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Features of the work of the personnel service. Organization and regulation of the work of personnel personnel

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Introduction
1 . Concept, tasks and functions personnel service
2 . Basics of the personnel service

2.1 Regulations on the personnel department
2.2 Job descriptions of personnel department employees
2.3 Structure and forms of personnel service
2.4 Labor rationing for HR workers

3 . Regulations governing matters HR records management in Russia
4 . HR Documents

4.1 Employment contract
4.2 Personnel orders
4.3 Employee ID card
4.4 Work book
4.5 Logs of accounting and control and internal official correspondence

Conclusion
List of sources used

Introduction

Subject term paper- "Organization of the personnel service".

Human Resources - business card enterprises. The first step of a person in an enterprise is personnel service. A person tends to remember the beginning and end of different events. This has been established by psychologists. For each person you just need to find their place. In one place, the employee is ineffective, and in another - brilliant. In each one can find abilities that will allow a person to work in a certain area with maximum efficiency.

The relevance of the topic is substantiated by the fact that the necessary recruitment of personnel, the rationality of selection and the personnel strategy plan, the required number of personnel so that in the future it would be able to carry out personnel policy will depend on the correct organization of the activities of personnel services, preventing the reduction or dismissal of personnel.

The purpose of this course work is to analyze the organization of the work of the personnel service in the enterprise.

To achieve this goal, it is necessary to solve the following tasks:
- identify the tasks and functions of the personnel service of the enterprise;
- to study and analyze the normative documents regulating the activities of the personnel department;

Explore the features of personnel documentation.

The object of research is the personnel service of the organization.

The subject of the work is the documents regulating the work of the personnel service of the organization.

The course work consists of an introduction, four chapters, a conclusion, a list of sources used, an application.

1. The concept, tasks and functions of the personnel service

Personnel service (personnel management service) - a structural unit authorized to carry out personnel management and organizational and methodological management of personnel management measures implemented at the enterprise.

Currently, personnel services can perform the following functions:

· planning of labor resources - determination of the need for personnel depending on the strategy of the organization, search for specialists, creation of a reserve of personnel;

· staffing -- selection of candidates and selection of personnel from the reserve group;

Organization of office work - preparation and execution personnel documents(contracts, orders, work books etc.), organization of work with them (registration, control, current storage, nomenclature of cases, examination of value, preparation and transfer to storage in the archive);

Carrying out certification of employees of the organization;

training, retraining and advanced training of personnel;

analysis of movement and staff turnover;

identification of social tension in the team and its removal;

· coordination of work on stabilization of working conditions and observance of security measures;

Discipline management.

In recent years, it has been proposed to include in the functions of the personnel service the organization of remuneration, which implies attestation of jobs, the determination of the structure of remuneration and the structure of benefits, systems of labor indicators, and analysis of the labor market.

The main tasks of personnel work at the enterprise can be divided into the following areas:

1. The accounting and control direction of personnel work involves the solution of the following main tasks:

Recruitment of employees to the enterprise;

accounting of employees;

Dismissal of employees

· work with temporarily absent employees of the enterprise (who are on vacation, absent due to illness, who have gone on business trips, etc.).

2. Planning and regulatory direction:

selection (search and selection) of employees for the enterprise;

placement of employees of the enterprise;

· movement of employees of the enterprise;

· Positioning and adaptation of employees.

3. Reporting and analytical direction of personnel work:

study of employees;

Evaluation of the work of employees;

· analytical work;

· preparation of reports.

4. Coordination and information direction:

professional training (training and retraining) of employees;

organization of reception of employees of the enterprise (on official and personal issues);

· work with written appeals employees of the enterprise;

archival and reference work.

5. Organizational and methodological direction:

Documentation of the activities of employees of the enterprise;

· personnel work in divisions of the enterprise;

planning of personnel work;

· Personnel management.

All tasks of the personnel department are determined by the specifics of the work of the organization, while taking into account:

the size of the organization;

direction of business (manufacturing, trade, the provision of services to the population);

· strategic goals organizations;

stage of development of the organization;

· number of staff;

priority tasks of work with personnel.

The principles of building a modern personnel management system are:

Efficiency in the selection and placement of employees;

fair remuneration and motivation, remuneration not only for individual, but also for collective achievements;

promotion of employees in accordance with the results of work, qualifications, abilities, personal interests, needs of the organization;

quick and effective solution of personal problems.

The work of personnel services has two directions: tactical and strategic.

As part of the tactical direction, the current personnel work is carried out:

· analysis of the state and planning of staffing needs, development of staffing tables, implementation of recruitment, evaluation and selection of personnel;

testing;

· planning of the next personnel transfers and layoffs, current accounting and control, training, retraining and advanced training, formation of a reserve for promotion, promotion of organizational values and education of personnel in their spirit.

The main activity of personnel services is the formation of labor resources: planning the need for them and organizing practical recruitment activities, resolving conflicts, and pursuing social policy.

The essence of personnel work is to determine what exactly, by whom, how and with the help of what should be done in practice in this moment in the field of personnel management. The solution of these daily tasks is based on administrative methods.

The strategic direction of the work of personnel services is focused on the formation personnel policy organizations - a system of theoretical views, ideas, requirements, practical measures in the field of work with personnel, its main forms and methods.

Based on this chapter, we can note that the personnel service is an obligatory link in the organization of an enterprise and the tasks of the work of the personnel service depend on the activities of the enterprise. As well as proper organization HR records management is the key to the prosperity of the enterprise, but the work of the personnel service is not limited to accounting and statistics, as it is the basis for analysis and planning of the enterprise's potential.

2. Basics of the personnel service

2.1 Regulations on the personnel department

One of the first steps in organizing the work of an enterprise is drawing up a regulation on the personnel department. It includes the tasks, functions, rights and obligations of the organization's personnel.

The regulation on the personnel department includes several sections:

general provisions;

· tasks;

structure;

Functions

relationships with other departments of the company;

· responsibility.

The section "General Provisions" indicates the subordination of the personnel department to the director of the enterprise.

The "Tasks" section contains clearly formulated areas of activity of the department, the most important of which are the organization of work to ensure the selection, placement, use of workers and specialists; formation of a stable working team; creation of a reserve; organization of personnel accounting system.

In the "Structure" section, the procedure for developing and approving the structure of the department, its size, areas of work and assigned divisions of the department are indicated.

In the "Functions" section, functional responsibilities in the field of personnel work:

development of staffing plans;

Registration of reception, transfer and dismissal of employees in accordance with labor legislation;

Accounting for the personnel of the enterprise;

storage and filling of work books, documentation of office work;

control over the execution by the heads of departments of orders and instructions for working with personnel;

study of the movement of personnel, analysis of staff turnover, development of measures to eliminate it;

composition analysis, business qualities specialists of the enterprise for the purpose of their rational use;

creation of conditions for improving the educational and qualification level of specialists;

work on creating a reserve for promotion;

preparation of proposals for improving the placement and use of workers;

preparation and systematization of materials for the attestation commission;

preparation of materials for the provision of workers, specialists and employees for promotion and rewarding;

· taking measures for the employment of laid-off workers;

· monitoring and instructing employees of the personnel department;

Organization of control over the state of labor discipline and internal regulations work schedule;

Maintaining all HR records.

The section “Relationships with other departments of the enterprise” contains a list of documents that are received by the HR department and documents that are sent from the HR department to other departments.

From other divisions, the personnel department receives applications for the admission of workers and employees, ideas for promotion, vacation schedules.

Information about violators of labor discipline, copies of orders for admission, movement within the enterprise, dismissal of personnel, changes in labor regulations, information on labor discipline are sent from the personnel department to the divisions.

In the "Rights" section, the main powers of the personnel department are indicated:

the right to demand from all departments of the enterprise the materials necessary for the full-fledged work of the personnel department;

the right to receive employees of the enterprise on issues of admission, movement and dismissal;

the right to communicate with other organizations on recruitment matters;

· the right to demand from other divisions the obligatory implementation of those instructions that are provided for by the regulation on the personnel department.

The section "Responsibility" establishes the responsibility of the head of the personnel department for the performance of the functions assigned to the department and the responsibility of the employees of the department, which is established job descriptions.

2.2 Job descriptions of personnel department employees

The job description of an employee of the personnel department, like any other job description, in accordance with paragraph 5 of the Decree of the Ministry of Labor of the Russian Federation of February 9, 2004 No. 9 “On approval of the Procedure for applying the Unified qualification handbook positions of managers, specialists and employees” consists of three sections: “Job Responsibilities”, “Knowledge Requirements” and “Qualification Requirements”.

The duties of the Head of Human Resources are:

management of the work of the department;

ensuring the execution of work;

development of the necessary documentation, proposals, recommendations, instructions;

Ensuring the rational use of material, financial and technical means;

Carrying out work to protect information constituting a commercial secret;

Ensuring a rational distribution of workload between employees of the department;

Creation of conditions for staff development;

· control over compliance by employees with the rules of internal labor regulations, rules and regulations of security, production and labor discipline;

· making proposals for the promotion of distinguished employees, the imposition of penalties on violators of production and labor discipline;

Ensuring the preparation of statutory reports.

The head of the HR department should know:

resolutions, orders, orders, other governing and regulatory documents of higher and other bodies relating to the activities of the department;

Fundamentals of economics, organization of labor and management;

rules of internal labor regulations;

· Rules and norms of labor protection, safety measures, industrial sanitation and fire protection.

In budget organizations, there are qualification requirements for setting wages. For example, having a higher vocational education and at least 5 years of work experience. For commercial organizations, such requirements can only serve as a guideline in setting wages.

As a rule, the staffing of the personnel department has the following positions: head of the personnel department; personnel inspector; psychologist; HR specialist and others.

2.3 Structure and forms of personnel service

The organizational forms of the personnel service can be as follows:

personnel management;

· personnel Management;

· Human Resources Department;

· Human Resource department;

personnel center.

Office work in the personnel service can be carried out by one person - the inspector (manager) for personnel or the secretary of the head.

When choosing the organizational form of the personnel service, the manager must understand that his decision is determined by the staffing of the organization.

Depending on the number of employees, organizations can be divided into three categories:

1) Large, when the organization employs several hundred (thousand) employees;

2) Medium, when the composition of employees does not exceed three hundred people;

3) Small, consisting of several employees.

In large organizations, especially those with subsidiaries in the regions of Russia, it is recommended to create a personnel department, personnel management, and medium - personnel departments. In small organizations, work with documentation on personnel may be assigned to inspectors (managers) for personnel or to secretaries of the head. In this case, the performance of this function should be reflected in the job description of the inspector or secretary.

The structure of the personnel service and its staffing depend on a number of factors, the main of which are:

* industry affiliation of the enterprise;

* the place of the enterprise in the economy (world level, state, regional, local);

* the level of centralization of management;

* type of enterprise (local company, holding);

* defining economic indicators;

* the number of employees of the enterprise;

* the concept of personnel management;

* personnel policy (priorities, strategy, tactics);

* state of the regional labor market;

* availability of regional educational infrastructure;

* gender and age of employees;

* technological features of production;

* the level of professional training of personnel service specialists.

Depending on the size of a particular organization, the following organizational forms of personnel work are distinguished:

· an independent structural subdivision with direct subordination to the head of the organization or his deputy;

performance of the functions of the personnel service by an individual employee of the organization;

Performing the functions of the personnel service in combination with the performance of other work.

In small companies (up to 100 people), two personnel officers are enough; in medium-sized organizations (up to 500 people), it is advisable to create a personnel department of three or four personnel specialists, more large companies(over 1500 people) from seven to ten employees of the personnel service.

Figure 1 - The structure of the personnel service of the enterprise

In the course of interaction with other departments of the organization, the personnel department receives from them applications for the admission of workers and specialists, ideas about incentives, vacation schedules, etc.

From the personnel service to the departments are sent:

1) information about violators of labor discipline;

2) copies of orders on the admission of new employees, movement within the organization, dismissal of employees;

3) copies of orders on the approval (change) of the Internal Labor Regulations;

4) information related to issues of compliance with labor discipline.

From the accounting department, the personnel service receives a staffing table, calculations of the need for labor force, information about wages for registration of pensions for old age, for disability, for the loss of a breadwinner, etc.

In turn, the personnel service submits to the accounting department information on the payroll number of employees, absenteeism, staff turnover, a time sheet, orders for admission, transfer and dismissal, sheets of temporary disability for payment, information about regular vacations of employees, etc.

The Human Resources Department is generally vested with the following powers:

Require all departments of the organization to submit the materials necessary for its work;

to receive employees, organizations on issues of relocation and dismissal;

Interact with other organizations on the recruitment process;

Require other units to comply with the instructions provided for by the regulation on the personnel department.

The regulation on the personnel department establishes the responsibility of the head of the personnel department for the performance of the functions assigned to the department and the responsibility of the employees of the department, which is established by job descriptions.

2.4 Labor rationing for HR workers

Employees of personnel services, as well as employees of other structural divisions organizations, the Labor Code of the Russian Federation guarantees:

State assistance to the systemic organization of labor rationing;

· the use of labor rationing systems determined by the employer, taking into account the opinion of the elected trade union body or established in the collective agreement.

Rationing of labor (labor standards) is the norms of output, time, service. They are established for workers in accordance with the achieved level of technology, technology, organization of production and labor. The employer is obliged to provide normal conditions for the employees to fulfill the production standards. The Labor Code of the Russian Federation (Articles 159, 160, 163) defines what applies to such conditions:

good condition of premises, structures, machines, technological equipment and equipment;

timely provision of technical and other documentation necessary for work;

proper quality of materials, tools, other means and items necessary for the performance of work, their timely provision to the employee;

· working conditions that meet the requirements of labor protection and production safety.

The production rates for each employee of the personnel service, in accordance with his official duties, as well as the number of employees of the personnel service, can be calculated using the "Intersectoral aggregated time standards for recruitment and accounting of personnel."

In this chapter, we found out that the basics of the personnel service is to organized work employees of the enterprise, including employees of the personnel department. Designated the functions for which the HR department is responsible and the relationship with other departments in the organization. We also got acquainted with the hierarchy in the personnel service.

3. Normative acts regulating the issues of personnel records management in Russia

Table 1 - Acts regulating the procedure for working with personnel documents:

	Title of the document and date of its approval	Useful information for the HR employee
		Labor Code of the Russian Federation in the field of documentation: Establishes the mandatory application of a number of legal acts; internal labor regulations, vacation schedule, etc. (Art. 123, 190, etc.). Defines the documents that document personnel procedures: acceptance, transfer, termination employment contract, vacations, incentives and penalties for employees (Articles 67, 68, 84, etc.). Establishes the deadlines for processing documents and the procedure for familiarizing employees with them 9 Art. 14, 67, 68) Introduces the obligation to develop documents that should regulate the procedure for transferring personal data of employees (Article 88). Establishes the procedure for coordinating documents or taking into account the opinion of a representative body (Articles 8, 136, 190, etc.).
	Federal Law of February 20, 1995 No. 24-FZ “On Information, Informatization and Information Protection” (Collected Legislation of the Russian Federation. 1995. No. 8. Art. 609)	It establishes the obligation to document information, establishes the obligation to provide information to state bodies. Article 5. Documentation of information A document received from an automated information system acquires legal force after it is signed by an official in the manner prescribed by law Russian Federation. Article 15 Obligations and liability of the owner information resources The owner of information resources bears legal responsibility for violation of the rules for working with information in the manner prescribed by the legislation of the Russian Federation.
	The Federal Law "On Joint Stock Companies" (Article 89) and the Federal Law "On Companies with limited liability» (Article 50)	Determine the obligations of companies for the storage of documents and their composition. The law establishes not only the obligation to store documents at the location of its executive body, but also the obligation to transfer documents to state storage. "The Society is responsible for ordering the documents, must carry out work on their safety in accordance with the instructions and recommendations of the archival authorities of the Russian Federation."
	Decree of the Government of the Russian Federation No. 225 of April 16, 2003 "On work books". Decree of the Ministry of Labor and social development RF dated October 10, 2003 No. 69 "On approval of instructions for filling out work books"	Establishes the rules for maintaining and storing work books, preparing work book forms and providing them to employers. Establishes the form of the work book and the form of the insert in the work book, as well as the general procedure for their maintenance.
	Typical instruction on office work in federal executive bodies, approved by the Federal Archival Service of Russia on November 27, 2000	The instruction contains the basic requirements for the forms of documents, the composition of the details and their design. In addition to the rules for processing documents, the issues of the technology of their processing and the order of storage are considered here. It can be used in commercial organizations to develop internal instructions for office work.
	Album unified forms primary accounting documentation for the accounting of labor and its payment. NIPI statinform of the State Statistics Committee of Russia, 2004.	Unified forms of primary accounting documentation apply to legal entities of all organizational and legal forms and forms of ownership, and in terms of accounting for the use of working time and settlements with personnel for wages - for legal entities of all organizational and legal forms and forms of ownership, except for budgetary institutions.
	A list of standard documents generated in the activities of organizations with an indication of the retention periods. Rosarchiv. 2000.	Contains a list of almost all possible reorganization of documents, indicating their retention periods.
	GOST R 6.30-2003 “Unified system of organizational and administrative documentation. Documentation requirements.
	Basic rules for the work of archives of organizations. Approved by the decision of the Collegium of the Russian Archive of February 6, 2002.	The main document that secures the system for storing documents in office work and archives. They regulate the technology for the preservation of documents, contain requirements for the nomenclature of cases, establish the procedure for their preparation, approval, approval, use and storage.
	All-Russian classifier of occupations of workers, positions of employees and wage categories OK 016-94 (OK PDTR).	It allows you to encode personal and biographical data about employees, information about education, position, etc. It is used to fill out a number of accounting forms (T-2) used in the personnel department.
	All-Russian classifier of specialties in education OK 009-93 (OKSO).	Designed to encode information about specialties, specializations, fields of knowledge (sciences), areas of training.
	All-Russian classifier of information about the population (OKIN).	It is used when filling out questionnaires, personal sheets, personal T2 card and other accounting forms. Filling in information about age, citizenship, nationality, languages of the peoples of the Russian Federation and foreign languages, degree of knowledge of languages, marital status, etc. must correspond to the wording included in the classifier.
	Unified qualification directory of positions, managers, specialists and employees.	Provides the basis for the development of job descriptions.
	Intersectoral enlarged standards of time for work on recruitment and accounting of personnel.	Its validity period is until 1996, however, it can be used as a methodological basis for calculating the required number of employees in the personnel department. It's kind of Toolkit to determine the cost of working time for work performed by the personnel service. It also serves to justify the number of employees of the personnel service. In addition, it contains a list of all the necessary documentation operations, outlines the sequence of work with documents, establishes the technology for registering documents, and the order in which they are stored. Contains recommended forms for recruitment and accounting of personnel, including registers for registration of persons liable for military service.
	Decree of the Federal Commission for the Securities Market of July 16, 2003 No. 03-33/PS on approval of the regulation on the procedure and terms for keeping documents of joint-stock companies.	Determines the procedure for storing and destroying documents in joint-stock companies.
		Regulates relations related to the processing of personal data by legal entities with or without the use of automation tools. Determines the procedure for obtaining, storing, processing, using and transferring personal data of employees (including).

Some of these documents apply to state and budget organizations, but in the absence of a regulatory framework, they are recommended for use in commercial organizations and can be used as methodological assistance in the preparation of local acts of the organization.

After the process of familiarization with the regulations governing the issues of personnel records management in Russia, I can conclude that the number of these acts is quite sufficient for the coordinated work of the organization of the personnel service.

personnel office work accounting service

4. Documents of the personnel service

The activities of the organization's personnel service are an integral part of such an important and extremely responsible area as documentary support for management. There is a certain regulatory and methodological framework that regulates the correct execution of documents, the construction of workflow in an organization, etc.

The terms “personnel documentation” or “personnel documentation” mean a range of documents containing information about the employees of the enterprise and the activities of the personnel service: personal and accounting documents, organizational and administrative, planning and reporting and statistical. Personnel documentation is the primary source of information about the length of service of citizens and, in this regard, is directly related to ensuring their constitutional rights.

Personnel documentation belongs to the category of long-term storage documents.

Documents of the personnel service are divided into the following categories:

Documentation on personnel (it is created in the process of fulfilling by the personnel department its duties of documenting work with personnel. Documentation on personnel is always “tied” to a specific employee and reflects the specifics of his position (profession), employment conditions, labor results, etc.) P.).

Administrative documents (this type of internal documents includes orders and orders of the head. With their help, the head of the organization exercises the authority to manage the organization provided for by the charter of this organization. Orders of the first official of the company are divided into two independent groups).

Documents confirming the work activity of the employee (the purpose of these documents is to reflect as accurately as possible the work experience of the employee).

· Information and settlement documents (maintained by the personnel department to record the personal data of employees, to secure information related to their work activities).

It is also important to know that the following unified forms for personnel records are currently in force, the maintenance of which, in accordance with paragraph 2 of the Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1, is mandatory for all organizations operating in the territory of the Russian Federation, regardless of forms of ownership:

* labor contract;

* No. T-1 - an order (instruction) on hiring an employee;

* No. T-1a - order (instruction) on the hiring of workers;

* No. T-2 - personal card of the employee;

* No. T-2GS (MS) - personal card of a state (municipal) employee;

* No. T-3 - staffing;

* No. T-4 - registration card of a scientific, scientific and pedagogical worker;

* No. T-5 - an order (instruction) on the transfer of an employee to another job;

* No. T-5a - an order (instruction) on the transfer of workers to another job;

* No. T-6 - an order (instruction) on granting leave to an employee;

* No. T-6a - an order (instruction) on granting leave to employees;

* No. T-7 - vacation schedule ";

* No. T-8 “Order (instruction) on the termination (termination) of an employment contract with an employee (dismissal);

* No. T-8a - an order (instruction) on the termination (termination) of an employment contract with employees (dismissal);

* No. T-9 - an order (instruction) to send an employee on a business trip;

* No. T-9a - an order (instruction) to send employees on a business trip;

* No. T-10 - travel certificate;

* No. T-10a - official assignment for sending on a business trip and a report on its implementation;

* No. T-11 - an order (instruction) to reward an employee;

* No. T-11a - order (instruction) on the promotion of employees;

* No. T-12 - timesheet and payroll;

* No. T-13 - time sheet;

* No. T-49 - payroll;

* No. T-51 - payroll;

* No. T-53 - payroll;

* No. T-53a - payroll register;

* No. T-54 - personal account;

* No. T-54a - personal account (svt);

* No. T-60 - a note-calculation on granting leave to an employee;

* No. T-61 - a note-calculation upon termination (termination) of an employment contract with an employee (dismissal);

* No. T-73 - an act on the acceptance of work performed under a fixed-term employment contract concluded for the duration of a certain work.

4.1 Employment contract

The employment contract is writing between the employee and the administration represented by the head of the enterprise and contains the main details:

* document's name;

* place of compilation;

* signatures;

The contract is drawn up in two copies, one remains with the enterprise, and the second is given to the employee.

4.2 Personnel orders

Orders on personnel are the most important document that is drawn up in the process of documenting the functions of the personnel service. Orders formalize the admission, transfer and dismissal of employees; provision of vacations, business trips; changing conditions and wages, assigning categories and changing personal data; incentives and penalties.

Orders for personnel are issued on the basis of a written justification (for example: an employee’s statement, a marriage certificate indicating a change in the employee’s last name, a memorandum)

The employee's personal application for admission, transfer or dismissal is written by hand or on the letterhead of the organization. The application shall indicate: the name of the structural unit, the name of the type of document, the date, the addressee (position, surname, initials of the head), text, personal signature, transcript of the signature. Further, the resolution of the head and a mark on the execution of the document and the direction to the case are affixed to the application.

The text of the order on personnel does not have a stating part (the verb "I order"). Personnel orders start with a command. Accept, appoint, transfer, dismiss, change the surname, grant leave.

There are individual and consolidated orders by personnel. The individual ones contain information about one employee, the consolidated ones contain information about several employees, regardless of what management actions they fall under. Consolidated orders should not contain information with different retention periods. It is desirable to allocate orders for the provision of vacations and business trips that have a short storage period. Orders on rewards and punishments are issued on an individual basis.

Each item of the order on personnel must be formulated in accordance with the Labor Code of the Russian Federation.

When hiring, the amount of remuneration (salary, allowance) and, if necessary, the conditions of admission are set: temporarily, with a probationary period.

When transferring to another job, indicate new position and subdivision, type of transfer, reason for transfer (in accordance with the Labor Code of the Russian Federation), change in remuneration.

Upon dismissal, the reason for dismissal, according to the articles of the Labor Code of the Russian Federation.

When granting leave - its type, duration, start and end date.

For business trips - the date and duration of business trips, the place of destination, the name of the enterprise.

With rewards, punishments - the reason and type of encouragement or penalty.

Each paragraph of the order must end with a reference to the written basis for the administrative action.

Orders on personnel are brought to the attention of the employee against receipt. Employee familiarization visas can be located either after the text of each paragraph of the order, or after the signature of the head.

The draft order on personnel is agreed with officials, such as: the chief accountant, with the heads of structural divisions, and the legal adviser.

Orders for personnel must be registered. The registration book is used as the registration form. The registration book indicates: the date and number of the order, who signed the order. Due to the difference in the terms of storage of orders for personnel, it is recommended to number them according to the following rule. A letter designation is added to the serial number of the order (to distinguish it from the order for the main activity).

The information contained in orders for personnel (information about work and incentives) is entered into work books.

The order (instruction) on hiring is one of the unified forms of primary accounting documentation, the use of which is mandatory for all organizations. (Appendix No. 1)

The order (instruction) on the transfer to another job (form No. T-5) is used when registering the transfer of an employee from one structural unit to another. To be completed by an employee of the personnel department in one copy. (Appendix No. 2)

The order (instruction) is endorsed by the head of the structural unit of the former and new place of work and signed by the head of the organization. Based on this order, the personnel department makes notes in a personal card, work book and other documents.

On the reverse side, marks are made about the undelivered property and material values accounted for by the employee at the previous place of work.

The order (instruction) on granting leave (form No. T-6) is used to process annual and other types of leave provided to employees in accordance with the Labor Code, current legislative acts and regulations, the collective agreement and vacation schedules. (Appendix No. 3)

It is filled in two copies: one remains in the personnel department, the other is transferred to the accounting department. Signed by the head of the structural unit and the head of the organization.

Based on the order to grant leave, the personnel department makes notes on the employee's personal card, and the accounting department calculates the wages due for the leave. When granting leave without pay, next to the indication of the number of days of leave, “without pay” is indicated. In the "Accrued" section in column 1, empty lines indicate the months for which wages were accrued.

4.3 Employee ID card

A personal card (form No. T-2) is filled in in one copy on the basis of documents (Appendix No. 4):

* passports;

* military ID;

* work book;

* diploma;

*Based on an employee survey.

Free rows can be filled with data at the discretion of the organization. After filling out the "General Information" section, the person applying for a job signs a personal card and puts down the date of filling.

Section 1 also indicates the names and dates of graduation from the second educational institution of higher or secondary vocational education.

When filling out section 2, it is written military service indicating the position.

In section 3, with each entry made on the basis of an order, the administration is obliged to familiarize the employee against receipt.

When filling out section 4 "Certification" of the personal card, all columns and columns are filled in. They indicate:

the date of passing the certification;

decision of the commission, for example: “transfer to a position”, “send for advanced training”;

The Reason column may be left blank. Alternatively, it may contain an order of the organization to send an employee for certification or an order to approve the results of certification.

Data on advanced training are recorded on the basis of documents submitted by the employee.

Section 5 "Professional Development" specifies:

start and end dates of training;

type of advanced training;

name of the educational institution, advanced training faculty at a higher educational institution, advanced training faculty at a secondary vocational educational institution, advanced training institute, advanced training courses at the ministry, advanced training courses at enterprises, research and design organizations, higher and secondary institutions vocational education, advanced training institutes and their branches);

type of document (certificate, certificate);

· the column "Basis" may be blank, or it may contain an order of the organization to send an employee for advanced training.

Similarly, section 6 includes information on professional retraining indicating the specialty (direction, profession) in which retraining takes place.

When filling out section 7 "Incentives and awards", it is necessary to indicate the types of incentives applied to the employee (both at the level of the organization and at the level of ministries and departments), as well as list state awards.

Section 8 "Vacation" keeps records of all types of vacations provided to the employee during the period of work in the organization. The basis for making entries are orders for the provision of vacations.

When filling out the vacation table on the basis of the order, only the start date of the vacation is entered. The end date of the vacation is entered after the employee returns from vacation. This is due to the fact that in the event that an employee is called from a vacation or interrupted, the “End Date” column will contain the date the employee leaves for work, and not the planned end date of the vacation by order.

In the same table, leave without pay is necessarily noted. It is taken into account when calculating the length of service, which gives the right to the annual basic paid leave, since, according to Art. 121 of the Labor Code of the Russian Federation, it does not include the time for granting unpaid leave to an employee if their total duration exceeds 14 calendar days during the working year.

Section 9 "Social benefits" should indicate the list of benefits and their grounds provided to the employee by the Federal Law, by-laws and local regulations of the organization.

Section 10 "Additional information" is filled in if necessary:

information about training at part-time (evening), part-time, external studies departments of institutions of higher and secondary vocational training(you should also put down the dates of receipt in educational institution and its end)

information about a working disabled person with an indication of a certificate, a disability group and the date of its establishment (change), the cause of disability;

conclusion of the expert commission on the conditions and nature of work.

After the employee is dismissed from the organization, entries are made in section XI of the grounds for dismissal, ”which indicates the decoding of the reason for the dismissal of the employee in accordance with the exact wording given in the Labor Code of the Russian Federation, the date of dismissal, the number of the dismissal order.

When closing the T-2 personal card, the personnel officer puts his personal signature with its transcript and indication of the position. The employee himself signs in the same way. The signature of the employee in this case confirms his agreement with all the entries made in his personal card.

4.4 Work book

According to Article 66 of the Labor Code of the Russian Federation, a work book of the established form is the main document on labor activity and work experience of an employee. During the entire period of the employee's activity in the organization, information about him is reflected in this document. (Appendix No. 5)

Working with work books and making entries in them are strictly regulated: according to Art. 66 of the Labor Code of the Russian Federation, the form, procedure for maintaining and storing work books, as well as the procedure for preparing work book forms and providing employers with them, are established by the Government of the Russian Federation.

Decree of the Government of the Russian Federation of April 16, 2003 No. 225 “On work books” approved the form of a work book, the form of an insert in a work book and the rules for maintaining and storing work books, preparing work book forms and providing employers with them. Decree of the Ministry of Labor of Russia dated October 10, 2003 No. 69 approved instructions for filling out work books.

According to these rules, the employer is obliged to keep a work book for each employee who has worked in the organization for more than five days, if the work is the main one for the employee. For an employee entering work for the first time, a work book is entered, which is filled out in his presence within a period of not more than a week from the date of employment. An employer-individual has no right to make entries in the work books of employees, as well as draw up work books for employees hired for the first time.

To prevent the use of fake work books, the Government of the Russian Federation ordered the Ministry of Finance of the Russian Federation to approve the procedure for providing employers with new forms of a work book and an insert in it, and employers to ensure accounting of work books, as well as forms of a work book and an insert.

The following information is entered in the work book:

About the employee

about the work they do;

about transfers to another permanent job;

on the dismissal of an employee;

grounds for termination of the employment contract;

about awards for success in work.

Information about penalties in the work book is not entered, except in cases where dismissal is a disciplinary sanction.

At the request of the employee, information about part-time work is entered in the work book at the main place of work on the basis of a supporting document.

All entries on hiring, transferring to another permanent job, dismissal, awards and incentives are entered by the administration in the work book after the order is issued, but no later than a week, upon dismissal - on the day of dismissal. Entries in the work book must correspond to the text of the order. Records on the reasons for termination of the employment contract must be made in strict accordance with the wording of the Labor Code of the Russian Federation or federal law and a reference to the relevant article, paragraph.

When registering a work book, the title page containing information about the employee is first filled out. Surname, name and patronymic and date of birth are indicated on the basis of a passport or birth certificate.

Education - secondary, secondary specialized or higher - is indicated on the basis of documents (certificate, certificate, diploma). Record of unfinished secondary or unfinished higher education can also be made on the basis of relevant documents.

The profession or specialty is recorded in the work book on the basis of a document on education.

After indicating the date of filling out the work book, the employee certifies with his signature the correctness of the information entered.

The first page of the work book is signed by the person responsible for issuing work books, and after that the seal of the organization on which the work book is filled out for the first time is affixed.

Changes in the entries in work books about the last name, first name, patronymic and date of birth are made by the administration at the last place of work on the basis of documents (passports, birth certificates, marriage or divorce, on changing the last name, first name, patronymic.) And with reference to the number and date of documents.

These changes are made on the first page of the work book. One line crosses out, for example, the former surname and new data is recorded.

Entries are made carefully, with a ballpoint pen, black, blue or purple ink.

In the case when all the pages of the relevant sections are filled in the work book, the work book is filled with an insert.

The insert is sewn into the work book, filled in and maintained by the administration of the enterprise at the place of work in the same manner as the work book.

An insert without a work book is invalid.

About each issued insert, on the first page of the work book, a stamp is placed at the top with the inscription: “Insert issued” and the series and number of the insert are also indicated here.

With each entry made on the basis of an order in a work book or insert, on hiring, transfers to another permanent job and dismissal, the administration of the organization is obliged to familiarize the owner of the book (insert) against receipt in the personal card form No. T-2, in which be an exact entry from the work book (insert).

When an employee is dismissed, all work records made in the work book during his work in the organization are certified by the signature of the head of the enterprise or a person specially authorized by him and the seal of the enterprise. The administration is obliged to issue a work book to the worker or employee on the day of dismissal with a record of dismissal made in it.

4.5 Logs of accounting and control and internal official correspondence

Registration journals (books) are maintained in organizations to record personnel documentation (orders on personnel, work books, personal files, identity cards). The correct accounting of the document (with the assignment of a specific number and with a mark on the date of registration) gives it legal force (the force of evidence), with the help of which the employer can confidently win labor dispute with an employee.

The Human Resources Department maintains registration of personnel documents and uses the following registration forms or they are maintained by other authorized persons:

· register of employment contracts;

log of orders for the admission, transfer and dismissal of employees;

log of registration of orders for the provision of leave;

a journal of registration of orders on business trips of employees;

log of registration of travel certificates;

log of registration of service tasks;

log of registration of local regulations;

a book of accounting for the movement of work books and inserts to them;

income and expense book for accounting forms of the work book and an insert in it;

· Journal of registration of orders on incentives and imposition of disciplinary sanctions;

a journal for issuing certificates on personnel;

· logbook sick leave;

· Journal of registration of accidents at work.

Forms of some magazines and books are approved by official bodies, while other forms are developed by the organization itself.

For example, the form of the book of accounting for the movement of work books and inserts to them was approved by the Decree of the Ministry of Labor of Russia dated October 10, 2003. No. 69. A personal affairs register or a medical examination register does not have a recommended form, therefore it is developed by the organization itself at its own discretion.

When organizing the storage of personnel documents, their social and legal nature is primarily taken into account, since it is these documents that are mainly used to satisfy the social and legal needs of citizens (in particular, to confirm work experience).

Internal correspondence in the organization is used to document all personnel decisions. For example, in order to bring an employee to disciplinary responsibility, it is required to obtain explanations from the employee.

If we are talking about encouraging an employee, his immediate supervisor sends an idea to the head of the organization about encouraging the employee.

With the help of internal official correspondence, there is also an official exchange of views between the officials of the organization, between the officials and the management of the organization.

In this chapter, work was carried out to familiarize with the documents of the personnel service, as well as an analysis and description of these documents.

Conclusion

From the security of organizations labor resources and the effectiveness of their use depends on the volume and timeliness of all work. Therefore, the role played by the personnel service in the organization is so important.

One of the most important functions of organizing the work of the personnel service is the function of accounting for documents regulating the implementation of all tasks facing personnel managers.

The problem of working with electronic information becomes relevant. Therefore, the first step in order to improve the personnel service is the introduction of information technology in management process, which will create archives electronic bases data and combine streams of electronic documents.

The key to the success of the organization is effective staff, so specialists are in demand. Often, the HR manager becomes a conductor of new ideas, introduces the manager to advanced methods of personnel management, and solves all organizational issues.

5.2. Organization of the personnel service

The very work of the personnel service should be regulated. Laws, regulations, instructions and other documents containing labor law norms are necessary for professional work personnel specialist. Therefore, the first step in creating a personnel service is the formation of a sufficient base of regulatory documents. These documents, unlike those considered in question 4.1 of this book, are a kind of “tool” not for managing the work of personnel, but for organizing and working methods of the personnel service itself. All documents required in the work of the personnel department can be divided into two independent groups. The first group includes legislative and by-laws containing labor law norms and labor protection norms. These documents are mandatory. Everyone should obey their requirements: both employees and employers. For violation of the norms contained in these legal acts, the parties may be brought to justice. various types legal liability. In addition, it is important to note that personnel officers must constantly monitor all changes in labor legislation, since the application of legal norms that have lost their legal force can lead to irreparable errors and even to holding the organization liable. The second group includes methodological documents on managerial work and personnel records management. Their main difference from the documents included in the first group is that they are advisory in nature. The documents contain recommendations on how best to draw up personnel papers, how it is more convenient to organize work with them. At the same time, you have the right to decide for yourself whether to adhere to these recommendations or to act in accordance with corporate standards.

Let us consider in more detail all these groups of documents. First of all, we named documents that are normative legal acts of the current legislation of the Russian Federation. At the same time, it is necessary to understand that all these acts must first be found, then correctly applied, they are all different in their legal force.

The “supreme” document can be called the Constitution of the Russian Federation, which establishes equal pay for equal work, the prohibition of discrimination in labor relations, and the prohibition of forced labor. In addition, from the content of Part 4 of Art. 15 of the Constitution of the Russian Federation it follows that international treaties concluded by the Russian Federation with other countries are necessarily applied on the territory of the Russian Federation and may even contradict the current federal law. We can give one example, when an agreement was concluded between the Russian Federation and the Kingdom of Spain in respect of citizens of each of the countries dated April 11, 1994 (certain issues of social security in relation to citizens (including former citizens) of the contracting countries). According to Art. 2 of the Treaty between the Kingdom of Spain and the Russian Federation, it applies to relations regulated by law on the social security of both contracting parties, insofar as it relates to:

1) in the Russian Federation:

a) allowances for temporary disability, pregnancy and childbirth, at the birth of a child, for child care, for burial;

b) labor pensions for old age, disability, in case of loss of a breadwinner;

c) social pensions;

d) allowances for families with children;

2) in Spain:

a) benefits for temporary disability and maternity;

b) old age, disability and survivor benefits;

c) benefits in connection with an accident at work and an occupational disease;

d) family benefits.

According to Art. 3 of the Agreement for other benefits not provided for in Art. 2 of the Treaty, the law of the contracting party to which the workers are subject in the exercise of their labor activity shall apply. According to paragraph 1 of Art. 6 of the Treaty establishes a general rule for the dissemination of national legislation. Workers covered by the Treaty shall be subject exclusively to the laws of the Contracting Party in whose territory they work, unless otherwise provided in the Treaty. An exception to this agreement is the cases specified in Art. 7 of the Treaty between the Kingdom of Spain and the Russian Federation:

1) in relation to employees who are subject to the national legislation of one of the contracting countries, provided that such employees are sent to temporary work in the territory of another country. In this case, such workers will be subject to the legislation of the first country for a time period established by agreement between the authorized bodies of the contracting parties;

2) in relation to employees who are employed at work in organizations that carry out transportation through the territories of several countries, including through the territory of contracting countries. In relation to such employees, the legislation of the country in whose territory the main branch (head unit of the organization) of the corresponding enterprise is located is applied;

3) in relation to workers employed in international maritime transport, the legislation of the country, under the flag of which the ships of these organizations sail, applies. Workers employed in the loading, unloading and guarding of ships or in the port security service are subject to the legislation of the country in which the port is located;

4) in relation to employees of diplomatic missions and consular missions of both contracting countries, as well as persons employed in the economic and administrative services of employees of diplomatic missions and employees of consular institutions, the decisions of the Vienna Convention on Diplomatic Relations of April 18, 1961 and the Vienna Convention on Consular Relations of April 24, 1963;

5) in relation to employees of one contracting country working in the territory of another country at a joint Russian-Spanish enterprise, the legislation of the country in whose territory the enterprise is located applies. However, at the request of the worker, the right to social security may be determined by the legislation of the country of which he is a citizen.

The next document is the Labor Code of the Russian Federation. The Labor Code of the Russian Federation itself establishes that other legislative acts of the country should not contradict it. However, a number of articles of the Labor Code of the Russian Federation contain the wording “unless otherwise provided by federal law”, therefore, in some cases, in relation to certain categories of workers (certain professions), one can see a different legal regulation.

Then we can talk about laws on labor protection, normative legal acts of a by-law nature. All of them should not contradict the federal legislation of the country. Art. 5 of the Labor Code of the Russian Federation. In particular, she states that the labor legislation of the country is established:

1) Decrees of the President of the Russian Federation;

2) resolutions of the Government of the Russian Federation and regulatory legal acts of federal executive bodies;

3) constitutions (charters), laws and other regulatory legal acts of the constituent entities of the Russian Federation;

4) acts of local governments and local regulations containing labor law norms.

The norms of labor law contained in other laws must comply with the Labor Code of the Russian Federation.

Parts 2 - 4 Art. 5 of the Labor Code of the Russian Federation establish that Decrees of the President of the Russian Federation containing labor law norms must not contradict the Labor Code of the Russian Federation and other federal laws. Decrees of the Government of the Russian Federation containing labor law norms must not contradict the Labor Code of the Russian Federation, other federal laws and Decrees of the President of the Russian Federation.

Regulatory legal acts of federal executive bodies containing labor law norms must not contradict the Labor Code of the Russian Federation, other federal laws, Decrees of the President of the Russian Federation and resolutions of the Government of the Russian Federation. Laws and other regulatory legal acts of the constituent entities of the Russian Federation containing labor law norms must not contradict the Labor Code of the Russian Federation, other federal laws, Decrees of the President of the Russian Federation, resolutions of the Government of the Russian Federation and regulatory legal acts of federal executive bodies.

Acts of local governments and local regulations containing labor law norms should not contradict the Labor Code of the Russian Federation, other federal laws, Decrees of the President of the Russian Federation, resolutions of the Government of the Russian Federation, regulatory legal acts of federal executive authorities, laws and other regulatory legal acts of the constituent entities of the Russian Federation. In case of contradictions between the Labor Code of the Russian Federation and other federal laws containing labor law norms, the Labor Code of the Russian Federation shall apply. If a newly adopted federal law contradicts the Labor Code of the Russian Federation, then this federal law is applied subject to the introduction of appropriate amendments and additions to the Labor Code of the Russian Federation.

We list a number of legislative acts regulating relations in the sphere of labor. For example, Federal Law No. 98-FZ of July 29, 2004 “On Trade Secrets” (as amended and supplemented on February 2, 2006).

The law establishes a list of information that cannot be a commercial secret in a company (Article 5 of the Law), and the procedure for obtaining such information. According to Art. 5 of the Federal Law “On Commercial Secrets”, the commercial secret regime cannot be established by persons exercising entrepreneurial activity, regarding the following information:

3) on the composition of the property of the state or municipal unitary enterprise, public institution and on their use of funds from the respective budgets;

4) about pollution environment, the state of fire safety, the sanitary-epidemiological and radiation situation, food safety and other factors that have a negative impact on ensuring the safe operation of production facilities, the safety of each citizen and the safety of the population as a whole;

5) on the number and composition of employees, the system of remuneration, working conditions, including labor protection, indicators of industrial injuries and occupational morbidity, and on the availability of vacancies;

6) on employers' debts for wages and other social benefits;

7) on violations of the legislation of the Russian Federation and the facts of bringing to responsibility for these violations;

8) on the terms of tenders or auctions for the privatization of objects of state or municipal property;

9) on the size and structure of income non-profit organizations, the size and composition of their property, their expenses, the number and wages of their employees, the use of unpaid labor of citizens in the activities of a non-profit organization;

10) on the list of persons entitled to act without a power of attorney on behalf of a legal entity;

11) the mandatory disclosure of which or the inadmissibility of restricting access to which is established by other federal laws.

The provisions of the Federal Law of July 17, 1999 No. 181-FZ “On the Fundamentals of Labor Protection in the Russian Federation” (as amended and supplemented on May 20, 2002, January 10, 2003, May 9, December 26, 2005 ) can be used when building a labor protection system in the company. According to Art. 8 of the Law of the Russian Federation "On the basics of labor protection in the Russian Federation" Every employee has the right to:

1) workplace that meets the requirements of labor protection;

2) mandatory social insurance from accidents at work and occupational diseases in accordance with the legislation of the Russian Federation;

3) obtaining reliable information from the employer, relevant state bodies and public organizations on the conditions and labor protection at the workplace, on the existing risk of damage to health, as well as on measures to protect against exposure to harmful or hazardous production factors;

4) refusal to perform work in the event of a danger to his life and health due to violation of labor protection requirements, except for cases provided for by federal laws, until such danger is eliminated;

5) provision of means of individual and collective protection of employees in accordance with the requirements of labor protection at the expense of the employer;

6) training in safe labor methods and techniques at the expense of the employer;

7) professional retraining at the expense of the employer in case of liquidation of the workplace due to violation of labor protection requirements;

8) a request for an inspection of the conditions and labor protection at his workplace by state supervision and control over compliance with labor protection requirements or public control over compliance with labor protection requirements;

9) appeal to the authorities state power Russian Federation, state authorities of the constituent entities of the Russian Federation and local governments, to the employer, to associations of employers, as well as to trade unions, their associations and other representative bodies authorized by employees on labor protection issues;

10) personal participation or participation through their representatives in the consideration of issues related to ensuring safe working conditions at his workplace, and in the investigation of an accident at work or his occupational disease that happened to him;

11) extraordinary medical checkup(examination) in accordance with medical recommendations while retaining his place of work (position) and average earnings for the time of passing the specified medical examination;

12) compensations established by the legislation of the Russian Federation and the legislation of the constituent entities of the Russian Federation, a collective agreement (agreement), an employment agreement (contract), if he is employed for hard work and work with harmful or hazardous conditions labor.

Federal Law No. 134-FZ of August 8, 2001 “On the Protection of the Rights of Legal Entities and Individual Entrepreneurs during State Control (Supervision)” (as amended and supplemented on October 30, 2002, January 10, October 1, 2003 ., August 22, 2004, May 9, July 2, December 31, 2005) establishes the rights and obligations of the employer when conducting various inspections in the organization (by the labor protection inspectorate). For example, according to Art. 13 of this Law officials, representatives of a legal entity, individual entrepreneurs and their representatives during control measures they have a right:

1) be directly present during the implementation of control measures, give explanations on issues related to the subject of verification;

2) receive information, the provision of which is provided for by this Federal Law and other regulatory legal acts;

3) get acquainted with the results of control measures and indicate in the acts about their familiarization, agreement or disagreement with them, as well as with individual actions of officials of state control (supervision) bodies;

4) appeal against the actions (inaction) of officials of state control (supervision) bodies in the administrative and (or) judicial order in accordance with the legislation of the Russian Federation. Legal entities and individual entrepreneurs ensure, at the request of the state control (supervision) body, the presence of their officials responsible for organizing and carrying out measures to comply with mandatory requirements, and (or) their representatives during control measures.

As we noted, the second group of regulations required in the work of the HR department includes methodological materials on the organization of managerial work and work with personnel documents. One of the most important documents can be considered GOST R 6.30-2003 “Unified Documentation Systems. Unified system of organizational and administrative documentation. Documentation requirements. under consideration state standard defines a list of details that must be present on a document issued by an organization, the order in which they are located, and requirements for letterheads.

The Decree of the Government of the Russian Federation “On work books” and the decree of the Ministry of Labor of Russia “On approval of the Instructions for filling out work books” will be needed by the personnel officer when working with employee work books. The recommendations contained in these documents will help the HR officer correctly, without errors, fill out the employee's work book, if necessary, make appropriate changes to it or issue a duplicate instead of a damaged or lost document. Intersectoral aggregated time standards for recruitment and accounting of personnel and Intersectoral aggregated time standards for work on documentary support of management can be included in the list of necessary tools for a personnel officer. With their help, you can calculate the number of employees of the personnel service, as well as determine the amount of time required for each of them to perform their job duties.

Numbering is necessary in order to ensure the safety of the documents of the case and to fix the order of their arrangement. The number of sheets in the case is indicated on the cover. It is necessary to number all sheets, except for the sheets of the internal inventory and the sheet with the certification inscription. The sheets of the internal inventory are numbered separately. Sheet numbers are put down in the upper right corner with a simple pencil. If you find an error in the numbering of sheets, you can renumber them. Cross out the old numbers and put the new numbers next to them. If you find missing numbers, put in additional numbers. Additional, previously missed numbers are called lettered. They contain the serial number of the previous sheet and the letter designation. Information about all subsequent changes in the numbering is entered in the certification sheet of the case.

Making a cover. The cover of each case is drawn up in the prescribed form. The name of the organization in the nominative case is indicated on the top margin of the cover. If the organization has an official abbreviated name, it is indicated in brackets, after which the name of the structural unit is indicated. If the name of the organization or division has changed during the period covered by the case, both names are shown on the cover. The former name is indicated in brackets. On the cover, you must indicate the serial number of the case according to the inventory (archive code) and the index of the case according to the nomenclature. The shelf life of documents is also transferred from the nomenclature to the cover of the case. On cases of a permanent storage period, it is written: "Keep permanently." The storage period of the case is indicated in the lower right corner of the cover of the case. Be sure to include information about the date of the case. Almost always, the dates of the cases are the last dates of the case documents. For example, the deadlines for a personal file are the dates of signing an order for the hiring and dismissal of an employee. Do not forget to indicate the number of sheets in the file. This information is indicated on the cover under the "Date" column.

Before submitting an organizational and administrative document for signature to the director, whether it is an order, internal labor regulations or job description, it must be agreed with the interested parties, that is, endorsed. There are special rules for issuing visas. Sighting is necessary in any organization, because it is a kind of quality control of documents. Visas on the document confirm that its content is true, does not contradict the law, local acts, collective agreement.

The legislation does not say anything about which officials within the organization endorse this or that document and how many visas can be on one document. Therefore, we recommend that you describe in detail the procedure for sighting in the instructions for office work of your company. Take GOST R 6.30-2003 as a basis, which contains general rules visa processing.

Exist two types of visas: approval visa and familiarization visa. The approval visa is mentioned in GOST R 6.30-2003 and has a standard form. The familiarization visa is not mentioned in GOST, therefore it is drawn up in free form. Let's see how these two types of visas differ.

The approval visa is put on the document before it is signed or approved by the head of the organization (that is, not the document, but its project is endorsed yet). The document is endorsed only by interested parties, i.e. those who are affected by the content of the document. Different documents are presented for approval to different persons.

For example, let's take an order to transfer an employee to another job. Firstly, it must bear the visa of the head or inspector of the personnel department, certifying that the order was drawn up in correct form and includes valid data. Then it must be endorsed by the head of the department where the employee is transferred. Stamping his visa, the head of the department testifies that he has been notified of the arrival of a new employee and agrees with this state of affairs. If the employee's salary changes during the transfer, then the order should be agreed with the chief accountant of the organization. And, finally, the document is approved by the head of the legal department (or a lawyer, if there is no department), confirming that the labor law was not violated during the translation.

The familiarization visa is put by the employee whose interests are affected by the document. By this he confirms that the document has been brought to his attention. A familiarization visa, unlike an approval visa, is always affixed to a ready-made, signed and approved document.

According to the established custom, documents are endorsed by the following officials:

1) the head of the department that prepared the document;

2) the executor who prepared the document;

3) heads of interested departments;

4) the head of the financial or accounting service (if the document touches on financial issues);

5) deputy head of the organization in charge of this area of activity;

6) the head of the organization, if the document is signed by his deputy;

7) leader legal service or a lawyer.

This list can be adjusted according to the structure and needs of the organization. For example, if u CEO there are no deputies, there will be no substitute visa on the document. Many organizations do not provide for a direct executor visa - it is replaced by the visa of the head of the unit that will execute the document.

5.3. Collective agreement (agreement)

The collective agreement is another of the most important local acts regulating the work of personnel at the enterprise. In this issue, we will consider in detail the process of concluding a collective agreement, and consider the options for its content. Now the management and personnel officers of small and medium-sized businesses often ask themselves whether a collective agreement is needed in an organization. On the one hand, the Labor Code of the Russian Federation speaks of the right, and not of the obligation of the employer to conclude a collective agreement, on the other hand, the Code of Administrative Offenses of the Russian Federation provides for liability associated with the unwillingness of the employer to participate in its conclusion.

First of all, it should be noted that the legal basis for the conclusion and operation of collective agreements and agreements should be considered not only the Labor Code of the Russian Federation. Currently, the Law of the Russian Federation of March 11, 1992 No. 2490-I “On Collective Agreements and Agreements” is in force (as amended and supplemented on November 24, 1995, May 1, 1999, December 30, 2001, 29 June 2004).

Chapter 3 of this Law regulates the content and procedure for concluding a collective agreement. According to Art. 10 of the Law, the decision on the need to conclude a collective agreement with the employer is entitled to be taken by representatives of employees or a general meeting (conference) of employees of the organization.

The parties to the collective agreement are the employees of the organization represented by their representatives and the employer, if necessary, represented by the head of the organization or another authorized person in accordance with the charter of the organization, other legal act. The parties to the collective agreement are the employer and employees represented by their representatives.

One side of the collective agreement is clearly defined in the Labor Code of the Russian Federation: it is the owner of the enterprise - the employer. But the second side, if the enterprise does not have a trade union organization, can be quite difficult to determine.

Meanwhile, in most small and medium-sized firms today there are no trade unions that represent the interests of at least the majority of workers. For these cases, the law on collective contracts and agreements provides that representatives of employees may be bodies of public amateur performance formed on general meeting(conferences) of employees of the organization and authorized by this meeting. Employees who are not members of a trade union may authorize the body of the trade union to represent their interests in the course of collective negotiations, conclusion, amendment, addition to the collective agreement, agreement and control over their implementation.

There is also another extreme: there are several trade union organizations operating at the enterprise at once, each of which unites less than half of the workers, or there is a powerful trade union representing the majority, and at the same time a small trade union organization is working.

In this case, it is necessary to be guided by the Labor Code of the Russian Federation, from which it follows that the collective agreement at the enterprise is concluded alone. Therefore, trade unions are first of all obliged to decide on the creation of a single body, which should include representatives of all trade unions on a proportional basis. Even if there are only a few workers in one union and hundreds in another, at least one official representative of a small union will be included in the single commission. If such a body cannot be created (trade unions could not agree), then the employer enters into negotiations with the majority trade union.

Thus, the Labor Code of the Russian Federation rather harshly pushes trade unions to sit down at the negotiating table and negotiate, first among themselves, and then with the employer. But even the absence of a single body does not deprive small trade unions of the right to participate in the negotiation process. They can join the dialogue with the employer at any time and officially participate in negotiations up to the signing of the collective agreement (part 6 of article 37 of the Labor Code of the Russian Federation). The workers themselves, who are members of small trade unions, are interested in this, since otherwise they will lose the right to representation at the appropriate level. At the same time, the number of representatives of small trade unions must correspond to the number of their members, and the result of voting depends on the number of representatives.

It may also be that none of the trade unions working in the enterprise represents the majority of workers. In this case, the first step is the same, that is, a single body must be created to represent the interests of workers. If they failed to agree, the issue is resolved at a general meeting of the team or at a conference.

Representatives of the employer in negotiations on the conclusion of a collective agreement may be officials who manage the enterprise, and those who have the information necessary for negotiating, relevant qualifications and experience, for example, heads of enterprises, their structural divisions, legal advisers, employees of the personnel department, sociologists, etc. At the discretion of the employer, his representatives may also be persons who do not work at the given enterprise, but who have some experience in conducting collective bargaining, for example, experts from employers' associations, lawyers.

Collective bargaining must begin no later than seven days after the employee's representatives notify the employer in writing.

If, within three months from the date of the start of collective negotiations, agreement between the parties on certain provisions of the draft collective agreement is not reached, then the parties must sign the collective agreement on agreed terms with the simultaneous drawing up of a protocol of disagreements. The collective agreement comes into force even if there are separate disagreements in it. Unresolved disputes may be subject to further collective bargaining.

The right to negotiate when concluding collective agreements on behalf of employees and employers is vested in their representatives.

According to Art. 29 of the Labor Code of the Russian Federation, the interests of workers are represented by the trade union organization. Since unions are not currently very popular, they can be any representatives elected by workers. The representatives of the employer are the director of the company or persons authorized by him.

Any of the parties can initiate negotiations. The initiative is expressed in a written notice. The parties that received the notification are obliged to enter into negotiations within seven calendar days from the date of receipt of the notification (Article 36 of the Labor Code of the Russian Federation).

At the enterprise, on an equal basis, a commission is created to negotiate, prepare a draft collective agreement and conclude it.

Negotiators have certain responsibilities. For example, they must not disclose information received if it is a legally protected secret (state, official or commercial).

The terms, place and procedure for conducting negotiations are determined by the representatives of the parties.

If within three months the parties cannot reach agreement on any provision of the contract, then the contract is signed with the simultaneous drawing up of a protocol of disagreements (Article 40 of the Labor Code of the Russian Federation). Unresolved differences may be the subject of further negotiations or a labor dispute.

The collective agreement can be concluded at the level of the enterprise as a whole or at the level of branches and representative offices. When concluding an agreement in a branch, the representative of the employer will be the head of the relevant structural unit, who was authorized in writing by the employer.

Thus, several collective agreements can operate in one firm. But best solution there will be a single contract on behalf of the employees of the entire company with an application that will take into account the interests of employees working, for example, in a branch.

Mandatory information constituting the content of the collective agreement is specified in Art. 13 of the Federal Law "On collective agreements, agreements". The content and structure of the collective agreement are determined by the parties.

The collective agreement may include mutual obligations of the employer and employees on the following issues:

1) the form, system and amount of remuneration, monetary rewards, allowances, compensations, additional payments;

2) a mechanism for regulating wages based on price increases, inflation rates, and the achievement of indicators determined by the collective agreement;

3) employment, retraining, conditions for the release of workers;

4) duration of working time and time of rest, holidays;

5) improvement of working conditions and labor protection of workers, including women and youth (teenagers);

6) voluntary and compulsory medical and social insurance;

7) observance of the interests of employees during the privatization of an enterprise, departmental housing;

8) environmental safety and health protection of workers at work;

9) benefits for employees who combine work with education;

10) control over the implementation of the collective agreement, the procedure for making changes and additions to it, the responsibility of the parties, social partnership, ensuring normal conditions for the functioning of employee representatives;

11) refusal to strike under the conditions included in this collective agreement, with their timely and complete implementation.

The collective agreement, taking into account the economic possibilities of the organization, may contain other, including more preferential compared to the norms and provisions established by law and agreements, labor and socio-economic conditions (additional holidays, pension supplements, early retirement, compensation transportation and travel expenses, free or partially paid meals for workers at work and their children in schools and preschool institutions, other additional benefits and compensations). Normative provisions are included in the collective agreement if the current legislative acts contain a direct instruction on the mandatory fixing of these provisions in the collective agreement.

Let us consider in more detail some of the conditions of the collective agreement.

It makes sense in the contract to prescribe general provisions on the payment of bonuses to employees, as well as on the amount of funds that the employer is ready to allocate for bonuses and providing employees with other socio-economic guarantees and compensations.

In the collective agreement, it is desirable to establish the procedure and amount of reimbursement of expenses associated with business trips (Article 168 of the Labor Code of the Russian Federation). At the same time, it must be remembered that the amount of compensation cannot be lower than the amount established for budget organizations in Decree of the Government of the Russian Federation of October 2, 2002 No. 729 "On the amount of reimbursement of expenses associated with business trips on the territory of the Russian Federation to employees of organizations financed from the federal budget."

Why should travel expenses be included in the contract? In accordance with Art. 264 of the Tax Code of the Russian Federation (TC RF) (as amended and supplemented on March 30, July 9, 1999, January 2, August 5, December 29, 2000, March 24, May 30, August 6, 7, 8 , November 27, 29, December 28, 29, 30, 31, 2001, May 29, July 24, 25, December 24, 27, 31, 2002, May 6, 22, 28, June 6, 23, 30, July 7, November 11, December 8, 23, 2003, April 5, June 29, 30, July 20, 28, 29, August 18, 20, 22, October 4, November 2, 29, December 28, 29, 30 2004, 18 May, 3, 6, 18, 29, 30 June, 1, 18, 21, 22 July, 20 October, 4 November, 5, 6, 20, 31 December 2005, 10 January, 2, February 28, March 13, June 3, 30, July 18, 26, 27, 2006) only some travel expenses are included in the expenses taken into account when determining the tax base for income tax, the rest must be made at their own expense employer and cannot reduce the income tax base. However, if they are directly specified in the collective agreement, this will give you the opportunity to attribute them to expenses that reduce the taxable base, as well as increase the amount of their compensation compared to those established by the specified resolution (Article 255 of the Tax Code of the Russian Federation). For example, a collective agreement can provide for the costs of negotiations on a business trip, establish an increased daily allowance for business trips lasting more than one day, etc.

In the collective agreement, it is possible to fix a specific amount of increased wages for workers engaged in hard work, work with harmful and (or) dangerous and other special working conditions (Article 147 of the Labor Code of the Russian Federation). Unfortunately, the Government of the Russian Federation has not yet determined the list of such works. Therefore, for the time being, one should be guided by the Decree of the Cabinet of Ministers of the USSR dated January 26, 1991 No. 10 “On approval of lists of industries, jobs, professions, positions and indicators giving the right to preferential pension provision"(as amended and supplemented on July 23, August 9, October 2, 1991).

At present, the decisions of the federal bodies on the amount of additional payments to employees whose work is paid at higher tariff rates and salaries have lost their binding significance. However, they can be used as guidelines: the maximum amount of additional payments for work in difficult and harmful conditions is 12%, and for work in difficult and harmful conditions - 24%.

This section of the collective agreement contains provisions that are not directly related to the performance of labor functions by employees. They provide assistance to employees in solving their domestic, housing and social problems. For example, a collective agreement can include a provision that the organization assists employees in the development of land and the construction of garden houses (provides transport, building materials, help from builders, etc.).

Often, employees turn to the administration with a request to give them a loan for the purchase of furniture, household appliances, car. This issue is also recommended to be settled within the framework of the collective agreement. When formulating provisions on loans, we advise you to describe in detail what types of loans, in what amount and for how long the employee is entitled to receive.

As for the main paid vacation, you should not copy the norms of the Labor Code of the Russian Federation in the collective agreement. You just need to enshrine your own provisions that are not in the law, such as the rule that spouses, parents and children working in the same organization are given the right to go on vacation at the same time. If one of them has a holiday of a longer duration, then the other can take the corresponding number of days of leave without pay.

Now let's talk about extra holidays. The Labor Code of the Russian Federation provides that employees with harmful and (or) dangerous working conditions, employees with a special nature of work, employees with irregular working hours and some other categories are granted additional leave.

The duration of such holidays and the conditions for their provision are determined in special regulations. But in accordance with Art. 116 and 119 of the Labor Code of the Russian Federation, the employer has the right to independently regulate the procedure and conditions for providing additional holidays in the collective agreement, taking into account their production and financial capabilities.

In this case, you need to ensure that the provisions of your contract do not contradict the law. For example, it is impossible to reduce the amount of leave for harmful working conditions in comparison with that provided for this category of work.

The text of the collective agreement can also provide for other additional paid holidays, for example, leave without pay for employees caring for children (Articles 128, 263 of the Labor Code of the Russian Federation), as well as additional days off. Paid holidays are provided to donors, workers who combine work with study, women with small children.

By law, the employer is obliged to create the conditions necessary for employees to comply with labor discipline (Article 189 of the Labor Code of the Russian Federation). Quite often, there is a need to limit or even prohibit employees from holding social events that are not agreed with the administration in work time. Therefore, it is advisable to include in the text of the collective agreement a ban on convening meetings, meetings and conferences on issues not related to work (except as provided by law).

Many employers are concerned about the appearance of employees. For example, in the service sector, there is a need to oblige everyone to wear a standard uniform at work, and in an organization engaged in non-productive activities (say, in a bank), it is necessary to wear clothes and shoes only in a classic style, excluding bright colors. Requirements for the appearance of employees can also be reflected in the collective agreement.

The organization is obliged to provide employees with safe working conditions, prevent the occurrence of occupational diseases and deal with industrial injuries. Therefore, pay due attention to labor protection issues in the collective agreement.

What should be included in this section?

First of all, within the framework of collective bargaining, it is desirable to adopt an agreement on labor protection, which should include a list of specific measures to improve labor safety, indicate the timing and cost of these activities, and appoint responsible persons.

Secondly, it is necessary to determine the amount of funds allocated for work to improve the working conditions of workers. We recall that, in accordance with Art. 226 of the Labor Code of the Russian Federation for these purposes should be allocated at least 0.1% of the cost of production of products (works, services), and in organizations engaged in operational activities - at least 0.7% of the amount of operating costs.

In addition, the considered section of the collective agreement can include clauses relating to the development of instructions on labor protection, the frequency of certification and recertification of workers.

We have reviewed the main sections of which a collective agreement usually consists. In addition, with the help of the contract, it is possible to regulate working time issues, for example, list which of the employees has the right to work on a reduced day, as well as set the duration of work on the eve of weekends and holidays. Many employers formulate guarantees upon dismissal and conditions of assistance in separate sections former employees in employment. Whether or not to include these provisions in the collective agreement is up to you, taking into account the opinion of the collective.

According to Art. 14 of the Federal Law “On collective agreements, agreements”, a collective agreement is concluded for a period of one to three years. The collective agreement comes into force from the moment of its signing by the parties or from the date specified in the collective agreement, and is valid for the entire period. After the expiration of the established period, the collective agreement is valid until the parties conclude a new one or amend or supplement the existing one.

The collective agreement remains valid in the event of a change in the composition, structure, name of the management body of the organization, termination of the employment agreement (contract) with the head of the organization. When the organization is reorganized, the collective agreement remains valid for the period of reorganization, then it can be revised at the initiative of one of the parties. When the owner of the property of the organization changes, the effect of the collective agreement is preserved for three months. During this period, the parties have the right to start negotiations on concluding a new collective agreement or maintaining, amending and supplementing the existing one.

During the revision of the collective agreement, the issue of the possibility of maintaining benefits for employees and fulfilling other conditions stipulated by the previous collective agreement should be resolved. In case of liquidation of the organization in the manner and on the terms established by law, the collective agreement is valid for the entire period of liquidation.

Amendments and additions to the collective agreement during the term of its validity are made only by mutual agreement of the parties in the manner specified in the collective agreement, and if it is not defined, in the manner established by this Law for its conclusion. In the event of liquidation of an organization, the claims of employees under a collective agreement are satisfied from the property of the liquidated organization in accordance with the current civil legislation. The amount of funds allocated to satisfy the claims of employees is determined and distributed among departments and among employees liquidation commission in agreement with the representative of the employees who signed the collective agreement with the annexes.

Depending on the scope of regulated social and labor relations, the following agreements may be concluded: general, regional, sectoral (intersectoral) tariff, professional tariff, territorial and others.

The General Agreement establishes general principles for regulating social and labor relations at the federal level. There is a General Agreement between all-Russian associations of trade unions, all-Russian associations of employers and the Government of the Russian Federation for 2005-2007, signed in Moscow on December 29, 2004. We will not consider in detail all of its content.

The regional agreement establishes general principles for the regulation of social and labor relations at the level of a constituent entity of the Russian Federation.

The sectoral (intersectoral) tariff agreement establishes wage rates and other working conditions, as well as social guarantees and benefits for employees of the sector (sectors). The professional tariff agreement establishes wage rates and other working conditions, as well as social guarantees and benefits for workers in certain professions.

Currently, the Recommendations of the Ministry of Labor of the Russian Federation on the development of intra-production tariff conditions for remuneration of employees of enterprises are in force. Here is a part of their content regarding the determination of the amount of remuneration for employees of firms of all forms of ownership.

In the collective agreement, as the basis for constructing the wage rate for the employees of the enterprise, first of all, the lowest level of payment for the fulfillment of the labor norm (range of labor duties) is fixed, which is the minimum rate (minimum wage rate). It is set for the execution simple jobs(works of the lowest level of complexity) of the least importance for the enterprise, carried out in normal working conditions and with normal tension. Non-compliance, for reasons beyond the control of the enterprise, by an employee engaged in such work, labor standards automatically removes from the administration the obligation to pay him the full amount of the minimum wage rate.

When fixing in the collective agreement the level of the minimum wage rate for employees of the enterprise, it should be borne in mind that this level may be higher than the minimum wage officially established by the supreme body of state power of the Russian Federation, as well as the corresponding industry or regional minimum provided for by the industry or regional agreement subject to approval and introduction by their enterprise, but should not be lower. In accordance with the Federal Law of June 19, 2000 No. 82-FZ "On the minimum wage" (as amended and supplemented on April 29, November 26, 2002, October 1, 2003, August 22, December 29 2004) the minimum wage in Russia was established from May 1, 2006 in the amount of 1100 rubles. per month. This level of the minimum wage for the period of its validity can be considered as a base or lower limit for determining the minimum wage rate in the enterprise.

When determining the value of the minimum wage rate for employees of an enterprise, one should also keep in mind the ratio between the all-Russian minimum wage and the actual average salary at the enterprise, reduced to the average wage of ordinary workers, for the month preceding the start of the campaign to develop a collective agreement for the next year. For example, if the development of a collective agreement for the coming year begins in October of the current year, then the average wage for September of the current year should be taken as the base average wage for determining the minimum wage at the enterprise. It is not advisable to take a longer period, for example, nine months or the third quarter of the current year, due to the fact that in the context of inflation, the average salary for the months of the year is unstable and grows at a rate that outpaces the growth of labor productivity. Therefore, the most reliable is the average salary for the month preceding the start of the development of the collective agreement. By the time the collective agreement is adopted, the minimum wage calculated on the base (September wage) can be adjusted for the increase in wages for October-December of the current year.

The meaning of correlating the all-Russian minimum with the actual average wage at the enterprise, reduced to the average wage of simple labor (workers of the first category), is to set the desired minimum tariff rate in an amount that ensures a sufficiently high tariff level in the average wage, since low level the tariff is a factor that destabilizes the entire organization of wages at the enterprise. The share of the tariff of less than 40 - 50% indicates that labor standards are beginning to be more and more overfulfilled due to their low tension and gradually become obsolete, that wage growth is caused by factors that do not depend on the employee, but on the enterprise as a whole and are not reflected in labor standards (monopoly inflation of prices for products, technical re-equipment of production and the introduction of new technologies, a general improvement in the organization of production, etc.).

When determining the minimum tariff rate for employees of an enterprise, one should focus on the optimal share of the tariff in wages for the current state of the economy, approximately equal to 65 - 70%, with a subsequent increase in this level to the pan-European standard, according to which in countries with developed market economies, the share of the tariff part wages is at least 90%, ensuring a high level of organization of remuneration and labor efficiency.

With a 65 - 70% share of the tariff in wages, the desired level of the minimum tariff rate can be calculated based on an analysis of the average wage of workers, since in this way it is easiest to bring the average wage to the wage of simple labor (first category), all the more that the level of wages of workers practically determines the average wage of all employees of the enterprise due to the overwhelming proportion of this category of workers. For example, the average salary of workers of all categories of a machine-building enterprise in September amounted to 800 rubles. with an average wage category of workers equal to 4.0. Let us assume that this tariff category corresponds to a tariff coefficient of 1.35. Consequently, the average wage of the workers of the enterprise, reduced to the average wage of workers of the first category, will be 592.6 rubles. (800:1, 35). With a given optimal share of the tariff in wages (65 - 70%), the required minimum wage is in the range of 385.2 - 414.8 rubles. (592.6 × 0.65); (592.6 × 0.70), i.e., on average, it is 400 rubles. .

Based on the calculation, it is possible to provide for a minimum wage rate of 400 rubles in the collective agreement. per month or a slightly larger amount, if there is a need to adjust the calculated minimum wage for an increase in the average wage of the enterprise's workers for the fourth quarter.

When finally setting the minimum wage rate for employees of an enterprise, it should also be borne in mind that at the previous stages of improving the organization of wages in the country, the tariff part of wages was set at a relatively low level, which created a certain stereotype in the organization of wages, from which not every enterprise can refuse at a time, fearing an overstatement of wages due to an increase in the tariff, i.e. guaranteed, part of it. On the other hand, the inflationary processes taking place in the country, the increase in the cost of living, and the resulting increased pressure from employees on the administration of enterprises to demand higher wages make enterprises face the need for a corresponding increase in wages, and, consequently, an increase in its minimum initial level. These processes should be taken into account when determining the size of the tariff rate as the basis for the development of intra-production tariff conditions for remuneration of workers and employees.

To this end, the economic services of the enterprise are recommended to carry out analytical calculations similar to those that should be carried out at the industry or regional level when determining the minimum wage for employees to include this norm in the relevant industry (tariff) or special (territorial) agreements. This refers to calculations related to the determination of the minimum wage at the federal and regional levels and based on the use of data on the size of the subsistence minimum in the whole of the Russian Federation and in the constituent entities of the Russian Federation.

In accordance with the Federal Law of October 24, 1997 No. 134-FZ "On the subsistence minimum in the Russian Federation" (as amended and supplemented on May 27, 2000, August 22, 2004), since 1998 the federal and regional the size of the subsistence minimum per capita is calculated quarterly according to the main social groups population, including the working population. These calculations are based on the consumer basket, data on the level of consumer prices for food, non-food products and services, as well as data on the costs of mandatory payments and fees. According to the same law, the consumer basket (the minimum set of food products, non-food items and services necessary to preserve human health and ensure its vital activity), formed by law both in the whole of the Russian Federation and in its constituent entities, is determined at least once every five years.

The practice of establishing nationwide minimum wages in recent years shows that the difficult economic situation in the country currently does not allow setting the minimum wage equal to the subsistence minimum. So far, the minimum wage deviates downward from the value of the subsistence minimum, which threatens the normal reproduction of workers. That is why the position of the Government of the Russian Federation and the Federation independent trade unions The Russian Federation on this issue consists in the consistent convergence of the size of the minimum wage and the subsistence minimum, which is reflected in the Federal Law “On the subsistence minimum in the Russian Federation”. In accordance with it, the minimum wage should be gradually increased to the subsistence level, and the ratios between these social indicators for the next financial year should be established by the law on the federal budget for the corresponding year.

It is likely that, in contrast to the national level, at the enterprise level, it is possible to achieve greater convergence, and possibly even equality, of the minimum wage rate and the subsistence minimum. The possibility of exceeding the minimum wage rate in relation to the subsistence minimum is also not ruled out, which entirely depends on the economic capabilities of the enterprise.

Thus, for a comprehensive justification of the size of the minimum wage rate for employees of an enterprise, it is advisable to carry out analytical calculations, including a comparison of the projected rate with the corresponding regional subsistence level, which can be requested from the administrative-territorial body for labor of one or another administrative entity within the Russian Federation (cities, regions, territories, etc.).

Suppose that as a result of the calculations and justifications for the minimum wage rate for employees of the enterprise, its initial size is 400 rubles. can be increased up to 450 rubles. This level of the rate should be taken as the basis for developing a system of tariff rates and official salaries for employees of the enterprise and should be provided for in the collective agreement of the enterprise.

Below, in sections II and III of the Recommendations, two possible approaches to the development of tariff conditions for remuneration at the enterprise level are considered. The first of them is based on separate (by categories of workers) payment terms: for workers and for employees, including managers, specialists and technical performers. The second approach is based on the development of unified tariff conditions for payment for all categories of employees of the enterprise in the form of a Unified tariff scale.

Such an approach to the tariff conditions of remuneration is quite traditional for our country. It was, in particular, characteristic of the previously existing tariff conditions for remuneration of workers in manufacturing industries, established by the Decree of the Central Committee of the CPSU, the Council of Ministers of the USSR and the All-Union Central Council of Trade Unions of September 17, 1986 No. 1115 “On improving the organization of wages and introducing new tariff rates and official salaries workers in the production sectors of the national economy” (as amended and supplemented on December 9, 1987, July 1, 1991).

According to Section II of the Recommendations, the main components of the tariff conditions of payment, developed centrally last time in 1986, were: the minimum wage rate for an employee, which was established on the basis of the national minimum wage, was equal to it and became the starting point for calculating the system and official salaries of employees; tariff rates of the first category, differentiated by the main tariff-forming factors (labor intensity, place of application of labor - industry, type of work, working conditions, etc.) and forming the so-called vertical of first category rates, tariff rates by categories of workers, differentiated by the complexity of the work performed their works (qualifications) and forming the so-called horizontal rates (or tariff scales); salary schemes for employees, including managers, professionals and other employees, built with complexity in mind official duties(qualifications) of employees and industry affiliation; ETKS of works and professions of workers and Qualification directory of positions of managers, specialists and other employees.

The main indicator of the state of orderliness of wages, built on the basis of such a tariff system, was the share of the tariff part of payment in total earnings: the higher it is, the higher the degree of orderliness and the stimulating role of wages. The optimal share of the tariff according to the terms of payment, provided for by the decree “On improving the organization of wages and the introduction of new tariff rates and official salaries of workers in the production sectors of the national economy”, was considered a share equal to 75%.

The practice of organizing wages, based on the tariff system developed in 1986, showed the effectiveness of this system at the initial stages of its application, when a relatively high proportion of the tariff was maintained. As it fell, due to the invariability of the size of centrally established tariff rates and official salaries, inter-industry, intra-industry, inter-category and other ratios in the remuneration of workers provided for by tariff conditions of payment that did not contain a mechanism for maintaining the originally established ratios were violated.

Assessing the previously existing tariff system from the standpoint of retrospective and the possibilities of applying the principles of its construction in modern conditions, we can conclude that this system can be viable and quite effective if it is supplemented by a mechanism for maintaining the initially established ratios of payment rates, for example, by reducing the timeframe for revising the main parameters of the tariff system, primarily the size of the original minimum wage. If at the centralized level the reduction of the terms for revising the basic conditions of remuneration is very difficult and requires a lot of time and money, then at the enterprise level, especially in conditions of its complete independence, regular revision of the tariff conditions of remuneration can be hindered only by the lack of financial opportunities.

Recommending enterprises operating in the conditions of the formation of market relations to use, in succession, the previously used approaches to the development of tariff conditions for remuneration, we do not mean simply copying these approaches, but their creative use and the necessary adjustment that meets the interests and capabilities of enterprises. Only the conditions for charging workers are not subject to adjustment, since the development of the ETKS of works and professions of workers and the Qualification Directory for the positions of managers, specialists and other employees is still carried out in a centralized manner, providing the intersectoral unity necessary in market conditions in matters of establishing categories of work and workers, qualification categorization specialists and regulation of official duties of managers and employees. In this regard, the issues discussed in the previous and this sections of the Recommendations are limited only to the determination at the enterprise level of the minimum wage rate, as well as the implementation of vertical and horizontal differentiation of rates and salaries.

In the practice of organizing the payment of wages, the rule is currently applied, according to which several levels of tariff rates of the first category are applied, of which the lowest is the minimum rate of the first category. It either coincides with the all-Russian level of the minimum wage, or is equal to the size of the minimum wage rate calculated according to the methodology set out above (see Section I of the Guidelines).

1) according to the forms of remuneration: tariff rates of the first category are applied for pieceworkers (higher) and time workers;

2) for individual professional groups: for example, groups with a clearly increased intensity of labor (machine operators, workers on conveyors and production lines, etc.) or with increased responsibility caused by the applicable technical means(workers on high-performance machines or units, etc.);

3) on working conditions: tariff rates increase in a certain percentage depending on the degree of deviation of working conditions at the workplace from normal.

These signs of differentiation of rates of the first category can be accepted by the enterprise in full, in part, or replaced by others organically arising from its specifics.

If the enterprise adopts a minimum wage rate in the amount corresponding to the national minimum wage, when developing a system of tariff rates of the first category, one should be guided by the all-Russian norms for remuneration for simple labor approved by the Government of the Russian Federation. So, in accordance with the centrally established average monthly working hours (average monthly fund of working hours) for 2000, equal to 166.25 hours with a 40-hour working week, 150 hours with a 36-hour working week, 125 hours with 30-hour working hourly working week, 100 hours - with a 24-hour working week, and the current (i.e., as of July 1, 2000) all-Russian minimum wage equal to 132 rubles, the minimum hourly tariff rates will be:

1) 0.79 rub. - with a 40-hour working week (132: 166, 25);

2) 0.88 rub. - with a 36-hour working week (132: 150);

3) 1.06 rub. - with a 30-hour work week (132: 125);

4) 1, 32 rub. - with a 24-hour working week (132: 100).

With a minimum wage rate of 450 rubles, adopted in our example, the minimum hourly tariff rates of the first category for various options for the duration of the working week, respectively, will be: 2.71 rubles. (450: 166, 25); 3.00 RUB (450:150); 3, 60 rub. (450:125); 4, 50 rub. (450: 100) (p. 2.1 of the Recommendations).

Based on these minimum rates of the first category, the administration and the trade union organization of the enterprise can decide to maintain the differentiation of the rates of the first category according to the forms of remuneration, for individual professional groups of workers and for working conditions in the amounts determined by the previous centralized decisions. On the machine-building enterprises, for example, three groups of rates were established for professional groups and types of work, differentiated by forms (types) of payment for piecework workers and time workers, i.e., total six levels of rates:

1) the first group of rates - for toolmakers and machine operators of a wide profile, employed on universal equipment of tool and other pre-production workshops in the manufacture of highly accurate, critical and complex molds, dies, fixtures, tools, instruments and equipment; for machine operators using unique equipment engaged in the manufacture of particularly complex products; for mechanics-repairmen, electricians and adjusters engaged in repair, adjustment and maintenance of especially complex and unique equipment;

2) the second group of rates - for machine work on the processing of metal and other materials by cutting on metalworking machines; for work on cold stamping of metal and other materials; for work on the manufacture and repair of tools and technological equipment;

3) the third group of rates - for other works (clause 2.1 of the Recommendations).

At the same time, the differentiation of rates of the first category according to the forms of remuneration between pieceworkers and time workers is provided for in the previously existing tariff conditions for all three groups of rates on average at the level of 7%, and the highest first group of rates is approximately 21% higher than the third group and 8% - the second group of rates.

While maintaining these levels of differentiation, the hourly wage rates, recalculated for the minimum wage rate adopted in the collective agreement (450 rubles) for a 40-hour working week, will be (in rubles):

1) the first group of rates:

a) for time workers - 3, 28 (2, 71 H 1, 21);

b) for piecework workers - 3.51 (3.28 H 1.07);

2) the second group of rates:

a) for time workers - 3, 04 (3, 28: 1, 08);

b) for piecework workers - 3.25 (3.04 x 1.07);

3) the third group of rates:

a) for time workers - 2, 71;

b) for piecework workers - 2.90 (2.71 × 1.07).

In addition, other types of rate differentiation can be preserved (more precisely, additional payments that form new levels of rates): additional payments for working conditions that deviate from normal, in the amount of up to 12% for jobs with heavy and harmful and up to 24% for jobs with especially heavy and especially harmful conditions labor and surcharges for high labor intensity working on conveyors, flow and automatic lines in the amount of up to 12%, provided that the total amount of surcharges, taking into account these factors, should not exceed 24% of the tariff rate (clause 2.1 of the Recommendations).

In accordance with clause 2.2 of the Recommendations, while maintaining the previously established forms of differentiation of first-class rates, converted to the “factory” minimum wage rate, the administration, with the consent of the trade union organization, can change the size of this differentiation. In general, at present, one should not reproduce the old tariff conditions payment, and in the collective agreement of the enterprise it is advisable, if possible, not to provide for such a fractional differentiation of tariff rates of the first category, bearing in mind that it was largely artificial in nature and was generated by shortcomings in the organization of labor and wages. In particular, shortcomings in the rationing of time work led to the allocation of pieceworkers according to the level of tariff payment even at a time when, by decision of the central bodies, the norms were annually revised and the earnings of pieceworkers were artificially reduced. In modern conditions, with a sharply increased independence of enterprises, it is probably necessary to revise previously practiced approaches, and for those enterprises where labor rationing is well established, it is advisable to abandon the differentiation of rates between pieceworkers and time workers and move to one initial level of wage rates for various professional groups of workers. .

As for the differentiation of tariff rates of the first category according to working conditions, its expediency is also questionable, since such differentiation leads to different compensations for the same working conditions that deviate from normal, depending on the skill level of workers (category). Therefore, instead of differentiating the tariff rates of the first category, it would be necessary to introduce bonuses in an equal absolute amount to all workers employed in the same severity and harmful working conditions, regardless of their qualifications. In this, as in other matters of organizing wages, the current laws and decisions of the Government of the Russian Federation provide enterprises with complete independence (clause 2.2 of the Recommendations).

According to the previously accepted conditions of remuneration, developed in a centralized manner, the differentiation of wages according to the complexity of work (qualifications of workers) is carried out using tariff scales for workers and official salary schemes for employees, including managers, specialists and other employees. Enterprises, when solving the issue of methods for differentiating wages by complexity, when developing intra-production conditions for remuneration, most often retain an approach to this direction of differentiation, i.e., differentiate the tariff part of wages by categories of workers - separately for workers and separately for employees (paragraph 2.3 of the Recommendations).

At the same time, in relation to the remuneration of the absolute majority of workers in all sectors, many enterprises consider it appropriate to apply a 6-digit tariff scale with a ratio of tariff rates of extreme categories of 1: 1, 8. For a limited range of work in mechanical engineering, mainly in the production of ferrous metallurgy, in the extraction of raw materials for ferrous metallurgy, for some work in the electric power industry, two additional billing categories are used - the 7th and 8th, the use of which expands the range of differentiation of tariff rates to 1: 2, 0. For example, in mechanical engineering, only certain professions are charged on an 8-digit grid workers and types of work for which the first group of rates of the first category is applied, i.e., toolmakers and machine operators of a wide profile, employed on universal equipment of tool and other pre-production workshops, in the manufacture of highly accurate, responsible and complex molds, dies , fixtures, tools, devices and equipment ; machine operators using unique equipment engaged in the manufacture of particularly complex products; repairmen, electricians and adjusters engaged in the repair, adjustment and maintenance of especially complex and unique equipment (clause 2.3 of the Recommendations).

The territorial agreement fixes working conditions, as well as social guarantees and benefits related to the territorial features of the city, district, other administrative-territorial entity.

Agreements by agreement of the parties involved in the negotiations can be bilateral and trilateral.

Agreements providing for full or partial budget financing are concluded with the obligatory participation of representatives of the relevant executive authorities.

According to Art. 19 FZ "On collective agreements, agreements" At the federal level, the parties to the agreements may be:

1) general - all-Russian associations of trade unions, all-Russian associations of employers, the Government of the Russian Federation;

2) sectoral (intersectoral) tariff - the relevant all-Russian trade unions and their associations, all-Russian associations of employers, other representative bodies authorized by employers, the federal executive body authorized in the field of labor and employment;

3) professional tariff - the relevant trade unions and their associations, the relevant associations of employers, other representative bodies authorized by employers, the relevant labor body.

At the level of constituent entities of the Russian Federation and administrative-territorial entities within the constituent entities of the Russian Federation, parties to agreements may be:

1) regional - the relevant trade unions and their associations, associations of employers, other representative bodies authorized by employers, an executive body of a constituent entity of the Russian Federation;

2) sectoral (intersectoral) tariff, professional tariff - the relevant trade unions and their associations, associations of employers, other representative bodies authorized by employers, the labor body of a constituent entity of the Russian Federation;

3) territorial - the relevant trade unions and their associations, associations of employers, other representative bodies authorized by employers, the relevant local government body.

The procedure, terms for the development and conclusion of the agreement are determined by the commission, similar to the one that accepts the collective agreement, and formalized by its decision.

If there are several representatives of employees at the appropriate level, the composition of the commission on the part of employees is determined by agreement between these representatives.

The draft agreement is developed by the commission and signed by the representatives of the parties.

If an agreement is not reached within seven days, employee representatives have the right to independently negotiate and conclude an agreement on behalf of the employees they represent.

The agreement signed by the parties with annexes within seven days is sent by the representatives of employers - participants in the agreement concluded at the federal level) to the federal executive body authorized in the field of labor and employment, and by the participants in the agreement concluded at the level of the subject of the Russian Federation - to the labor authority of the subject RF for notification registration.

When performing notification registration of a bilateral agreement, the labor authority (which is not a party to the agreement) identifies the terms of the agreement that are contrary to labor legislation, and informs the parties to the agreement about the identified contradictions.

The same procedure applies in case of amendments or additions to the agreement.

To ensure the regulation of social and labor relations, conduct collective bargaining and prepare a draft general agreement, a permanent Russian tripartite commission for the regulation of social and labor relations is being created, whose activities are carried out in accordance with the Federal Law “On the Russian tripartite commission for the regulation of social and labor relations”.

Article 21 of the Law "On Collective Contracts, Agreements" establishes requirements for the content of agreements. Agreements may provide for:

1) on payment, conditions and labor protection, work and rest schedule;

2) on the mechanism for regulating wages based on price increases, inflation rates, and the achievement of indicators determined by the agreement;

3) on additional payments of a compensatory nature, the minimum amount of which is provided for by law;

4) on promotion of employment, retraining of employees;

5) on ensuring environmental safety and protecting the health of workers at work;

6) on special measures for the social protection of employees and members of their families;

7) on observance of the interests of employees in the course of privatization of state and municipal enterprises;

8) on benefits to enterprises that create additional jobs using the labor of disabled people, youth (including adolescents);

9) about development social partnership and trilateral cooperation, the procedure for amending and supplementing the agreement, joining it, facilitating the conclusion of collective agreements, preventing labor conflicts and strikes, and strengthening labor discipline.

The agreements may contain provisions on other labor and socio-economic issues that do not contradict the law.

The agreement comes into force from the moment of its signing by the parties or from the date specified in the agreement.

In accordance with Art. 22 of the Federal Law "On Collective Agreements, Agreements", the term of the agreement and the procedure for monitoring its implementation are determined by the parties in the agreement. The term of the agreement cannot exceed three years.

The agreement applies to employees, employers, the executive authority that authorized the parties to the agreement to develop and conclude it on their behalf.

Where employees are subject to different agreements at the same time, the terms of the agreement that are most favorable to the employees apply.

In cases where a sectoral (intersectoral) tariff agreement, a professional tariff agreement is concluded at the federal level, the scope of which includes at least 50% of employees of the industry (sectors), professions, the head of the federal executive body authorized in the field of labor and employment , has the right to invite employers who did not participate in the conclusion of this agreement to join it.

If the employers or the relevant representatives of employees within thirty calendar days from the date of receipt of the proposal have not declared their disagreement to join it, the agreement is considered to be extended to these employers from the moment of receipt of the proposal.

Amendments and additions to the agreement are made by mutual agreement of the parties in the manner specified in the agreement, and if it is not defined, in the manner established by this Law for its conclusion (Article 23 of the Federal Law "On Collective Agreements, Agreements").

Control over the implementation of agreements at all levels is carried out by the parties and their representatives, as well as by the relevant labor authorities.

When exercising control, the parties are obliged to provide all the information they have necessary for this (Article 24 of the Federal Law “On Collective Agreements, Agreements”).

1.1 Organization of work of personnel personnel

At present, the level of human resources management, and hence the efficiency commercial activities organizations of any type of ownership and legal form, as well as its social management, are largely dependent on the work of the personnel service that performs traditional features, and Human Resources with a broader range of responsibilities.

The effectiveness of personnel management is determined by the results of the work of personnel officers, which has a certain specific content (communication with people during interviews, interviews, hiring, evaluation of business and professional qualities; decision conflict situations etc.) and character (organizational, educational, creative, requiring knowledge in many areas of economics, sociology, law, etc.). The end result of the work is the adoption of decisions that are evaluated not quantitatively, but qualitatively, depending on the impact on the achievement of the tasks of the economic and social development of the organization Vasin Yu.V. Effective loyalty programs. How to attract and retain customers / Vasin Yu.V., Lavrentiev L.G., Samsonov A.V. - 3rd ed. - M.: "Alpina Business Books", 2008. - 152 p..

The main directions of the scientific organization of labor (NOT) were adopted at the All-Union Conference on the organization of labor (June 26-29, 1967):

· development and implementation of rational forms of division and cooperation of labor;

Improving the organization and maintenance of workplaces;

design and implementation of rational methods and techniques for the implementation of labor processes;

Creation of favorable working conditions;

· the use of progressive forms and systems of incentives and remuneration;

Improving labor standards, etc.

In the future, these areas of work on the organization of labor of workers of various categories were supplemented and substantiated by the relevant scientific and theoretical developments and methodological provisions.

This is also evidenced by the Concept of State Policy in the field of organization, regulation and promotion of labor productivity of the Russian Ministry of Labor Gandapas R. Kamastura for the speaker. Ten chapters on how to get and deliver maximum pleasure, to speak publicly. - M .: CJSC "Olimp-Business", 2008. - 272 p. .

The personnel of the personnel service are characterized by functional, technological and vocational division and cooperation of labor.

The functional division and cooperation of labor are inextricably linked with the structure of the enterprise (organization), the creation of divisions and services focused on performing certain functions for managing labor resources, for example, the creation of a personnel management service along with the personnel department.

A clear delineation of tasks, functions and forms of work of various services should be reflected in the regulation on this structural unit of the enterprise (organization).

The functional division and cooperation of labor of personnel service employees are based on job responsibilities defined by staffing and organizational structure of the personnel service. For example, in the traditional version, the recruitment and accounting work is performed by a labor inspector; according to time records - a timekeeper, in the pass office - on duty.

The basis of the technological division and cooperation of labor is the development of a clear technology for the work (functions) performed.

When developing the technology of work performed by personnel of personnel services, it is recommended to use such concepts as “operation”, “element of operation” and “procedure” Gorshkova L.A. Fundamentals of organization management. Workshop: Tutorial. / Gorshkova L.A., Gorbunova M.V.; ed. Gorshkova L.A. - M.: KNORUS, 2008. - 240 p..

An operation is a part of the process of performing any work (function) that is stable in content and is carried out by one performer, which does not have an independent goal, but is necessary to achieve the results of this work.

An element of an operation is an action of one performer that is not subject to division and is expedient only in combination with the rest of the elements of the operation.

Procedure - a certain sequence of performing a set of operations for processing a documented goal, ending with results defined in form and content.

The technological division of labor is characterized by the assignment of individual operations or their complex to a specific performer. For example, one employee draws up documents when applying for a job, draws up an order, on the basis of which an entry is made in the work book, draws up a personal file, acquaints the employee with the rules of the labor schedule; the other is engaged in the preparation of statistical reporting and certificates on personnel records, reports on the number and composition of specialists with different levels of education, on the movement of personnel, etc. The basis for this division is a list of fixed operations and procedures indicating their volume and, accordingly, costs working hours for their implementation.

Professional and qualification division and cooperation of labor involve the distribution of responsibilities between employees, taking into account the activities carried out and the qualifications required to perform the work, and the establishment of the relationship of workers in their work activities.

The professional and qualification division of labor is carried out on the basis of the Qualification Directory for the positions of managers, specialists and other employees, approved. Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37 “On Approval of the Qualification Directory for the Positions of Managers, Specialists and Other Employees”.

Qualification Handbook (KSD) includes qualification characteristics positions of managers, specialists and other employees performing the functions of personnel management at the enterprise (in the organization). The description of each position contains three sections:

“Job Responsibilities” - lists the functions that must be fully or partially performed by employees holding this position;

“Must know” - contains the requirements for the employee holding this position in relation to knowledge in the specialty, legislative acts, regulations, instructions and other regulatory documents, as well as methods and means used in the performance of official duties;

“Qualification requirements” - the level and profile of the employee's special training necessary to perform the main functions and duties, and the requirements for work experience are determined.

KSD, regulating the work of workers, contributes to the organization of rational division and cooperation of labor by defining job responsibilities and requirements for the qualifications of workers.

For a clear separation labor functions and the duties of specialists and technical performers and the regulation of their work in relation to the conditions of a given enterprise (organization), job descriptions are developed for all types of positions provided for by the staffing table, except for the position of the head, whose rights and obligations are determined by the relevant regulation.

The job description allows you to eliminate duplication, ensure the relationship in the work, timeliness and obligation to carry out the work assigned to specific performers. When developing job descriptions, it is necessary to take into account the specifics of this enterprise (organization), the availability of modern computing and computer equipment for working with information personnel documentation, etc. Vesnin V.R. Management in questions and answers: Textbook. - M.: TK Velby, Prospekt Publishing House, 2008. - 176 p. .

The job description of a labor inspector for AVTOVAZ JSC includes a general part, qualification requirements, professional requirements, methodological training, main tasks and duties, rights of the inspector, responsibility (seven sections).
The labor inspector is on the staff of the labor organization and wages service, reports to the senior labor inspector (head of the labor organization and wages bureau) or the head of the department.
Basic rights and duties of a labor inspector:

preparation of documentation for the admission, transfer (relocation) and dismissal of employees;

Maintaining document flow and accounting for the movement of personnel;

accounting and control of attendance at work, transfer of the necessary information to the MCC;

Processing sick leave certificates, documents for overtime and other work;

registration of all types of holidays;

clarification and adjustment of the hours worked by employees based on the results of work for the month;

preparation of reports, certificates, applications, their submission to higher organizations and interested specialists.

The labor inspector is responsible for:

for accounting for the cost of working time;

preparation and timely submission of reporting and information documentation.

Qualification requirements:

secondary vocational education (no work experience requirements);

· knowledge in the scope of the training course at the training center of JSC "AVTOVAZ";

· practical skills of work on electronic computing devices, counting and other office equipment;

· Knowledge of the basics of personnel management, terms of remuneration and the basic provisions for accounting for working time.

At the same time, the inspector must be able to professionally:

Calculate and apply work and rest schedules for employees;

· draw up the necessary documents for employment, transfer (relocation) and dismissal;

use the codifier of professions, positions and other documentation;

· analyze the cost of working time, process documentation on accounting of working time;

Use existing guidance and organizational materials.

The choice of options for the division and cooperation of labor of employees of personnel services should ensure their maximum employment with optimal and equal labor intensity, as well as the interchangeability of workers in the course of their work.

It is important for each employee of the personnel service to organize his workplace, including a rational layout (external in relation to other workplaces and items of equipment and internal, providing a rational arrangement of objects and means of labor in the workplace), as well as equipment, incl. information documents, and maintenance, creation of favorable working conditions Vakhrushina, Aramovna. Management analysis: educational and practical. course / M.A. Vakhrushin-3rd ed. Rev. M.: OMEGA-L, 2008-432s..

The layout and equipment of workplaces depend on the specifics of the employee's work activity and position. You can use standard projects that contain a list of works, appropriate equipment and layout, maintenance, including an information link diagram, a list of incoming documents for storage and use, etc.

In relation to the workplaces of personnel officers, this is a typical set of furniture that meets both the anthropometric and functional data of a person, and the aesthetic perception of design. The complexity of the equipment provides for the presence of modern equipment at the workplace and its rational placement, including safe for health. Maintenance of the workplace should include information communications, document flow, etc., ensuring the efficiency, objectivity and reliability of receiving and processing information. All together should contribute to the effective performance of the employee during the working day, the high-quality performance of functions and duties.

The workplace of the HR inspector, as a rule, includes a set of furniture (a table, a swivel chair, a chair for visitors), as well as a mini-computer, document trays, a telephone, a telephone directory, etc.

A typical timekeeper's workplace is equipped with a table, a swivel chair, a safe for storing documents (forms), etc.

Creation of favorable working conditions presupposes the presence of normal illumination, acceptable level noise, optimal microclimate, aesthetics, rational mode of work and rest, as well as the psychological climate in the team.

Sanitary and hygienic working conditions at the workplace are regulated by sanitary standards, normative documents, safety standards. When establishing a rational regime of work and rest, it is recommended to use the first half of the day for performing basic functions, the second half for holding production meetings, etc., the end of the day or certain days of the week for consultations and receiving visitors. In some cases, it is advisable to use individual modes of work, sliding work schedules.

The effectiveness of the labor activity of personnel of the personnel service is largely determined by the organization of the labor process and also by the methods of its implementation. The labor process, as a rule, consists of a set of operations or procedures, each of which has its own purpose and execution order (sequential, combined, etc.). Thus, the “hiring” procedure includes 42 operations; “drawing up documents when hiring employees” - 10 (including filling out registration, alphabetical, personal cards, drawing up an order, writing in a work book, etc.).

The labor method characterizes the way the worker performs the labor process in order to obtain the maximum result when minimal cost working hours and sustainable performance during working hours.

The methods of work of any employee are largely determined by the organization of his workplace, the chosen forms of division and cooperation of labor functions (works), technology and other points regulating labor process. However, the use of rational techniques and methods for performing specific work largely depends on the workers themselves. For example, when keeping a time diary, an employee can more successfully prioritize the solution of certain tasks, perform relevant operations, and resolve issues of delegation individual works(functions) without exemption from liability (especially important for the manager), take into account the use of working time and determine the causes of its loss, take appropriate measures, achieve optimal performance within the natural rhythm, taking into account their own characteristics, etc.

The application of rational methods of work in the field of information and communications is of great importance. So, the processing of information can be streamlined, systematized and focused on the effective achievement of the task when using various methods and techniques for performing certain functions (works). This affects the timing of the work, their timeliness and reliability of the results when transferred to other employees in the conditions of the accepted division and cooperation of labor duties, etc. negotiations and correspondence, etc. These issues are widely discussed in the special literature on personnel management, but, in our opinion, without sufficient orientation of their solution to the final results, both in essence and in terms of the time spent by the performer of personnel management functions.

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Federal Agency for Education

State educational institution

Higher professional education

Ural State University named after A.M. Gorky

History department

Department of archiving, documentation

and information and legal support of management

ORGANIZATION OF THE WORK OF A MODERN HR SERVICE

(on the example of Stroitel LLC)

Thesis work of a 5th year student

Kamensk-Uralsky

speciality:

documentation and DOW

Pysina Olga Gennadievna

Supervisor:

Cemenkova Svetlana Ivanovna

Yekaterinburg, 2008

Introduction. 3

1. Organization of the work of a modern personnel service of Stroitel LLC 11

§ 1.1. Short story LLC "Builder" thirteen

§ 1.2. Structure, functions and employees of the personnel service.. 16

2. Documentation of personnel activities. 20

§ 2.1. The main types of documents used in the activities of the personnel service of Stroitel LLC. 20

§ 2.2. Preparation of personnel documents. 28

Formation of a pension. 41

Preparation of documents upon dismissal. 44

§ 2.3. Work with outgoing and incoming documents. 46

§ 2.4. Formation of affairs in the organization. fifty

§ 2.5. Storage of personnel service documents.. 54

In modern conditions, to improve the efficiency of management, it is necessary to improve the work with documents, since any management decision is always based on information, on a service document.

Organizational activity is expressed in the development and approval of a set of organizational and legal documents containing rules, norms, regulations that establish the status of the organization, its competence, structure, staffing and official composition, the functional content of the organization's activities as a whole, its divisions and employees, their rights, duties, responsibilities and other aspects.

The tasks of managing the workforce, the formation and qualitative improvement of its composition can only be solved if there is a perfect system information support work with personnel, which includes numerous information indicators and is constantly improved and updated based on the use of modern information technologies.

The preparation and execution of personnel documentation is regulated by the relevant legislative and by-laws.

The generalizing concepts of “personnel documentation” or “personnel documentation” mean a wide range of documents containing information about the employees of the enterprise and the activities of the personnel service itself: personal and accounting documents, planning and reporting and statistical, organizational and administrative.

The personnel department of Stroitel LLC is an independent structural unit subordinate to the head of the organization and the personnel manager. Depending on the personnel potential, the structure and number of personnel of the personnel service itself changes.

The organization of work with documents affects the quality of the work of the management apparatus, the organization and work culture of managerial employees. Success depends on how professionally documentation is maintained. management activities generally. Business information is presented in the form of various kinds of documents.

Studies show that 75% of the working time of employees of organizations is spent on their preparation, maintenance, filling, copying and transfer. Document management is becoming one of the main factors in the competitiveness of an enterprise. It means a special organization of work with documents and data, coordination of creation processes. Properly organized case management will reduce the time required for searching, increase the accuracy and timeliness of information, and eliminate its redundancy.

Documented information is the basis of management, its effectiveness is largely based on the production and consumption of information. AT modern society information has become a valuable resource of production, important element social and political life of society. The quality of information determines the quality of management. In modern conditions, to improve management efficiency, it is necessary to pay sufficient attention to improving the work with documents, since any management decision is always based on information, on a service document.

Rationalization of documentation support of management in Stroitel LLC must be given great attention, because shortcomings in the formulation of this work lead to serious difficulties in the work of the manager and the enterprise as a whole. Due to a more advanced system of documentary support for management, faster movement and execution of official documents, their preservation, use and proper selection for state storage is achieved. The principle of work on information and documentation services is reduced to a set of the same operations. They can be performed manually, with the help of mechanization, or these processes are fully automated. But all these stages of the paperwork cycle of working with documents are similar. Therefore, a competent employee of the administrative apparatus should be able not only to correctly draw up and execute the documents themselves, but also to know what types of work are performed with these documents.

Unfortunately, many business leaders, employees responsible for documentary support of management, are not familiar with the basics of modern office work, and even more so with the intricacies of record keeping. At the same time, the correct preparation and execution of documents in accordance with the new standards is the most important duty of office workers.

Information is recorded in documents that give it an organizational form and move in time and space. Documents and document information are the basis management decisions and are their material embodiment, provide legal force.

Work with documents should have such a well-established procedure that employees are not distracted from the main production goals of the enterprise.

Personnel documentation, fixing the labor relations of an employee with an employer, confirming his salary or length of service, is often maintained with violations of the current legislation. Errors in maintaining records not only express disrespect for the employee, but are also a violation labor code RF.

Mistakes made when formalizing labor relations are most often associated with the unpreparedness of managers to address legal and legal issues.

Target thesis– to study the organization of the work of the personnel service in Stroitel LLC.

Thus, the main objectives of the thesis are:

Consider the history of the development of Stroitel LLC;

To study the structure and functions of the personnel service of this organization;

Analyze the work of the personnel service in the field of documentation;

Suggest methods for improving the personnel service of Stroitel LLC.

normative and legislative acts:

1. Federal law "On information, information technology and information protection. The data contained in the personal file must be confidential, the personal data of the employee must be protected.

2. Decree of the Ministry of Labor and Social Development of the Russian Federation "On the approval of instructions for filling out work books." This manual contains the rules for maintaining and filling out work books.

4. Decree of the State Committee of the Russian Federation on Statistics dated 05.01. 2004 No. 1 "On the approval of unified forms of primary and accounting documentation for accounting for labor and its payment."

5. GOST R 6.30-2003 USD. This standard specifies: composition

details of documents, requirements for registration of details of documents, requirements for forms of documents.

6. Typical instructions for office work in the Federal executive authorities. Approved By order of the Ministry of Culture of the Russian Federation of 08.11. 2005 №536

1. Kosheleva E.A. Organization of storage of archival documents. Not all leaders of organizations understand the role and importance of archives in our lives. But the archives contain documents that testify to the history of the organization's activities on various stages development of our society. A special place among archival documents is occupied by documents on the personnel of the organization, which contain information about the length of service and wages of employees. What are the requirements for ensuring the safety of archival documents and what are the measures to create optimal conditions their storage, in question in this article.

Work with the personnel of the enterprise is carried out by a specialized functional unit of the enterprise - the personnel service.

Under functional powers of the personnel manager should be understood as the ability to influence employees who are subordinate to other line managers.

The structure of the personnel service may be different depending on the scale of the enterprise, the strategy and tactics of working with personnel.

For a small private enterprise, the most characteristic is the implementation of the functions of the personnel service by one employee or the combination of the position of a personnel officer with any other, for example, often the functions of personnel records management are performed by a secretary, accountant, lawyer. And the functions of the personnel manager are taken over by the director of the enterprise himself - he himself selects employees, he appoints them a salary, he decides what refresher courses they need, etc. It takes a lot of his valuable time.

World experience shows that the “critical mass”, at which there is a real need to create an independent structured personnel management with the help of a professional in the field of human resources, can be considered the presence of 50-70 employees in the organization. It is in this case that opening the position of a personnel manager is economically justified.

A medium-sized enterprise requires the creation of a group of personnel specialists (2-4 people) or a personnel department.

In a large industrial or commercial structure there is a need to create an extensive personnel management service in various areas of activity in the field of human resources, headed by the director of personnel or the deputy general director (Fig. 1).

At the same time, the HR Director personally supervises the following issues:

Philosophy and policy of the organization for work with personnel;

Organizational and functional structure of the organization;

Statistical reporting;

labor law;

Relations with professional associations, clubs;

Relationships with government, city, local relevant organizations.

Rice. 6.1 - Organizational structure of the personnel management service

The activity of the personnel service of the enterprise is regulated Regulations on personnel service.

This provision includes the following sections:

1. General Provisions- where it should be indicated that the personnel service is an independent structural unit of the management apparatus and reports to the head of the enterprise.

2. Department tasks- where the tasks for staffing, the formation of a stable labor collective, reducing staff turnover and strengthening labor discipline.

The tasks of the relevant department (human resources department, personnel department, etc.) usually boil down to the following:

Development and implementation of the personnel policy of the organization in accordance with internal company standards and modern concepts of personnel management;

Creation and maintenance of an information and analytical base for decision-making on personnel management issues;

Ensuring safe working conditions for employees of the organization, material and moral incentives for their activities.

3. Department functions

The functions of the personnel department are determined on the basis of the tasks assigned to it. The typical main functions of a unit are:

Participation in the development and implementation of the goals and policies of the organization in the field of management by human resourses; development and implementation of a set of plans and programs for the development of the organization's personnel;

Forecasting and planning the need for personnel, participation in solving problems related to the satisfaction of each employee with the conditions, content and nature of work. Improving the qualitative composition of the organization's personnel, creating conditions that stimulate the constant growth of professional competence;

Formation of a reserve of personnel based on an analysis of the general and additional needs for personnel and career planning policies (creation and continuous addition of an information database of a personnel reserve; organization of attracting candidates; development of methods and methods for selecting candidates; development of processes for hiring and firing employees);

Organization of personnel training using methods for diagnosing and evaluating the effectiveness of personnel (organization of professional testing of new employees; organization of retraining and advanced training of personnel in accordance with market requirements and the needs of the organization; selection of personnel for training; development of training forms; development of adapted training programs; selection of teachers, continuous monitoring of the business and vocational education market);

Ensuring social balance, taking measures to maintain a favorable socio-psychological climate in the organization, conducting psychological testing of personnel, monitoring the adaptation of personnel in the organization. Increasing the efficiency of personnel work on the basis of rationalization of structures and staff, discipline management. Improving the organization of remuneration and incentives for employees of the organization (analysis of jobs; division of personnel into categories; development of forms and systems of payment; development of a compensation package; organization of the process of assessing the effectiveness of employees; control of promotions and rotation of employees). Ensuring compliance with labor laws in the work with personnel;

Continuous improvement of the forms and methods of personnel management based on the introduction of modern scientifically based, including computer, technologies for working with personnel, unification of documentation on personnel records management.

Implementation of consulting and preparation of recommendations to the management of the organization on issues of lawful protection against unlawful encroachments on the activities of the organization;

Organization of protection of life and health of employees and property of the organization, including fire safety, implementation of safety measures;

Implementation of representative functions on behalf of the organization in external organizations related to the performance of the tasks of the unit, performance of the functions of the unit for public relations, the media.

4. Department rights- are expressed in the powers of the head of the personnel department and his employees, determined by job descriptions, which are approved by the head of the enterprise.

A list of such rights might look like this:

Make proposals to the management on improving the activities of the organization, other structural divisions. Participate in the preparation long-term plans development of the organization, drawing up its budgets;

Engage consultants, individuals and legal entities to work within the approved budget with the conclusion of work contracts;

Request necessary information within the limits necessary to solve the tasks of the unit;

Request necessary official documents within the established regulations and approved forms. Control the placement and correct use of employees, the state of labor discipline in the divisions of the organization;

Submit proposals to the manager for promotion or application in in due course disciplinary measures provided for by law against employees of the organization guilty of violating the law, decisions of the management bodies of the organization, orders and orders of top management and other regulatory acts of the organization.

5. Department Responsibility- stipulates the responsibility of the head of the personnel department, his employees, depending on the job functions, and the personnel department as a whole.

Similar information.