Duties of the personnel department: everything became more complicated and more important

The duties of the HR department, as a rule, are an integral part of the overall functionality of the HR department of the organization. However, one should not understand that this is some kind of secondary department that performs design work in the field of labor relations. Of course, in the Soviet times, the duties of the personnel department could be reduced to office work and reporting, but modern realities require a different, more serious approach. In particular, this is due to modern concepts in the field of personnel management and the cancellation of the distribution system for graduates of vocational schools by enterprises.

At the present time, the duties of the human resources department have been supplemented with new areas of activity that largely affect the company's life. At the same time, no one removed the traditional tasks related to the management and preparation of administrative, accounting and reporting documentation, the conclusion of employment contracts, the certification of employees. In addition, HR documents today have acquired a different qualitative value in connection with the increase in the legal literacy of people. This is not before, when a person worked for the good of the country, inspired by the ideas of communism. In this regard, mistakes in personnel record keeping are unacceptable, they can cause litigation, orders of supervisory bodies and fines. And, most importantly, for violation of labor legislation, the head of the organization may face disqualification.

The duties of the personnel department also increased and quantified, for which it is possible to "thank" the state, various departments of which constantly invent new forms of reporting documents, complicate procedures, "improve" legislation. All this leads to the growth of paper work.

Among the new directions of work of this division of the organization, we should mention a few of the most important. These functions of the personnel department are mainly concerned with working directly with the person himself, rather than with different papers. Firstly, this is the selection of personnel. Now this is especially important, when the coordinated work of the collective and the company as a whole, which functions in a rather unfavorable environment, depends on the qualifications of the employees. The main factor that determines the significance of this direction is the shortage of trained specialists and technical workers. Wait, that the qualified personnel will find itself, it is wrong, it should be searched and selected for a specific place in the staff list taking into account the specificity.

Secondly, it is the planning of a business career and management of the personnel reserve. The planned and targeted development of the professional qualities of employees is the most effective way to obtain high-quality specialists, maximally involved in the company's processes. To pick up such employees only at the expense of reception from the outside is almost impossible or very expensive. The third important direction is the formation and development of corporate culture. In this multifaceted process, the HR department is also assigned one of the leading roles, often coordinating the actions of the other services.