The purpose of attending the courses is HR administration. Professional retraining under the program of personnel records management
For documentation All personnel operations in the organization require certain knowledge and skills.
Office work at the enterprise is regulated by an instruction independently developed and approved by the director. It is an internal regulatory act and is mandatory for all employees of an economic entity. It is developed and supervised by the Human Resources Department.
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Legislation requires the preparation of many documents that fix all parties labor relations employee with employer.
Experienced and novice personnel officers should improve their skills. To help them, Internet sites have been created, which present theoretical courses in personnel records management.
Personnel papers reflect the activities of the staff, confirm the length of service of employees, which plays a paramount role in calculating pensions. The management is responsible for the documentary fund of the enterprise.
The main details in control on paper
Competent organization personnel records requires knowledge of the regulatory framework, tracking its changes, orientation in the forms of documents used.
For what purpose is
The procedure for maintaining personnel records is regulated by law. On the large enterprises with a large staff, as a rule, a personnel service is formed. Its employees draw up relevant documents in accordance with the requirements of the regulatory framework of the Russian Federation.
Papers can have a unified form or be developed at the enterprise and approved in local acts.
HR records management- this is an activity aimed at the development and maintenance of documents related to the accounting of personnel, working hours, payroll calculations.
Personnel issues include the following items:
- registration of employment;
- internal movement of workers;
- dismissal;
- regulation of relations between the manager and employees;
- organization of the labor process;
- others.
Proper organization of personnel records contributes to the solution of a number of problems.
Its main goals are presented in the table:
| Direction personnel work | Tasks in progress |
| Accounting and control | recruitment, accounting, dismissal of staff. |
| Planning and regulatory | selection, transfer, adaptation of workers. |
| Reporting and analytical |
|
| Coordination and information |
|
| Organizational and methodological |
|
| Documentary |
|
In Moscow and other large regions of the Russian Federation, organizations with separate divisions can keep personnel records online. For this, appropriate programs have been developed that allow the exchange of documents in in electronic format.
The legislative framework
The legislative framework for personnel records management is contained in the Labor Code of the Russian Federation.
This activity is regulated by a number of legal acts:
- Instructions for filling out and applying primary documents for accounting and remuneration (Goskomstat Resolution No. 1 dated 05.01.04);
- unified documents and requirements for their preparation (Gosstandart resolution No. 65-st of 03.03.03);
- Standard instruction on office work for federal executive authorities (Order of the Ministry of Culture of the Russian Federation No. 536 dated 08.11.05);
- Rules for the work of archives (decision of the Collegium of the Federal Archives of 06.02.02);
- Rules of office work for federal executive authorities (Decree of the Government of the Russian Federation No. 477 of 15.06.09);
- Law on information, its protection and information technology No. 149-FZ dated July 27, 2006;
- Law on Consideration of Applications of Russian Citizens No. 59-FZ dated 02.05.06;
- Law on the state language of the Russian Federation No. 53-FZ dated 01.06.05;
- Law on archiving No. 125-FZ of 22..10.04;
- Law on Trade Secrets No. 98-FZ dated July 29, 2004;
- Order on work books No. 117n dated 12/22/03;
- Decree on the adoption of instructions for filling out labor No. 69 dated 10.10.03;
- Resolution on work books No. 225 dated April 16, 2003;
- Instructions of the General Staff of the Armed Forces of the Russian Federation.
Required Documents
The Labor Code of the Russian Federation obliges organizations to have their own legislative framework, which includes a number of mandatory local normative documents.
These include:
| Charter | The main founding document. It spelled out legal form enterprises, founders, field of activity, procedure for hiring and dismissal of the head, his powers. Many internal regulations of the company are drawn up on the basis of the provisions of the Articles of Association. |
| Labor regulations (hereinafter - the Rules) |
|
| Instructions on the protection of personal data |
|
| Regulation on labor protection | It is located in the personnel department. Each employee is familiarized with the document. In enterprises with more than 50 employees, there must be a position of a labor protection specialist. |
| shift schedule | It is used in companies with a shift work schedule. The document is urgent and is valid for a certain period at the discretion of the employer. |
| Papers on labor rationing | They reflect the necessary time costs for the manufacture of products (performance of work) by one employee or group and the establishment of labor standards on their basis. |
Regulations
After accepting the head, the number of positions required for normal operation organizations. Taking into account the figures obtained, the production cycle and other features of the enterprise's activities, it is being prepared.
To draw up a document, a standardized form is usually used. You can download a sample for free from the Internet. The employer has the right to adjust the schedule at its discretion.
In the document, the positions are listed in hierarchical order: starting with the director and ending with the support staff. For each of them, the number of units by state, salary and allowances are indicated.
At the next stage, the work schedule is formed. It represents work schedules for all employees. If there are shifts, detailed shift schedules are created. The document briefly describes the requirements for appearance employees, behavior, daily routine, etc.
Next, the form is developed employment contract. In this case, the main norms of the Labor Code of the Russian Federation and the internal regulatory documents of the company should be taken into account. An employment agreement is usually drawn up by the organization's lawyer or outside contractor.
The document must include the following items:
- information about the legal entity: name, address, telephone number, full name and position of the head;
- employee passport data;
- position of the employee, types of contract (permanent or fixed-term) and workplace (main or additional);
- a list of the main duties with reference to the instructions for this position;
- information on remuneration, additional payments, benefits, vacations;
- work schedule, payment for processing;
- reasons for termination of the contract and other conditions;
- signatures and details of the parties, company seal.
To check and optimize the work of personnel officers, management can conduct an internal or independent audit. This helps to reduce the risk of administrative penalties, disputes and complaints from staff.
Stages of organizing HR records management from scratch
For the formation of personnel records, it is convenient to use the following step-by-step instructions:
| Preparing the necessary | To organize a personnel service, you first need to purchase furniture, office equipment, stationery, etc. You will definitely need a personnel program, for example, "1C: ZUP" and a reference legal system. Thanks to this, employees of the department will track last changes legislation and will have access to the necessary documents. A safe is needed to store labor and important papers. |
| Registration of the head | The director is the executive officer of any company. He signs the paperwork. To give him all the powers, he is hired under an employment agreement. An appropriate order is issued, by which he appoints himself. |
| Appointment of a person responsible for personnel work | In a small company, these functions may be performed by the head. If an individual employee is engaged in office work, an employment contract is drawn up with him. On its basis, an order is prepared. If the duties are assigned to one of the previously hired employees, they draw up supplementary agreement and order. |
| Drawing up internal acts | They are signed by the director and stored in a special folder along with orders. Local documents include the papers listed above (section "Regulatory acts"). |
| Documenting the reception of personnel | For each employee, a folder should be created for filing all papers related to his data and labor activity(employment agreement, order of admission, personal card). |
| Filling out work books | Records of admission, transfers, incentives, etc. are entered into these documents of employees. The employer is obliged to start a new book for an employee who has never worked before. Labor and a journal of their registration are in the stationery departments. These papers must be kept in a safe. |
This instruction is also suitable for dummies who do not have experience in this matter.
How is accounting
To keep records, you need to properly organize the document flow.
To do this, do the following:
- develop an internal regulatory framework;
- prepare a staffing table for each state unit;
- make a regular arrangement;
- prepare labor agreements;
- develop forms for personnel;
- issue T-2 cards;
- approve application forms for employees;
- prepare internal orders.
All personnel actions must be confirmed. Their list is fixed in the regulations.
Additional points
Personnel accounting from scratch begins with the reception of personnel. It is important to properly apply for job applicants, prepare the necessary documentation.
Staffing and holidays
One of the mandatory standard documents that must exist at the enterprise is the staffing table (form T-3).
- list structural divisions and positions;
- the number of staff units for each position;
- salaries, bonuses for positions;
- organization payroll.
Subdivisions are indicated in the document in order of their importance for the work of the organization. Within them, the positions of employees should also be given in order of importance. Job titles in labor agreements and staff lists must match.
The staffing is a form of a schedule with the full names of employees entered in accordance with their positions.
The vacation schedule (f. T-7) reflects information about the time of granting annual holidays to all employees. Compiled for a year. It is approved by the director in agreement with the trade union body. The document must be issued at least 2 weeks before the new year. The data entered into it is binding on both employees and employers. The exception is beneficiaries.
The schedule includes the following details:
- department name;
- Job title;
- Full name and personnel number of the worker;
- number of vacation days;
- dates of departure on vacation according to plan and fact;
- grounds for postponement of vacation, estimated date.
2 weeks before the vacation, the employee is informed about this. An order is issued, with which the employee is familiarized against signature. In November, you can prepare an order for all heads of departments, obliging them to submit vacation schedules to the accounting department before December 1. This will facilitate the preparation of the overall schedule.
Registration of employees
The full-fledged work of the organization begins with the recruitment of employees. Filling vacancies is accompanied by paperwork.
Responsibilities of the HR Officer when hiring employees are as follows:
- registration in a special journal of an application from the applicant;
- newbie introduction to current instructions and local acts;
- execution of an employment agreement and control of its signing by the parties;
- issuing a copy of the contract to the employee and putting a note about it on the letterhead of the organization;
- execution and registration of the order in the ledger;
- filling out a personal card, filing documents in the case (statements, copies of personal papers, orders, contracts);
- transfer of documents to the payer for payroll to the employee.
When building a system of personnel records management, you should initially decide which documents must be drawn up, and which ones are needed for a particular field of activity.
Required papers include:
- orders for personnel (for reception, transfer, etc.);
- personnel orders (for holidays, bonuses, business trips, etc.);
- T-2 cards;
- labor;
- agreements;
Other required papers include the following:
- staffing;
- position on OT;
- travel log;
- regulations internal regulations;
- others.
Job descriptions and the Collective Agreement are not required, but almost every employer has these documents.
After establishing a list of mandatory documentation, you should study the statutory papers. On their basis, other documents need to be developed. Their list depends on the nature of the activities of the legal entity and the characteristics of working conditions. For example, if it is necessary to provide employees with uniforms and PPE, it is necessary to prepare an order on the procedure and terms for issuing them, which employees need them.
Compensation and benefits for work in special conditions must be documented: in hazardous industries, irregular, night work, etc. Further, they draw up the Regulations on Personnel Records Management. It reflects the list of papers necessary for the work of the organization, the procedure for their execution and storage.
The legislation does not oblige to develop such a Regulation, however, it will greatly facilitate the work of personnel officers. To work in new organization first the director is accepted, then he recruits the rest of the staff.
The composition and number of required posts reflects the staffing table. The rules of procedure reflect all work schedules, requirements for employees, etc. A standard labor agreement is developed on the basis of the norms of the Labor Code of the Russian Federation.
Before using accounting journals, they should be prepared: numbered sheets, stitched, sealed. On the last page firmware stick a piece of paper. The number of pages is indicated on it, the director or responsible executor signs, and a seal is put. On the first page of the journal write the name of the organization and the start date of its maintenance.
One of the most important documents of personnel records is a work book. For their conduct, an order is appointed responsible person, which fills them and is responsible for their safety.
Frequently asked Questions
The organization of personnel records has certain subtleties and nuances:
| Recovery order | The procedure is not reflected in the legislation. It usually consists of the following steps:
|
| Features of individual entrepreneurs with employees | The entrepreneur hires staff according to the standard scenario. The contract is concluded in several stages:
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| Small business management |
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| Simplification of accounting in micro-enterprises | All working conditions are fixed in an agreement with the employee. In 2019, the heads of these companies and individual entrepreneurs have the right to refuse to draw up local regulations. Within 4 months from the moment of loss of the status of a micro-enterprise, the management is obliged to issue a "traditional" personnel documentation. |
is an activity aimed at systematization of personnel documents and work with them.
The personnel department exists in all organizations and ensures uninterrupted work with documents, as well as timely accounting of all changes on the part of the enterprise and its employees.
Dear readers! Our articles talk about typical ways to resolve legal issues, but each case is unique.
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Required literature
In order to quickly conduct training in office work and apply knowledge in practice, experts recommend paying attention to the following publications:
Organization of personnel records management from scratch
The organization of personnel records management from scratch should be built in stages as follows:
- Installation of special computer programs designed to carry out competent documentation and other matters related to personnel records management.
- Studying important documents of the organization.
- Acquisition or independent production registration log.
- Director's form. Need to check correct filling all papers, which should reflect the date the manager has been working in the company.
- Creation of a staffing table and internal regulations that apply to all employees without exception.
- Creation of a standard employment contract that will be beneficial to the organization, but will not contradict legislative norms.
- Then the main documents are needed.
To date, there are many programs designed for these needs. However, organizational leaders traditionally choose 1C.
This is due to the fact that there are specialists in the installation and maintenance of this program in any large or small city, but those who could serve innovative developments cannot always be called by phone.
All submitted contracts and documents must comply with, and not contradict, the charter of the organization. This carries an important part, first of all, to eliminate disagreements with the management or with employees.
The documents that will be contained in the office work of the company must be agreed with the higher management.
It is necessary to clarify which of them will be mandatory, and which can be postponed, because they will be used in rare cases. It is important to know which of them will be located in the work schedule, and which in forms.
How to draw up a staffing table, read our article.
If they are not in the company, you need to create these documents. These documents must be fully agreed with the head of the organization and checked against the regulatory framework. That is, you need to find out whether the innovations are contrary to the law.
Human Resources can't get by without creating the following papers:
- order forms;
- liability agreements;
- registration log;
- accounting books;
- work time sheet.
- After the documents, you need to take care of who and how should lead.
The issue of their storage and filling out documents should be decided on time and in advance. At the initial stage, when there are very few personnel at work, this may be the founder of the company. On this occasion, a special order should be issued. Failure to do so will result in a serious fine.
If in the future there will be a person whose duties will include working with documents, then a new order on the appointment of a responsible person.
For this procedure you will need:
- job orders;
- registration of labor contracts;
- availability of work books;
- cards for employees;
- book in order to take into account work books.
This is far from everything that an employee starting from scratch needs to know, but such actions are only first basics a large amount of information to be explored in the future.
You can find instructions for personnel records management.
Responsibilities of the Human Resources Specialist
The office worker has a broad field of activity, covering all aspects of the organization related to employees and their work. So, the main tasks of the office worker are:
- Preparation of documents related to sick leave and other certificates.
- Formation of a personal file for each of the employees.
- Preparation and development of time sheets.
- Conducting and preparing personnel orders.
- Calculation and subsequent accrual.
Download a sample job description for a personnel officer-clerk for free.
In addition to the main tasks, employees in this field of activity also have additional tasks, such as the:
- tracking the market for wages;
- tracking and inviting candidates for employment;
- compiling a list of open vacancies in the organization;
- development of regulations on and recruitment of employees of the company.
Sometimes an employee of this department is engaged in appraisal activities on the work of employees and compiling a report on this topic.
It is important to know that in accordance with applicable law, the personnel officer cannot disclose the employee's personal data to third parties. This responsibility lies entirely with him.
Mistakes made in the HR department
Mistakes can be made in any work. So HR is no exception. Since this is a complex process and it is difficult for many novice employees to remember a large amount of information, the main ones are as follows:
- When registering and dismissing an employee.
- Work with workbooks. According to the rules, the series and number of this document must be entered in the book of accounting for the movement of labor books, which not everyone does.
- When concluding an employment contract. The main omissions are the absence of any of the documents required for this procedure, or the employment of citizens who are unable to engage in this type of activity for health reasons.
- Orders. A local regulatory act at the enterprise can be issued, but it does not contain the signature of the head of the company. This is gross violation and such document is not valid.
First of all, it refers to the design. The order may not specify the conditions for or the nature of the work performed. Sometimes mistakes are made in the initials or surname of the employee, as well as his working unit. It is important to consider here that an order executed with errors or issued by an unauthorized person is invalid.
Restoration of order in personnel records
Sometimes in a small company it happens that a lot of violations accumulate, and there is no specialist capable of resolving this issue. If, nevertheless, such a person was found, and he was entrusted with putting things in order in the documentation, then he needs to follow following step by step instructions:
- The latest edition of the regulations will be required, which will help to solve many problems. legal issues, as well as special literature on personnel topics and programs that make life easier in personnel office work.
- Revision of documents and verification.
- Studying the wishes of the manager, as well as how things are in the company and whether they correspond to the declared orders and local regulations. This stage also includes a careful study of the constituent documents of the organization.
- Determination of the circle of persons involved in the development of the missing documents and those employees who will be responsible for the document flow and its safety in the future.
- Analysis of the staffing table, which must be performed in a unified form.
- Checking the execution of the head, employees and employment contracts in the company.
- An important part is the study of previous employment orders and personal cards for employees, there should be no errors in them.
- Checking work books.
- Checking transfers and movements of employees in the company, layoffs, both past and current.
- The final step is to check work time for each employee.
All must be available Required documents that are related to business. These include mandatory, special and optional.
It is important that everything is in its proper form and in its place.
Optional ones should also be acquired in order to protect yourself when conducting checks in the office.
Office automation
HR records management is becoming more and more complex over time, and companies are getting bigger. Therefore, the way out of this situation is HR automation. Today, in almost every organization, personnel issues are resolved using automatic devices.
Establishing the automation process should take place in several stages:
- The first step is to set a goal for automation. Most often, this is the smooth operation and efficiency of the installed system.
- After determining the effectiveness, you need to start implementing the system, that is, creating an automatic database.
- Next, you need to train employees to work on the provided equipment.
- The introduction of data from all documents of the organization into the system is the main stage. At this time, you need to create templates for reports.
For correct personnel office work, you will need following programs:
- pre-systems, that is, programs that provide accounting;
- HRM systems. This is the system problem solving with staff automation. This is a system that stores information on each of the employees;
- WFM system. These programs have more features than conventional automation programs;
- HCM-systems are decisive issues not only in terms of the quantitative indicator of personnel, but also in terms of quality. Such programs improve the performance of large firms by about 15 percent.
Of course, you can abandon new technologies and carry out work according to the old methods. However, progress does not stand still, and in the future it may turn out that due to improper automatic equipment, a violation of the document flow may occur, which can entail a fine.
How to organize personnel records in a newly created company - see the video seminar:
Shift schedule Used in companies with a shift work schedule. The document is urgent and is valid for a certain period at the discretion of the employer. Papers on labor rationing They reflect the necessary time costs for the manufacture of products (performance of work) by one employee or group and the establishment of labor standards on their basis. The composition of the personnel documentation of the enterprise Normative acts After the adoption of the head, the number of positions required for the normal operation of the organization is established. Taking into account the figures obtained, the production cycle and other features of the enterprise's activities, a staffing table is being prepared. To draw up a document, a standardized form is usually used. You can download a sample for free from the Internet. The employer has the right to adjust the schedule at its discretion.
HR records management
The personnel planning process, as well as planning in general, is based on a number of principles, i.e. rules to be taken into account in the process of its implementation. The main one today is the participation of the maximum number of employees of the organization in the work on the plan already at the earliest stages of its preparation.
When compiling social plans this principle is unconditional, in other cases its application is desirable. Another principle of personnel planning is its continuity, due to the appropriate nature economic activity organization and the fact that the staff itself is in constant motion.
In accordance with this principle, planning is not seen as a single act, but as a constantly repeating process.
HR administration from A to Z
- The procedure for issuing and issuing work books to employees who do not have work experience
- Filling out work books when hiring an employee (including part-time work), transferring, dismissing, renaming an organization, etc.
- Making an insert in the work book
- Issuance of duplicate work books
- Issuance of a work book upon dismissal
- Reminder for an employee to receive a work book
- Accounting and storage of work books in the organization
- Correction of errors in records
- Responsibility for non-compliance with the procedure for maintaining work books
- Analysis of typical mistakes made when filling out work books
- Formation, maintenance of personal files
Organization of systematization and storage of documents on personnel. Preparation personnel documents to archival storage.
Features of personnel office work
AT small firms it, as a rule, is not specially developed, but exists as a system of unofficial installations of the owners. It is believed that the written registration of personnel policy allows you to clearly and clearly reflect the views of the administration, to convince the staff of its goodwill; improve the interaction of departments; to introduce uniformity and consistency in the process of making personnel decisions; inform the staff about the rules of internal relations; improve the moral and psychological climate and so on.
Important
Personnel policy should be based on principles such as fairness, consistency, compliance labor law, equality and non-discrimination. Sometimes, however, it has a discriminatory character based on age, nationality, gender, and so on.
sign, i.e. contrary to current labor laws.
HR business specialist
Attention
Journals on personnel records management, rules for registration and storage To account for the movement of documents, office work in personnel service involves the maintenance of specialized journals. This is spreadsheet documents multipage format, most often unified.
Usually they are started either in large notebooks, or they are purchased ready-made in specialized stores. Types of personnel magazines:
- registration of incoming and outgoing documentation, including letters;
- registration of orders;
- registration of arrival and departure of employees on business trips;
- registration of applications, submissions, notifications, official and memos;
- registration of forms of work books, their inserts;
- books of accounting for the movements of various personnel documents, etc.
d.
All journals must be in without fail stitched and sealed, and the sheets are numbered.
Tasks of the personnel service
Stages of applying for a job:
- conclusion of an employment contract;
- issuance of an admission order;
- making an entry in the work book of a new employee or its establishment;
- registration of a personal card;
- if it is accepted in the organization - the establishment of a personal file;
- familiarization and signing by the employee of internal regulatory documents and instructions.
Personnel records (personal cards, staff list) Personnel records management involves the mandatory registration of records, in particular, staffing and personal cards. These documents are mandatory for organizations of all forms of ownership.
Staffing and headcount should be up-to-date and meet the needs of the organization. It contains the names of all positions, the number of rates, indicating vacancies for a given period.
Job description
It is drawn up as an annex to the Rules. Article 189. Labor discipline and work schedule Instructions on the protection of personal data
- According to Art. 87 The Labor Code of the Russian Federation establishes the requirements that must be met when processing personal information about employees, ensuring their protection, use, and storage.
- Personal information is considered to be information about a single worker, which is necessary for the employer for labor relations. Employees should be familiar with the documents that determine the procedure for processing their data.
Article 87
Storage and use of personal data of employees Regulation on labor protection It is located in the personnel department. Each employee is familiarized with the document. In enterprises with more than 50 employees, there must be a position of a labor protection specialist.
Human Resources Department
The procedure for the application of unified forms of primary accounting documentation, approved by the Decree of the State Statistics Committee of Russia No. 20 dated 03/24/1999. Details - in the article "Instructions on personnel office work, which will facilitate the work."
HR document management: electronic and paper For modern companies it is necessary to conduct not only traditional paper, but also electronic document management. Incoming correspondence is increasingly received through electronic channels, official contracts and agreements are allowed to be certified using EDS (electronic digital signature), and even some types of reports for government agencies are generated exclusively in electronic form. We advise you to read the article “What information and reports should be submitted to the personnel officer” in order to transfer all the necessary data to the statistics authorities, tax, Pension Fund and employment service.
Download an example of the staffing table of the T-3 form in word In the document, the positions are listed in hierarchical order: starting with the director and ending with the support staff. For each of them, the number of units by state, salary and allowances are indicated.
At the next stage, the work schedule is formed. It represents work schedules for all employees. If there are shifts, detailed shift schedules are created.
The document briefly describes the requirements for the appearance of employees, behavior, daily routine, etc. Next, a form of an employment contract is developed. In this case, the main norms of the Labor Code of the Russian Federation and the internal regulatory documents of the company should be taken into account. An employment agreement is usually drawn up by the organization's lawyer or outside contractor.
Goals and objectives of the HR specialist
- registration in a special journal of an application from the applicant;
- familiarization of the beginner with the current instructions and local acts;
- execution of an employment agreement and control of its signing by the parties;
- issuing a copy of the contract to the employee and putting a note about it on the letterhead of the organization;
- execution and registration of the order in the ledger;
- filling out a personal card, filing documents in the case (statements, copies of personal papers, orders, contracts);
- transfer of documents to the payer for payroll to the employee.
Types of personnel documents that have unified forms Recommendations in order When building a system of personnel records management, you should initially decide which documents must be drawn up, and which ones are needed for a particular area of activity.
The organizational and methodological direction of personnel work involves the solution of the following main tasks: - documenting the activities of employees of the enterprise; - personnel work in the divisions of the enterprise; - planning of personnel work; - management of personnel work. organizations; - line of business (manufacturing, trade, services to the population); - strategic goals organization; - stage of development of the organization; - number of personnel; - priority tasks of working with personnel. The duties and structure of the personnel department may be different depending on the type of activity of the organization. The classic approach to personnel management is called "human resource management".
We say “personnel records management”, we mean painstaking work: piles of important documents, work with personal data, a huge responsibility to the employer and the law. What does a personnel officer have to deal with? From the article you will learn:
- where does the organization of personnel office work begin;
- whether it is possible to entrust personnel office work to third-party performers;
- What should an HR specialist know and be able to do?
- what documents should be kept in the personnel department.
Human Resources is a critical aspect of any organization that employs staff.
Both micro-enterprises with multiple employees, and large companies, whose staff is in the hundreds of units, must properly draw up personnel documentation, fill out work books, and submit reports to the statistical authorities. All this is done by the personnel department.
Form of study: full-time or remotely
This course will teach you how to competently draw up labor relations from hiring to dismissal. You will learn the requirements for the preparation of personnel documents and the organization of documentation storage.
Training is built on practical examples and specific situations. You will complete a workshop on each topic on specially prepared student worksheets. The acquired knowledge and skills will allow you to start practical personnel work after completing the course.
Course objective: training students in specific practical skills of personnel work, paperwork, resolution of contentious labor issues.
Contract for the provision of paid educational services:
Requisites for payment of tuition:
Course program
Personnel service of the enterprise. Regulatory documents
- Functions and structure of the personnel service.
- Documents regulating the activities of the personnel service.
- Staffing: development, approval.
- Documents required for the organization.
- Sample orders required when checking the GTI
Employment: registration, conclusion of an employment contract. Personnel accounting
- Employment contract: content, term
- Labor and civil law contracts: criteria for distinction.
- Prohibition of "borrowed" labor. Leasing staff to another employer. Features of registration of labor relations.
- Micro-acceptance: differences, legal requirement.
- Applying for a job: mandatory and additional conditions
- Probationary period: features of the establishment and their legitimacy
- Employment of foreign workers
- Features of registration of labor relations with former civil servants
- Features of registration of labor relations with the head of the organization
- Employment order: grounds, procedure for registration.
- Features of registration of fixed-term employment contracts
- Cancellation of the employment contract. The algorithm of actions of the employer in case of cancellation of the employment contract
- Personnel accounting: employee's personal card and instructions for filling it out.
- Electronic employment contract
- Typical mistakes made when registering labor relations.
- Responsibility of the employer for violation of labor legislation
- Workshop
Transfer to another job
- Types and procedure for the transfer of an employee.
- The algorithm of the employer's actions during transfers and changes mandatory conditions employment contract
- Movement: bases.
- Actions of the employer when moving workers
- Typical mistakes made by the employer during transfers and relocations
- Workshop
Organizational culture of the company. Personnel certification.
- The concept of organizational culture
- Internal labor regulations, job description: development and approval.
- Legislative requirements for the design of internal labor regulations.
- Certification of the organization's personnel: goals, objectives of certification
- The procedure for conducting and issuing certification of personnel.
- Workshop
Vacations. Types of vacations, the procedure for granting, registration. Business trips.
- Vacation schedule: procedure for development, execution, approval
- Typical mistakes made by the employer when scheduling vacations
- Types of holidays: the procedure for granting, registration
- Postponement of vacation, recall from vacation. Documentation. The algorithm of the employer's action when recalling an employee from vacation, when rescheduling holidays.
- Leave for pregnancy and childbirth, for child care: the procedure for granting, registration.
- Part-time work while the employee is on parental leave
- Command procedure. Documentation.
- Registration and payment of one-day business trips
- Legislative requirements for the preparation of documents for business trips
- Cases of extension of business trips and rules for their registration
- Typical mistakes made when applying for vacations
- Responsibility of the employer for violation of labor legislation when taking vacations
- Workshop
Termination (termination) of an employment contract with an employee (dismissal).
- Termination of an employment contract: general grounds
- Termination of the employment contract at the initiative of the employer
- Termination of the employment contract at the initiative of the employee
- Features of the dismissal of certain categories of workers
- The procedure for processing the termination of an employment contract
- Workshop
Maintenance and storage of work books, personal files. Organization of the current storage of personnel documentation.
- Requirements for the procedure for maintaining and storing work books.
- Employment book: registration title page, making records of admission, transfer, dismissal.
- Duplicate work book. Insert in the work book. Grounds for issuance, procedure for registration.
- The book of accounting for the movement of work books and inserts in them.
- The book of accounting for forms of work books and inserts in work books.
- Formation, management of personal files.
- Nomenclature of affairs of the personnel service.
- Workshop
Organization military registration at the enterprise
- How to keep military records when applying for a job
- Development of a work plan for maintaining VUS and booking
- Guidelines for maintaining military records
- Responsibility of the employer for violations of the VUS
Preparation of personnel documentation for verification of GIT
- What documents does the GTI check?
- How to appeal the results of the check
- The procedure for conducting scheduled inspections
Protection of personal data of employees
- The concept of personal data
- Documents containing personal data
- The right of employees to protect their personal data
- Obtaining personal data of an employee from third parties. Consent of the employee to the provision of such data by third parties.
- Documents establishing the procedure for processing personal data
- Processing of personal data of employees
- Storage and use of personal data of employees
- Regulation on the protection of personal data
- Terms of storage of personal data
- Responsibility of the employer and employees for violation of the rules governing the protection of personal data
Special assessment of working conditions at workplaces
- Definition special evaluation labor
- The algorithm of actions of the employer when conducting a special assessment of the working conditions of workplaces
- Determining the hazard class in the workplace
- The procedure for transferring information on the results of a special assessment of working conditions at workplaces
- Measures of responsibility of the employer for violations of labor protection requirements
Training takes place at a convenient time for you in comfortable classrooms. Everyone is given the opportunity to attend a trial lesson for free before concluding a training contract.
At the end of the course You will receive a standardized certificate.
There are many HR courses that are aimed at existing employees of HR departments: they help update knowledge of the law, learn about innovations in working with software and documents.
Also on the educational market are courses on the study of personnel records management from scratch with the study of 1C, military registration, organization of personnel work in commercial, government and manufacturing enterprises. Sometimes training centers guaranteed employment after graduation.
Education, as a rule, is full-time (daytime, evening or weekends). There are also remote programs.
Duration of courses: from 18 to 80 academic hours (calendarly from 2 to 30 days). Majority curricula short-term and last 24-32 ac. hours.
The cost of training in personnel matters varies from 3 to 34 thousand rubles. The price depends on the volume of the program, its depth and level of complexity. The "average" course costs between 5-7 thousand rubles.
In the courses you will learn
Courses of office work and document management will teach you:
- maintain document flow and draw up organizational and administrative documents;
- properly handle and store documentation;
- understand labor laws;
- calculate financial accruals to employees;
- keep a time sheet;
- work with various modules of the 1C program.
For whom
Training from scratch is suitable for everyone who wants to master the profession of a personnel officer. Professional development courses in the field of HR administration are suitable for professionals who want to update their knowledge, learn new skills and move up the career ladder.
Certificates of Completion
Upon completion of studies, students receive a certificate of the established form or other similar document.
Courses in Russia and the CIS
- Vladivostok
- Ivanovo
- Kaliningrad
- Kirov
- Magnitogorsk
