In structure of any modern enterprise the human resources department occupies one of the most important and significant positions. There is even a theory that the human resources department is a face or the business card of the company, the first place where the new employee gets - it is just this division.
What enters functions and tasks of human resources department of the enterprise?
The main function of human resources department at the enterprise – staff recruitment and full-time employment with collective. If tasks of this division include only direct employment, without carrying out collection of information about labor life of collective, to such enterprise a little what will be possible to achieve in business.
Today personnel work consists in the whole complex of the organizational measures and competent steps directed to the maximum use of professional abilities of personnel. If the staff of the company is correctly motivated and interested in effective implementation of the duties, the enterprise will be able to conduct productive fight against competitors. It is difficult to present the successful company today without human resources department which work at the enterprise consists in maintaining, account and escort of personnel.
At the enterprise treat the main functions of human resources department:
- definition of requirement of the company for shots and staff recruitment together with chiefs of divisions;
- analysis of turnover of staff, search of methods of fight against the high level of fluidity;
- preparation of the staff list of the enterprise;
- registration of personal records of employees, delivery upon the demand of workers of references and copies of documents;
- complex of operations with service records (reception, delivery, filling and storage of documents);
- conducting accounting of holidays, drawing up schedules and registration of holidays according to the existing labor law;
- organization of certifications of employees, drawing up plans of the career movement of personnel;
- preparation of plans of developing the skills of workers.
Structure and relationship of human resources department
The structure of human resources department of the enterprise and its number is defined by the director of each company depending on total number of personnel and features of activity. The decision on creation or liquidation of structural units of the human resources department is accepted by the head of department, he approves regulations on collaboration of divisions.
For effective implementation of the functions the HR department has to interact with other departments of the enterprise constantly:
- with accounts department compensation issues are resolved, documents and copies of orders for dismissal, transfer for work, about business trips, holidays, encouragement or penalties for employees are submitted there;
- the legal department supplies the staff of human resources department with information on the last changes in the current legislation, provides full legal support;
- on personnel questions the department constantly interacts with all structural units of the company.
If work on registration of personnel at the enterprise is conducted badly or poor, it leads to the most serious consequences – interaction between separate divisions is broken, work of departments worsens. In general, it leads to decrease in overall performance of all company.
The qualified employee of human resources department reminds the family doctor whose range of duties enters solutions of a set of important questions. Many heads of the small enterprises in aspiration charge to save functions of the HR specialist to ordinary HR managers. Such decision is wrong because conducting personnel office-work has to be entrusted to the competent expert in this sphere in a root. Only the experienced personnel officer will be able to define in time whether the specific worker is suitable for the position held by him, and will prompt where it is possible to translate such employee. The weighed decisions of HR specialists provide effective organization of labor at the enterprise and adequate career development of each his worker.