How to manage the personnel department
Taking into account the Russian specifics, one HR department employee should account for 100-150 people. Understand the necessary staffing number of staffing and then distribute responsibilities to groups or individual employees.
The employee or recruiting team should develop a recruitment methodology, develop qualification requirements for applicants and recruitment instructions. The functions of the group also include organization of cooperation with recruiting agencies and use of other alternative sources of personnel search. The staff of the group should select, test and select candidates, prioritize them, and maintain a database of potential personnel reserve.
The functions of personnel in the personnel department should include traditional duties: the maintenance of personnel records, the development of guidance material on the methodology and procedures for working with personnel, the collection of statistical information. In addition, they must develop forms of personnel workflow and execute personnel decisions in the form of orders and orders.
The separate direction of work of the personnel department should be the exercise of control functions. These are checks of the execution by the business units and their employees of their functions and responsibilities, regulated by the provisions on departments and job descriptions. The same area of activity includes supervision of the probation period, activities for the adaptation of newcomers, performance appraisals and career planning for the company's personnel.
The modern personnel department should also engage in the professional development of employees. This work includes the development and implementation of training programs, planning and organization of training, advanced training, internships. This includes interaction with universities, other educational institutions and centers.
Personnel service, of course, should supervise the issues of labor and wages. These include conducting marketing research on the existing systems of labor standards, the tariffing of works, the development of a system of labor remuneration, benefits and compensation, as well as its updating and adjustment. Employees of the service dealing with these issues should also charge and issue salaries, keep records of personnel costs and investments invested in it.
The following issues should also be singled out in a separate direction: - on labor protection, development and implementation of measures to ensure it, - development and implementation of social programs, - legal support for labor processes.