Regulations on the personnel department: what is the purpose of its development

Modern leaders sometimes ask the question: "Why do you need a provision on the personnel department, because all the duties and so are spelled out in treaties and instructions?". And then they are wrong - this document is needed not only for the employees of this unit, but for the organization as a whole. The Regulation on the Personnel Department establishes the distribution of the function of work with the personnel, which is cross-cutting throughout the company. It defines the boundaries of authority. The regulation on the personnel department establishes its status in the hierarchical structure of the organization. It defines its goals and objectives, functions, responsibilities, rights and relationships with other units.

Regulations on the department of personnel consists of several sections. In general provisions, the place of division in the organization is determined, for which it is created, what is guided in its work and by whom it is headed. The main goal of this unit is the implementation of the personnel policy, provision of the whole complex of office work in this area. In large organizations, the head of this department is usually subordinated to the HR director.

The next point, which should describe the position of the department, are its tasks and functions. Of these, you can identify a number of basic: the selection of employees, the registration of necessary documentation in the field of labor relations, work with the personnel reserve, career planning, reporting, accounting. In addition, the important are: the formation of a corporate culture, the development and application of moral incentive systems, the organization of medical examinations, interaction with the union. We must not forget about the work to strengthen labor discipline, control and ensure compliance with the requirements of legislation in this area. Depending on the structure of the organization, the provision on the personnel department can include various tasks in the field of training and training of employees, raising their skills. This is entrusted to the personnel department, when there is no special separate unit. Important are: work with young workers and the organization of the functioning of the mentoring system, evaluation and evaluation of personnel.

The next section in the position is usually called the "Unit Structure". It consists of both a descriptive part and a schema. It fixes the subordination and distribution of tasks between internal structural units. In order to minimize the friction in relations with other divisions, it is necessary to describe how the personnel department interacts with them, how disputable issues are resolved. In order to be able to carry out assigned tasks, you must delegate certain rights. For this purpose, a special section is allocated in the situation, and since the document is most often approved by the head of the organization, then for all of its employees it is of an administrative nature. The final section is "Responsibility". As a rule, it is described in a negative context. This section defines the measure of responsibility and what it is for.