the checklist.
Summarizing and presenting conclusions on the results of adaptation to the Head of Human Resources.

Knowledge of adaptation procedures.
Knowledge of company structure and business processes.
Excellent organizational and communication skills (management of an employee older than himself in position - the immediate supervisor of a new employee)
Skills in working with special programs, for example, 1C 8.0, 7.7