Good day, dear friend!

If you are applying for one of the positions that are commonly called “personnel officers”, read this article, in which we will analyze, among other things, questions at an interview for a personnel officer. If you don’t apply, you can also look to understand who is “from hu”)

Employees who do not particularly delve into the intricacies of the work of their company - "personnel officers" call everyone who works in the personnel service.

The “personnel officers” or “personalists”, HRs themselves, divide themselves according to their functional affiliation: the personnel officers themselves, who lead personnel administration and office work, recruiters or “hirers” - search and selection, T & D - training and development, C & B - compensation and benefits. This is basic. AT small companies functions are combined, and even completely given at the mercy of one specialist.

This is so, for the general development.)

Job description - in the trash

Many candidates feel that they are interviewing questions that are similar to a typical job description. Remember? Must know, be able to, a list of duties and a bunch of different rubbish.

What you know and can do is important. However, as a manager - "personnel officer", I am more interested in something else.

The main articles of the labor code and the rules for filling out work books can be studied quickly enough. Search technologies, resume analysis and pre-selection are also not a discovery worthy of a Nobel Prize. I can teach it in a week.

But how a person will work - this is the question to which it is important to find an answer at the interview.

The main way to get information is a proposal about a professional path, successes, failures, future plans. And clarifying questions.

In order not to turn the article into a monograph, below I will give only three questions that I would like to get an answer to at an interview with a “personnel officer”, regardless of functional affiliation (personnel accounting, recruitment, compensation and benefits, etc.).

Questions of the author to the candidate - personnel officer

1. Understanding the essence of the work of a “HR officer”

Question: What do you consider a good job of a “personnel officer”? How to evaluate the quality of his work?

Whatever the supporters say various systems performance evaluation based on goal setting, KPI, BSC and so on, for the personnel officer the main criterion is ... (attention!) ... expert evaluation of his work by key clients. Often subjective.

Example:

I, as director of personnel, come to a meeting with the general with a pile of reports on how well we are doing. With numbers, graphs, everything is as it should be. I begin to broadcast ... At this time, the head of the main workshop gets up and says that we have not been able to find a milling machine for him for two months. Moreover, according to him, "personnel officers" especially do not jump out of their pants. Meanwhile, if not today, tomorrow the line will stop.

What do you think the general will tell me? Correctly. He will say something like this:

“Why did you come here? Take your stupid reports and go find a miller."

And you are tormented to prove something. The evaluation of a key client has done its job - take an overcoat, go home. Rather, look for a milling machine.

What? Snitched? Well, yes, you could talk to me. And I will tell him about it. And in many ways he is wrong. But everyday practice is as follows: in such situations, the “personnel officer” has to take the rap.

Three groups of key clients

1. Heads of the main divisions of the company. Those that generate the main financial results. In other words, they bring money to the company.

They are always given increased attention and their opinion is listened to in the first place.

2. Labor Inspectorate and other inspection bodies.

I suppose it is superfluous to explain that penalties for your oversight or inability to communicate with such “clients” will be an extremely unpleasant surprise for your management.

3. Direct supervisor and senior management of the company. This is the default. I don't think comments are needed.

Of course, customers are also company employees and job candidates from the external labor market.

Dissatisfaction, complaints - negatively affect the reputation of the company and the staff service. Especially if it is taken out into the external environment. The consequences can be much worse than is commonly believed. The employer brand rules.

Ideally, all issues in working with clients that are within your competence should not be submitted to management.

The worst option is that a key client comes to your management and complains that you have not resolved his issue, which is within your competence.

So,

The main criterion for the quality of the work of a “HR officer” is an assessment by key clients . A key client who turns to the “HR” with a question or for help should be satisfied. Yes, assessments are often subjective and even biased. But these are the realities and this cannot be ignored.

This does not mean that you have to dance in front of them. Our internal client is not always right. Let's not forget that most managers do not know how to work with people and need advice. And sometimes in directions. But for this, the “personnel officer” must be smart and treat people with respect and care.

People attach great importance to that which cannot be calculated or estimated using logical reasoning. Attention, sincere interest, interest in solving his problems.

2. Self-reliance in problem solving

Question: Give an example of some of your projects, large or small. What was the situation initially, what goals were set? What challenges did you encounter and how did you deal with them. What was the result of the project?

An interview technique is used

Your readiness to solve problems that inevitably appear in work is assessed.Ideally, all problemsin matters of your competenceshould be "buried" by you and not get on the table to your leader.

3. The ability to do more than you are assigned or written in the job description.

Distracted case:

You are a station worker. An arriving passenger addresses you and asks: “Where is the nearest hotel?” Your actions?

Good answer: You answer not only how to get there, but also offer to call and, moreover, give your number with the words “If you have problems, call me, I will try to help.”

This is what “doing more than what is written” is. The quality of work is above expectations.

Notice how leading companies follow this principle:

• in one of the banks in frosty weather, the handles on the doors are wrapped in a warm cloth.
• Air France, after purchasing a ticket, sends a weather report and a mini-guide of the city to which you are flying to your mobile phone.
• the airline gives a children's backpack for passengers with children.

This habit of yours will easily outweigh small gaps in your knowledge and qualifications in the eyes of the manager. Interest in you will be higher than in a more qualified candidate with a gloomy face, showing that he is already doing everyone a favor by his presence in the workplace.

If I put pluses on these three questions, then there is a basis for working with this person.

He has good and all the makings of becoming an excellent employee. Everything else can be taught.

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The organization and maintenance of personnel records management is a direct responsibility of the employees of the personnel service. In situations of creation new organization, the transformation of the old or other reorganization options, management and the personnel department need to know the main points of work: training and search for employees, hiring, transferring and dismissal of personnel, as well as the rules for both archival and operational storage of documents.

Competent organization of personnel records management as the basis for the stability of the company

In any organization, regardless of the form of ownership, there is a staff. It differs in size and composition, in the functions performed and the level of qualification. The task of the personnel department is to make sure that all questions and problems related to the employees of the enterprise are resolved as quickly and competently as possible.

The stability of an organization is directly dependent on its employees. The primary task of the personnel service is the competent and timely selection of employees, the conduct of personnel records management in accordance with the law and the timely delivery of documents to the archive. This is the basis stable operation any enterprise.

Training of personnel for work with personnel

The instruction on personnel records management clearly indicates the need to have vocational training personnel specialists. However, in practice, there is often a problem with the training of workers of the required profile.

Higher and secondary special educational establishments they do not produce specialists with such a narrow qualification as "personnel office work". Training usually takes place already on the spot or at specialized courses. It is also possible to train an employee directly at the workplace by mentoring.

Personnel records management training of specialists involves the following ways:

• retraining on the basis of a second higher education;
• obtaining higher education of a related profile, for example, "document management", "jurisprudence", "personnel management", "information protection";
• training in specialized long-term courses (at least three months), followed by an exam;
• practical work followed by regular professional development.

Regulatory documents regulating the work of personnel services

Activities of the personnel department general organization personnel records management is very dependent on the current legislation and internal regulatory documents. This feature is associated with the nuances of working with a large number of personal documents, which are often confidential.

Office work in the personnel service is regulated by the following acts:

• Constitution, Civil and Labor Codes, as well as partially Criminal and Family;
• legislative acts on the profile of the organization in matters relating to work with personnel;
• normative acts of local importance;
• various classifiers, rules and instructions of the federal level;
• internal regulatory documents, for example, instructions for personnel records management;
• orders and directives from management.

Employees of the personnel service are obliged to strictly comply with the requirements of regulatory enactments and, above all, the Labor Code.

Search and documentation of employees

HR management begins with the search and registration of personnel. First of all, it is necessary to decide on the options for finding new employees. Among them, the following stand out:

• agencies and employment offices;
• employment;
• job fairs;
• educational establishments;
• job boards and resumes on various resources;
• other organizations;
• acquaintances and friends.

All search options for employees have their advantages and disadvantages, the employee of the personnel department must make the most of all opportunities to close the vacancy.

When a candidate is found, an interview is held with him. It is desirable that its progress be documented: it is easier to make an informed decision on hiring or rejecting. In the latter case, the person is notified in writing of the reason within five working days. If the applicant is suitable for a vacant position, then he should be enrolled. From this begins the registration for a specific employee.

• conclusion of an employment contract;
• issuance of an admission order;
• a new employee or her institution;
• registration of a personal card;
• if it is accepted in the organization - the establishment of a personal file;
• familiarization and signing by the employee of internal normative documents and instructions.

Personnel records (personal cards, staff list)

Personnel records management involves the mandatory registration of accounting documentation, in particular, staffing and personal cards. These documents are mandatory for organizations of all forms of ownership.

Staffing and headcount should be up-to-date and meet the needs of the organization. It contains the names of all positions, the number of rates, indicating vacancies for a given period.

Personal cards are unified documents containing brief information about labor activity employee and personal information. They are subject to strict accounting and special conditions storage, in places that prevent their damage and theft.

Orders on personnel, differences and design features

General business in personnel work mainly expressed in the orders and instructions of the leadership. These documents may concern both individual employees and the entire staff as a whole. They differ in design and implementation features.

Most orders and instructions regarding specific actions with an employee have a unified form. They are subject to mandatory agreement with all interested parties and familiarization by the employee against receipt. Copies of personnel orders are stored in a personal file, and the originals in separate folders.

Journals on personnel records management, rules for registration and storage

To account for the movement in the personnel service, it involves the maintenance of specialized journals. These are tabular documents of a multipage format, most often unified. Usually they are started either in large notebooks, or they are purchased ready-made in specialized stores.

Types of personnel magazines:

• registration of incoming and outgoing documentation, including letters;
• registration of orders;
• registration of arrival and departure of employees on business trips;
• registration of applications, submissions, notifications, official and memos;
• registration of forms of work books, their inserts;
• various movement accounting books personnel documents etc.

All journals must be in without fail stitched and sealed, and the sheets are numbered. They should be kept separate from all documents. Preferably in a safe or a special cabinet.

Features of maintaining and storing personal files

Keeping personal records is not mandatory. However, most organizations collect employee records in one form or another. Of course, it is more convenient to do this in one folder.

A personal file is a set of documented personal information about an employee, collected and formed in a certain order. It may include a variety of documents and copies:

• copies of orders about the employee;
• copies of statements;
• copies of identity documents confirming qualifications, education, benefits and marital status;
• questionnaire;
• characteristics and reviews;
• references, etc.

Personal files include personal information and should be kept separate from other documents. Access to them is allowed only to a strictly limited circle of officials. Upon dismissal of staff, personal files are handed over for archival storage.

Rules for registration, storage and issuance of work books, as well as inserts

All organizations are required to keep work books for their staff, with the exception of employees hired part-time. At the initial admission, the employer independently acquires blank forms and makes the first entry in them. On the title page enter the relevant data about the employee. Subsequently, it is necessary to monitor their relevance and make changes in time.

On the spread of the main part, entries are made about labor and social activities employee, his permanent reception All entries are numbered in a general manner and are made on the basis of an order. The record of dismissal is accompanied by an imprint of the seal of the organization and the signature of the head.

Made by hand, with a blue ballpoint pen, clear and understandable handwriting. Carefully monitor the relevance and reliability of the entered data. If it is necessary to correct the information, then they must be carefully crossed out with one line and the current information must be entered. This action must be confirmed by the signature of the head and seal.

Store work books separately from other documents, in a safe. It is forbidden to hand them over to employees or third parties without a special order from the responsible authorities.

Features of operational and archival storage of personnel documents

The storage of personnel documents is determined by their special significance. They contain personal information and are confidential. Such data is not subject to unauthorized disclosure. Otherwise, workers personnel service and the head of the organization is fined.

To organize the proper storage of personnel documents in the personnel service, it is desirable to have a separate room. There must be one entrance to it and it must be equipped metal door with alarm.

The documents themselves should be stored in metal cabinets or safes. Avoid exposure to sunlight and dust, as well as temperature fluctuations and excessive humidity. These simple steps will help save personal data.

HR Consultant

Leading researcher at Expertise LLC, author of numerous seminar programs, publications and practical manuals.

You can ask your question on the following topics:

• company document management
• classical office work
• personnel office work
• labor Relations
• employment history
• protection of personal information
• preparation for inspections of the organization by state supervisory authorities

The response time for questions is 5 (five) business days.

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Ask your question about personnel

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Questions and answers

15.08.2019 : On the date of signing the consent to the processing of personal data
Until today, the company did not have a Regulation on the protection of personal data. What is the best date to issue a provision with the relevant familiarization sheets? and what dates will the employees sign the consent to data processing then? Answer...

08.08.2019 : About annual leave during parental leave
Can an employee, while on leave to care for a child under 3 years old and working part-time, apply for another vacation? Need to interrupt parental leave and take another one? Answer...

01.08.2019 : About changing the staffing table
One employee went to maternity leave. Accepted for this position new employee. With the prospect of moving to another job with the exit from the maternity leave of the former employee. How to correctly reflect these 2 units in the staffing table? Answer...

26.07.2019 : On the calculation of vacation pay in case of temporary performance of duties
Two employees have different durations of annual leave, if one employee temporarily performs the duties of the other with exemption from the main ones, for which position should he calculate annual leave? Answer...

19.07.2019 : About making corrections to the work book
In the employee's work book, the surname is written through Yo, all other documents, incl. passport, diploma, SNILS, TIN through the letter E. On the basis of what to make a correction and do I have the right to do this? Answer...

11.07.2019 : About the insert in the work book
The worker brought a labor and not sewn-in liner, which was completely filled, and I had to get another liner. How to sew 2 inserts into a labor one? Sew on each other, as we usually sew inserts into the labor one? Answer...

04.07.2019 : On transfer to another position with a change in the term of the employment contract
Is it possible to transfer to the position of director (fixed-term employment contract according to the Charter of the enterprise for 1 year) from the position of chief engineer (termless employment contract)? Or is it necessary to fire and hire an employee? Answer...

27.06.2019 : About unused vacations
An employee, having returned from parental leave, after a while goes on leave to care for the next child. At the same time, she “did not take the next vacation for the first “pre-decree” period. Can an employee use this leave after she has returned from her second parental leave (for a second child), if 4 years have passed since the period for which she is going to take another leave? Answer...

19.06.2019 : About reflection in employment contract night work allowance
An employee works at night. Is it necessary to prescribe a surcharge of 20% for each hour of work according to the labor code, or can it be written in a local act and set as a monthly bonus? Answer...

11.06.2019 : About making an entry about gratitude in the work book
The employee has an insert in the work book. Now you need to write a thank you note. Where to write - in a work book or in an insert? Will it be considered a violation if, nevertheless, a record of gratitude is made in the insert while maintaining the numbering of incentives after the work book. Answer...

04.06.2019 : About part-time work
The employee works in the organization under two employment contracts: one is the main one, the second is part-time. Can the main position of an employee be a lower status (in the hierarchy of positions) than the position held by a part-time employee? Answer...

28.05.2019 : About leave to care for a child up to 1.5 years
We arrange leave to care for a child up to 1.5 years. The child was born on February 27, 2019. Vacation end date 08/26/2020 or 08/27/2020? Answer...

22.05.2019 : About compiling a timesheet
Please explain, when you draw up the time sheet, you need to include employees who are on parental leave up to 1.5 years and up to 3 years? Answer...

08.05.2019 : On granting time off for being on a business trip on a day off
For finding an employee on the road (business trip) in accordance with Art. 153 of the Labor Code of the Russian Federation, the employee takes a day off. But the calculation of travel allowances that day was by the hour (on the day of travel). How do we need to draw up all the documents correctly: the employee asks for a day off - do we give him the whole day or as many hours as he spent on a business trip? Answer...

26.04.2019 : On the opening of sick leave by an employee on the day of dismissal
On the day of dismissal (by own will) at 11-30 an employee receives in his hands: under the signature of a work book, he requested certificates and mandatory documents. Receives all payments upon dismissal on a salary card ... And goes on sick leave. Sick leave open at 12-20. There is proof - a ticket to the doctor. What are the activities of the institution? What to do with layoffs? You cannot be fired on the day you receive sick leave.

So that the check does not take you by surprise, you need to clearly know what documents the state labor inspectorate and the Pension Fund of the Russian Federation can check, and also have them available. Since the grounds for the appointment of inspections by the tax authorities are different (scheduled inspection of compliance with the provisions of labor legislation, verification of the facts of accidents at work, appeals trade union bodies, employees about violations of the law, information received from law enforcement agencies), then the list of documents to be checked may vary significantly. Enterprises should also conduct their own HR audits to avoid problems.

The Labor Inspectorate is the main body responsible for ensuring the protection of labor rights and freedoms, including the right to safe conditions labor and ensuring compliance by employers with legislation and other regulatory legal acts.

The Labor Inspectorate is the main body responsible for ensuring the protection of labor rights and freedoms, including the right to safe working conditions and ensuring that employers comply with the law and other regulatory legal acts.

In connection with the assigned tasks, the main powers are defined. The Federal Labor Inspectorate conducts inspections, surveys, issuance of mandatory orders to eliminate violations, draws up protocols on administrative offenses within the limits of its authority, prepares other materials (documents) on bringing the perpetrators to justice in accordance with federal laws and other regulatory legal acts of the Russian Federation, etc. .

If the inspectors reveal violations in the organization, then the head, Chief Accountant and head of personnel. If an official has already been punished for a similar administrative offense, he may be disqualified for a period of one to three years in accordance with Art. 5.27 of the Code of Administrative Offenses of the Russian Federation. In addition, sanctions may be imposed on entity. Refusal and opposition to the inspection is punishable in accordance with the sanctions provided for in Art. 19.4 of the Code of Administrative Offenses of the Russian Federation. Violation of labor legislation may also result in the suspension of the organization's activities for up to 90 days.

Penalties: administrative responsibility of the employer

The employer may incur administrative liability in the following cases:

• obstruction of the activities of state labor inspectors, in particular, failure to comply with their instructions, the use of a threat of violence or violent actions against the inspectors themselves (Article 363 of the Labor Code of the Russian Federation). Based on Art. 19.4 of the Code of Administrative Offenses of the Russian Federation, disobeying a lawful order or requirement of an official of a body exercising state control, as well as obstructing the performance of official duties by this official, entails a warning or the imposition of an administrative fine on officials;
• violation of the procedure established by law for the collection, storage, use or dissemination of information about citizens (personal data). In relation to these violations, a sanction is provided in the form of a warning or the imposition of an administrative fine on officials;
• failure to take measures to eliminate the causes and conditions that contributed to the commission of an administrative offense by decision of the body that considered the case of an administrative offense. Here, in relation to officials, there is such a measure as an administrative fine;
• failure to submit or untimely submission to a state body of information that is provided for by law and necessary for the implementation of this body of its legal activities, as well as the transfer of information to officials and inspectors in an incomplete or distorted form. In this case, the administrative fine applies not only to officials, but also to legal entities.

Verification in the company: necessary grounds

The grounds for the appointment of inspections by the inspection may be:

• work plans to monitor compliance with labor law provisions;
• facts of accidents at work;
• appeals of trade union bodies, employees or other persons about the facts of violation of the provisions of labor legislation, other issues that are within the competence of the federal labor inspectorate;
• information received from law enforcement agencies.

A scheduled audit is carried out no more than once every two years. If the company is a small business, the auditors do not have the right to audit its activities within 3 years from the date of . Usually, the audit is reported one or two days before its start, except when this information, in the opinion of the inspection, may damage the results of the audit and allow the firm to quickly hide. Also, a scheduled inspection can be comprehensive, when a certain area of ​​the organization’s activities related to compliance with the Labor Code of the Russian Federation is subjected to in-depth study.

Attention should be paid to verification issues. Inspectors cannot go beyond their limits. For example, if the subject of the check is the accrual and payment of wages, then check the documents related to the dismissal of employees, controllers.

In this regard, first of all, it is necessary to determine the entire list of documents that can be verified. A single common list of documents that should be in each organization is not established by law. Various legal acts contain references to the need to maintain certain journals, orders and other documents. In this regard, and depending on the industry to which the company belongs, it is necessary to draw up a list of documents that, in accordance with legal acts, must be in the organization.

Audit of the organization: what documents can be checked

Documents can be divided into the following types:

• Individual local regulations (see Table 1);
• Mandatory local acts organizations (see Table 2);
• Local regulations approved taking into account the opinion trade union committee(see Table 3).

Table 1

Individual local regulations

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table 2

Mandatory local acts of the organization

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Table 3

Local regulations approved taking into account the opinion of the trade union committee

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Systematization of information: how to organize workflow

According to the statements of employees about the violation of their rights (imposition disciplinary action, illegal dismissal) the following documents may also be requested:

• agreement on collective liability (Article 245 of the Labor Code of the Russian Federation);
• agreements on full individual liability (Article 244 of the Labor Code of the Russian Federation);
• regulation on the protection of trade secrets;
• regulation on the adaptation of workers;
• order of passage probationary period;
• regulation on the certification of employees.

special attention should be paid to the systematization of information on personnel records . To do this, it is recommended to keep the following journals in institutions and organizations:

In our case:

• register of the issuance of work books. The need to maintain it is dictated by the employee's right to request documents related to work, as well as the obligation to issue a work book on the day the employee is dismissed. In case of occurrence controversial situation the employer will be able to confirm the issuance of a work book to the employee;
• register of employment contracts. It is especially useful in the case of a large number of employees being hired, as well as when concluding fixed-term employment contracts, so that you can track their expiration dates. This is necessary in connection with the requirement established by Art. 79 of the Labor Code of the Russian Federation, according to which the employee must be warned of the termination of a fixed-term employment contract due to its expiration at least three calendar days before being fired. Otherwise, the condition on the urgent nature of the employment contract becomes invalid and the employment contract is considered concluded for an indefinite period (Article 58 of the Labor Code of the Russian Federation);
• register of orders for personnel. Required to accurately record the serial numbers of personnel orders. Depending on the number of employees of the company, you can keep one journal for all orders (receipt, transfer, dismissal, etc.) or register each type of orders in a separate journal;
• journal of familiarization with local regulations. The need to maintain it follows from Art. 68 of the Labor Code of the Russian Federation, according to which the employer must acquaint the employee with local regulations against signature when hiring him even before signing the employment contract;
• safety briefing log in accordance with section 10 of the Labor Code of the Russian Federation;
• a log of employees passing a mandatory medical examination in accordance with Art. 69 of the Labor Code of the Russian Federation.

After the reconciliation of the documents has been carried out, the quality of the preparation of the existing ones in terms of legal requirements is checked.

Thus, the auditors will check the maintenance of primary documentation in the organization on accounting for personnel, accounting for the use of working time and settlements with personnel for wages. Wherein the necessary papers must comply with the unified forms approved by the Decree of the State Statistics Committee of Russia dated April 6, 2001 No. 26 (personal cards of employees, personnel orders(about hiring, about transfer, about holidays, about dismissal, about a business trip, about encouragement, etc.), staffing, timesheet, payroll and payroll, etc.).

It should be noted that the company may not have some of the above documents, for example, job descriptions, a official duties may be included in the terms of the employment contract.

You can also highlight some specifics of maintaining individual documents. So, if the organization has employees with irregular working hours, then a list of positions of such employees should be compiled. If an employment contract contains a provision on the observance of trade secrets by employees, then there must be a provision on the protection of such secrets. At the same time, the list of information constituting a commercial secret must be clearly defined, and employees must be familiarized with this information against signature. Rules of the internal work schedule are binding document, but they may be an annex to the collective agreement

The vacation schedule is drawn up two weeks before the new calendar year. All employees of the organization should be familiar with it. It often happens that employees do not actually have a rest according to the schedule due to various circumstances, however, the schedule on paper remains unchanged, and the employees are given working days in the time sheet. These violations can also be detected by inspectors. In this regard, if the schedule does not coincide with the actual rest of employees, it is advisable to take applications from employees about making changes to the schedule and the circumstances of the transfer of vacation and make changes to the schedule. The employee must also be notified against signature of the start time of the vacation no later than two weeks before the start of the vacation. Leave must be granted in accordance with the order. It will not be superfluous to take confirmation from the part-time worker that he went on vacation at his main job.

It is quite common for inspectors to require that each sheet of an employment contract contain the signatures of the employee and employer. In practice, this is not often done. It is convenient for the employer that the employment contract is simply sealed with a paper clip. Sheets of such an agreement can be easily replaced. An agreement that is not signed on each sheet, of course, will be recognized as properly concluded, because the law does not contain the requirement that each sheet of the agreement be signed by both parties. At the same time, the established practice of signing civil contracts indicates the expediency of such a document. This practice is often transferred to labor relations.

It should be noted that violations of the law are related specifically to payments (failure to provide additional payments in connection with work on weekends and holidays, non-payment of bonuses, compensation payments).

In some firms, employees are provided with time off for overtime, and not monetary compensation, which is a violation of the requirements of Art. 54, 55, 88, 89 and 90 of the Labor Code of the Russian Federation and can also be checked by inspectors.

In the case of applications to the labor inspectorate about delays in wages, incorrect calculation of payments, the inspectors will definitely ask you to submit orders, extracts from your personal account, payment documents that will allow them to determine the timing of payments upon dismissal or vacation. Remember that the organization is obliged to calculate the employee on the day of dismissal, and on vacation -. If, for any reason, the deadlines prescribed by law are violated, employees will have to pay salaries with interest in the amount of at least 1/300 of the refinancing rate of the Central Bank of the Russian Federation for each day of delay in accordance with Art. 236 of the Labor Code of the Russian Federation. For violation of the terms of payment - as a prevention of relapse - the auditors can fine the head of the company or the chief accountant in the amount of 1,000 to 5,000 rubles. (Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

The issue of certification of workplaces can attract the attention of inspectors in the event of an accident at the enterprise. All workplaces available in the organization are subject to certification of workplaces in terms of working conditions. It involves the assessment of workplaces in terms of hygienic indicators, in terms of injury safety and the provision of workers with personal protective equipment. This certification must be carried out at least once every five years. Documents on attestation of workplaces are stored in the organization for 45 years. For each workplace a workplace attestation map should be drawn up.

The content of local regulations on labor rights and duties, should be known to every employee. When considering the documentation of local regulations, one should first of all pay attention to the fact that, being a written document, the act under study has certain requirements for the form, language, presentation style, structure and content, the availability of relevant details (date of adoption, number, name, registration, etc.), is regulated by the requirements of office work and to local regulations adopted in a centralized manner by an order for an enterprise (organization). Documents must be consistent with each other.

Complex issues of audits: judicial practice

It is important to respect the confidentiality of personal data. The regulation on the confidentiality of personal data in an organization is a document that establishes the basic rules for the protection of information constituting the personal data of employees. The rules establish norms and requirements that must be met. The need for the entry into force of this document follows from the content of Ch. 14 of the Labor Code of the Russian Federation. This document should ensure, first of all, the protection of personal data of employees of the organization at all stages in the process statutory activities a specific organization, including non-automated ones. In the decision of the Ninth Arbitration Court of Appeal of June 7, 2006, June 14, 2006 No. 09AP-4259 / 2006-AK in case No. A40-8448 / 06-119-84, the judges noted that the employer must create specifications protection of personal data of employees from their misuse, in particular, to provide a special access regime to the premises where the relevant information is stored, to equip places for its storage that exclude unauthorized access to information, etc.

Attention should also be paid to regulating the issue of various payments, including incentive and compensatory payments, established in local regulations. An example is Decision of the Supreme Arbitration Court RF dated January 26, 2005 No. 16141/04. According to the Supreme Arbitration Court of the Russian Federation, the legislation on taxes and fees neither the norms of daily allowances, nor the procedure for their establishment in relation to income tax individuals not defined: the general procedure for establishing such norms and limiting their size are provided only by labor legislation . According to Art. 168 of the Labor Code of the Russian Federation, in the event of being sent on a business trip, the employer is obliged to reimburse the employee for additional expenses associated with living outside the place of permanent residence (daily allowance). Currently, due to the large-scale transition of employers to the system of paying wages through bank accounts (cards), it is necessary to provide for a condition on such payment in the employment contract. Otherwise, you will have to take from all newly hired employees written agreement about the transfer of wages to their card account. The Labor Code states that wage paid to the employee at least every half a month a day, statutory internal labor regulations, collective agreement, .

Statistical data clearly demonstrate that the mistakes of employers in matters of labor protection are very common and dominate among other offenses. It should be especially noted that all of the above documents must be in order, regardless of how the relationship between the employer and the employee actually developed.

Footnotes

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"Personnel. ru", 2013, N 7

HOW TO INTERVIEW A COLLEAGUES. WE ARE hiring a HR OFFICER

Every leader knows and is unlikely to dispute the assertion that the income of any organization primarily depends on how professional the specialists working in it are. It is this resource - personnel - that is currently considered as the most important factor in the company's competitiveness in the market. Employees with their capital of knowledge, experience and potential constitute the organization's intangible asset.

What is a Human Resources Inspector? How did this profession come about?

The name of the profession "personnel inspector", or "personnel officer", appeared in Soviet times. Personnel departments in our country began to form in the 30s. last century. In accordance with the Decree of the People's Commissariat of Labor of the USSR of December 28, 1930 N 377, they were entrusted with the supply of the national economy labor force, as well as planning the training of workers and control of this training. The structure of the personnel service in the 30s. included sections (divisions): personnel planning; urban labor market; seasonal labor market; workforce training; professional selection, professional consultation and qualification testing.

Now our enterprises still have personnel departments, where highly qualified specialists work, providing documentation labor relations in accordance with the requirements of the law, accounting for employees and preparing reports for government agencies.

Why is an employer interested in attracting a highly qualified HR inspector?

Work with personnel documentation requires care and perseverance. In order to minimize the risks of the company, the HR inspector must have an excellent knowledge of labor legislation and be able to operate with this knowledge. However, in addition to paperwork, the HR inspector communicates a lot with employees - advises on labor legislation, regulates conflict situations.

The criterion for the success of an HR inspector is inspection bodies, penalties from government agencies, complaints or complaints from company employees.

What competence should an HR inspector have in order to perform such a responsible job? What professional standards apply to him?

Reference. The term "competence" comes from the Latin "competere", meaning "to be acceptable", and is used, as a rule, to recognize that a specialist has sufficient professional knowledge and skills to solve assigned tasks or perform certain duties. Currently, companies are paying more and more attention to assessing the competence of specialists when making decisions related to their recruitment, promotion and professional growth.

By the way. Professional Standards are structured requirements for the quality and content of labor in certain area professional activity.

An accurate description of the "ideal" candidate and the position for which he is selected, ensures the most effective search and selection of the right people. The description begins with the definition of the area of ​​responsibility and the main tasks of the employee. The priority of requirements should be clearly established, taking into account the interests of the company's management, traditions and requirements. corporate culture, opportunities and growth prospects.

There is a whole range of tools for determining the level of competence of a specialist - from a classic interview to completing a work assignment (case).

All candidate assessment methods should be selected in such a way that it is possible to obtain maximum information about each applicant for a vacant position (see table 1).

Table 1

Used methods for assessing the qualities of a candidate

The key points in evaluating a candidate are:

Determine the purpose of the assessment;

Describe the tasks that the employee will perform;

Describe the knowledge, skills and abilities necessary for the employee to perform this task;

Determine the object of diagnostics;

Select diagnostic/assessment methods;

Determine the criteria for evaluating the results obtained.

Reference. Skill - the ability of a person to effectively perform a certain activity on the basis of existing knowledge in changed or new conditions.

Skills - the ability to perform any action automatically, that is, without element-by-element control. Therefore, it is sometimes said that a skill is an automated skill.

Thus, you will save time - both yours and the candidate's - and will be professional in solving the main issue - the selection of a competent specialist.

For example, the goal is to determine the level of professional knowledge of a human resources specialist. You can use the professional testing method. Successful candidates it, as a rule, induces to confirm the status of the professional. A job applicant who refuses to take a vocational test is suspect in at least two of the successful work in the company points: manageability and level of training.

Professional tests are developed for a specific position. They check the key knowledge for this position. The gap between the required and existing level of competence becomes the basis for additional questions at the interview. When used correctly, tests provide valuable information about the candidate (see tables 2, 3), even despite the significant costs in compiling standards, processing and interpreting the results.

table 2

Variant of the form "Checking professional knowledge

personnel inspector"

┌────────────┬────────────────┬──────────────────┬────────────────┬───────┐

│ Task │ Object │ Security question │ Result │ Level │

│ │ │ │ │ knowledge│

│ │ │ │ ├─┬─┬─┬─┤

│ │ │ │ │0│3│4│5│

│Design │Knowledge of the rules │HR made a mistake in │a) cross out │ │ │ │ │

│labor │conducting labor│filling out │wrong entry,│ │ │ │ │

│books │books │ title page│ and write next │ │ │ │ │

│employees │ │work book. │correct; │ │ │ │ │

│ │ │His actions: │b) write off the form│ │ │ │ │

│ │ │ │ like spoiled │ │ │ │ │

│ │ │ │and fill in │ │ │ │ │

│ │ │ │new; │ │ │ │ │

│ │ │ │c) nothing │ │ │ │ │

│ │ │ │undertaking, │ │ │ │ │

│ │ │ │ continue │ │ │ │ │

│ │ │ │ filling in the TC; │ │ │ │ │

│ │ │ │d) other │ │ │ │ │

├────────────┼────────────────┼──────────────────┼────────────────┼─┼─┼─┼─┤

│Introduction │Knowledge of the rules │In the work book │a) cross out │ │ │ │ │

│records in │labor records│an │incorrect entry was made,│ │ │ │ │

│labor │books │wrong │and write next │ │ │ │ │

│books │ │record. HR officer │correct; │ │ │ │ │

│employees │ │should: │b) do nothing │ │ │ │ │

│ │ │ │ undertake; │ │ │ │ │

│ │ │ │c) recognize │ │ │ │ │

│ │ │ │wrong entry │ │ │ │ │

│ │ │ │invalid│ │ │ │ │

│ │ │ │and deposit │ │ │ │ │

│ │ │ │ correct │ │ │ │ │

│ │ │ │record; │ │ │ │ │

│ │ │ │d) other │ │ │ │ │

├────────────┼────────────────┼──────────────────┼────────────────┼─┼─┼─┼─┤

│Conducting │Knowing the rules │ Employment history│a) start a new one│ │ │ │ │

│audit │conducting labor│employee │work book;│ │ │ │ │

│labor │books │lost, torn, │b) draw up │ │ │ │ │

│books │ │dirty. Need: │duplicate; │ │ │ │ │

│workers │ │ │c) both are possible │ │ │ │ │

│ │ │ │ option; │ │ │ │ │

│ │ │ │d) other │ │ │ │ │

└────────────┴────────────────┴──────────────────┴────────────────┴─┴─┴─┴─┘

Table 3

Variant of the form "Checking knowledge of the norms of the Labor Code of the Russian Federation

personnel inspector"

		Security Question	Result
Development local normative	Development skill local normative	Transfer main regulations, order acquaintance with them employees (Article 8 of the Labor Code of the Russian Federation)
Development projects personnel documentation accordance	Development skill projects personnel documents	For example, labor additional agreement to him order forms for basic activities, etc. (Art. Art. 56 - 61, 67, 68 of the Labor Code of the Russian Federation)
Holding procedures design official business trips	Decoration skill official business trips employees	Transfer necessary documents (order, direction and Maximum term business trips, sick leave payment sheet, action in case of loss documents. Tell technology design (ch. 24
Holding procedures employees	Decoration skill personnel documents at admission to work, including part-time	To tell about design nuances sick leave business trips

The main thing that a specialist engaged in professional selection should remember is that the results of the actual testing must necessarily be supplemented with data, for example, observations, conversations. Remember that a candidate may have excellent theoretical knowledge, but not have practical work experience. Minimize the risk: add other methods of assessing the candidate (his skills and abilities) - offer to complete the work assignment.

"The job assignment is "Hiring". The recruiter can act as a new employee, and the candidate can act as the company's HR inspector.

The methodology is based on the construction of certain situations and the proposal to the candidate to describe a model of his behavior or solutions to these situations. The work assignment contains hypothetical questions/actions about the job, the answers to which are evaluated in comparison with the answers that are accepted as exemplary. The advantage of this method (subject to careful preparation): all candidates are presented with the same situations / questions, and the answers / actions are evaluated against a set of "reference".

For the convenience of systematization and processing of information, the work task can be arranged in the form of a table (see table 4).

Table 4

Variant of the form "Work assignment" Hiring "

You can also use the usual work order format. For example: "Employee K. was hired by the company "tri" as a warehouse manager with irregular working hours on May 23, 2011. In accordance with the vacation schedule, he should have been granted annual leave from May 30, 2012, about which employee K. was notified in writing On May 28, 2012, K. was verbally notified that the vacation schedule had been amended and his leave due to operational needs was divided into two parts - 14 days each and postponed to September and December 2012 .

What are the violations?"

The greatest difficulty is the assessment of the abilities, personal characteristics and qualities of the candidate - the need to choose from a wide range of different methods and techniques requires an understanding of the object under study and a competent professional approach. If you are a certified psychologist, you can use psychological testing for diagnosis, while securing the consent of the candidate.

The efficiency of the company as a whole depends on the performance of each of its employees. Exactly this issue organizations are paying a lot of attention at the present time. Efficiency is determined by the quality of work. Therefore, even before a candidate is hired, it is important to understand how he sees his area of ​​responsibility, what were the criteria for the effectiveness of his activities at his previous job, how he understands the word "efficiency", which he considers the most important in his work. The assessment can be carried out using a structured interview. For convenience, questions can be formed into a table (see table 5).

Table 5

Version of the form "Criteria of performance

personnel inspector"

Area of ​​responsibility	Efficiency criterion
Maintenance, accounting, storage of work books workers	Compliance with the rules of conduct work books
Lack of directives from inspection bodies
Timely and high quality design personnel documentation	Meeting deadlines according to established standards
No errors in the format documentation
No claims/complaints sides of adjacent departments
Managing admission procedures layoffs, employee transfers	Compliance with the requirements of the Labor Code of the Russian Federation
Lack of directives from inspection bodies
No claims/complaints side of employees

By the way. The main feature of a structured interview is that it is carried out according to a plan, which defines the topics of conversation and questions to the candidate. An employee of the company prepares questions in advance and during the conversation "point by point", scrupulously ascertains the compliance of the applicant with the established requirements.

You should know it. According to the Standards of professional activity in the field of personnel management, developed by the Russian personnel community and approved by the vote of members of the National Union of Personnel Officers, a specialist in personnel records management (excerpt):

- "knows local regulations of the company;

Knows the company's document management system;

Knows the system of interaction between departments of the company;

Knows the requirements for management documentation (regulations, regulations) in organizational building;

Able to develop internal personnel documents;

Legislation

Knows the Labor Code of the Russian Federation and other normative legal acts containing labor law norms;

Has the skills to resolve labor disputes and conflicts;

Knows the Code of Administrative Offenses of the Russian Federation, the Criminal Code of the Russian Federation, others federal laws in terms of determining responsibility for violations of labor legislation and other acts containing labor law norms;

HR administration and personnel records

Knows the procedures for hiring, dismissal, transfer to another job and the movement of personnel in accordance with Labor Code Russian Federation, has the skills to prepare accompanying documentation;

Able to conduct personnel records management and organize archival storage of personnel documents in accordance with applicable regulations;

Proficiency in working with external organizations pension fund of the Russian Federation, the Social Insurance Fund, the Compulsory Medical Insurance Fund of the Russian Federation, the State Labor Inspectorate, employment services, etc.) and the skills to familiarize company employees with personnel documentation and current local regulations;

Knows the requirements for ensuring the protection of personal data of employees.

Recently, more and more attention has been paid not only to determining whether a candidate meets the required qualifications and competence, but also to find out how new person"will fit" into the corporate culture of the organization, whether he will be able to accept the principles and norms of behavior operating in the company. In this regard, the selection methods used in the interview are of great importance.

The interview is the main tool in the selection of personnel. In addition, it plays a major role in creating a favorable impression of the company. The situation of the interview/negotiation gives both parties an opportunity to understand whether they are suitable for each other. Negotiations presuppose equal rights of the parties in mutual evaluation, manifestation of interest.

The basic idea behind evaluation is that there are no universally "good" or "bad" candidates. Just as there are no universally "good" or "bad" companies. There are suitable ones or not suitable ones.

Assessment of knowledge, skills, skills of the candidate must be carried out by an expert, a professional equal (or higher) in status / position vacant position. If you, the recruiter, are not an HR pro and hire an HR expert to evaluate candidates, make sure that the evaluation is unbiased. This means that you should have a clear description of the requirements for the candidate, the tasks facing him, the criteria for assessing knowledge and skills.

Why do you need expert help? He has an "ideal" set of knowledge, skills, confirmed by practical experience, knows the intricacies and nuances of the profession, is the bearer of the company's corporate culture. When communicating with a professional, the candidate opens up, speaks freely not only about his successes and achievements, but also about problem areas. After all, communication takes place in one language, the candidate is sure that his words will be both correctly perceived and interpreted in the right aspect.

T. Kozlova

Managing partner

A Range Solutions,

International Academy of Business