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How many staff members should be in the organization. How to calculate the workload of the HR department. What load should a personnel officer have and when to require additional payment

With the analytical-calculative method of rationing, the costs of working time are calculated on the basis of normative materials for labor. Labor standards are the regulated values of labor costs and work breaks.

Of practical importance is the understanding of the fundamental differences between the norms of labor costs and labor standards.

The rate of labor costs is calculated in relation to specific tasks and conditions for the implementation of a standardized process (functions, operations, etc.) at a particular workplace of the work performer. Its value is reviewed systematically as the conditions and organization of labor change, the worker masters the work (function). The labor rate is a function of the standard values when using the analytical-calculative method of rationing.

Labor standards are established in relation to typified or averaged options for organizing personnel work at an enterprise. The choice of these conditions is carried out on the basis of identifying more rational standard options that ensure the achievement of maximum results of personnel work with optimal labor costs for its performers. Labor standards are repeatedly used to calculate the norms of time, service, number, other norms of labor costs and are valid for a longer time without revision. This is due to the fact that the change in organizational and other conditions for the totality of works (functions), for which they are designed as regulated (predetermined values), occurs over a longer period of time than at specific workplaces.

The analytical and calculation method of labor rationing ensures the validity and accuracy of the established labor standards, allows you to determine the necessary labor costs before starting work, as well as solve other problems.

Rationing by the analytical and calculation method is carried out according to enlarged and differentiated labor standards. The norms of the number and labor intensity, the norms of the number of subordinates, the norms of ratios, the norms of service are considered to be enlarged. Differentiated standards include time standards, service time standards, normalized tasks.

However, at present, regulatory materials for the regulation of the work of personnel of personnel services are not being developed, although the need for this is obvious, especially in the context of expanding the range of duties of employees, updated personnel documentation, automating the performance of many works (functions), etc.

To standardize the labor of certain types of work (operations, procedures) performed by personnel officers, intersectoral standards and norms developed by the Central Bureau of Labor Standards (CBNT) are recommended:

Intersectoral integrated standards of time for work on recruitment and accounting of personnel (1991);

Enlarged norms of time for work performed in archives that store documents on the personnel of institutions, organizations and enterprises (1992);

Standards for the number of employees of personnel training departments (bureaus, sectors) at enterprises (1990);

Intersectoral standards for the number of employees of the labor protection service at the enterprise (2001);

Norms of time for work on documentary support of administrative structures of federal executive bodies (2002).

As an example, we will use the Intersectoral enlarged time standards for recruitment and accounting of personnel, approved. Decree of the Minister of Labor and Social Affairs of the USSR dated 11/14/91 No. 78, to calculate the norm of time, determine the annual labor intensity of standardized work and the number of employees.

Norm of time to perform a normalized operation is determined by the following formula:

where H vr- the norm of time to perform a specific type of work (function), man-hours;

T on- the standard of time for the performance of normalized work, established according to the collection of standards, man-hours;

To- a coefficient that takes into account the time spent on organizational and technical maintenance of the workplace, rest and personal needs, as well as preparatory and final time. According to the results of photographs and self-photographs of working time, it is assumed to be 8%.

For example, the norm of time for the operation "execution of documents when hiring one worker" will be:
Hvr \u003d 0.46 (1 + 8:100) \u003d 0.50 man-hours.

The norm of time for the execution of the procedure "registration and accounting of work books", subject to the issuance of one work book, making one entry and making one copy with ten entries in it, will be:
Hvr \u003d (0.11 + 0.07 + 0.62) (1 + 8:100) \u003d 0.864 man-hours.

Annual labor intensity of normalized work is determined taking into account the volume of each type of work performed by the formula:

where T n- annual labor intensity of normalized work, man-hour;

H time i- norms of time for the performance of a specific type of normalized work (a set of operations), man-hours;

Vi- the volume of a specific type of standardized work (a set of operations, operations) performed per year, man-hours;

i = 1, 2... n- types of standardized work (complex of operations, operations).

Annual labor intensity of works not provided for in the collection, is determined by the formula:

where T nn- annual labor intensity of work not provided for by the collection of standards, man-hour;

H time.j- time to perform work (a set of operations, operations) not provided for by the collection of standards; established on the basis of observations or according to local standards, man-hour;

Vj- the annual volume of work not provided for by the collection of standards;

j = 1, 2...m- types of work not provided for by the collection of standards.

Total annual labor intensity of work calculated by the formula:

The number of employees, for example, HR inspectors (Table 1), is determined on the condition that they perform all recruitment and accounting operations at the enterprise during the year under the traditional variant of personnel management in the following order:

- for each operation, a time limit is set (in man-hours) depending on the factors affecting its value;

- taking into account the volume of planned work for the year for each operation, the labor intensity of standardized work and the labor intensity of work not provided for by regulatory materials are established;

- the total labor intensity for normalized operations and non-foreseen regulatory material is divided by the useful working time fund of one employee per year.

Table 1

Number of personnel inspectors

No. p / p	Name of performed operations	Unit of measure for the amount of work (operations)	Influencing factors	Number of the normative table, paragraph	Time limits, person-hour	Time limits, person-hour	Volume of work per year	Labor intensity of the operation, man-hour
	Preparation of documents for employment	One worker
	Preparation of documents upon dismissal	One worker
	Execution of documents for an employee upon retirement due to age or disability	One worker
	Drawing up a report on the number of employees by sex, age, etc.	One worker	The average headcount is 10 thousand people.
	Registration of characteristics for the employee	One worker
	Other operations
	Labor intensity of normalized work

The formula for calculating the number of personnel inspectors:

where That- total labor intensity of work per year, man-hour (5500 - from the table);

F p- useful fund of working time of one employee per year (accepted 1910 hours).

Then H \u003d (5500 + 70): 1910 \u003d 2.9 people,
where 70 is the annual labor intensity of work not provided for by the collection of standards, man-hours.
Accepted H = 3 people.

Number of timekeepers is determined by dividing the average number of employees of the enterprise by the service rate established according to time standards, according to the formula:

where h os– average number of employees, people,

H obs– service rate, pers.

For example, with a report-departmental timekeeping system, a decentralized form of its organization, the average number of employees (H os) of 20,500 people. and the rate of service (N obs) in 490 people. the number of timekeepers will be:
H \u003d H os / N obs \u003d 20 500: 490 \u003d 42 people.

The Central Bureau of Labor Standards (CBNT) of the Ministry of Labor of Russia, with the participation of enterprises and organizations of sectoral ministries and departments, developed the Collection “Intersectoral standards for time for recruitment and accounting of personnel”, which has been in force since 1991 (Recommended for use as a methodological guide when calculating and the development of norms and standards of time for certain types of work performed by employees of the personnel service.) The time standards are developed in relation to a typical workplace of an employee who recruits and records personnel.

Below are tables of time standards for operations and procedures for recurring types of work (functions) (Table 2–18).

table 2

Time standards for paperwork when hiring workers and employees

Acquaintance with the relevant documents (passport, work book, diploma or certificate of education, etc.) and, on their basis, preparation of a draft order (instruction) for employment. The order indicates the surname, name, patronymic of the employee, position (profession), rank or salary, shop (department), date of enrollment and, if necessary, the probationary period.

On the basis of the relevant documents - a passport, a work book, a diploma or certificate of education, a military ID (for those liable for military service), an order (order for employment) - filling out the employee's personal card.

On the basis of an order (instruction) - a record in the work book of the date of admission to work, profession or position, workshop (department), date and number of the order (instruction) on employment.

Employment note in the journal (book) on admission.

Table 3

Time standards for paperwork upon dismissal of workers and employees

Filling out the form of the order (instruction) on the termination of the employment contract on the basis of the letter of resignation and the employee's personal card.

In accordance with the resolution of the head of the enterprise, drafting a dismissal order. It indicates: last name, first name, patronymic, position (profession), date and reason for the dismissal of the employee.

Based on the issued order (instruction), an entry in the employee’s personal card of the date, reason for dismissal, number of the order (instruction) on dismissal.

On the basis of an order (instruction) to terminate the employment contract, an entry in the work book of the date and reason for dismissal and the number of the order (instruction) on dismissal.

Issuance of a work book against receipt to the dismissed person.

An entry on the issuance of a work book in the book of accounting for the movement of work books.

Removal of personal files from the filing cabinet.

Record of dismissal in the personal file and in the log of the dismissed.

Collection of documents for transfer to the archive.

Moving a personal card to the dismissed file cabinet.

Compiling a resignation report.

Procedure "Formation and accounting of work books" consists of the following set of operations.

1. Extract of a new work book or an insert to it with a mark in the accounting book or an extract of a duplicate of the work book.

Table 4

Note. The time for issuing a duplicate is given without taking into account the costs of searching for data in the archive.

The content of the work: entry in the form of a work book or insert: on the first page - last name, first name, patronymic, year of birth, profession or position and date of filling out the book; on the second expanded page - affixing the stamp of the enterprise or indicating its name and recording the day, month, year of admission to work, profession (position), rank, date and number of the order (order); a mark in the book of accounting for the movement of work books and inserts to them; stamping on the first page of the work book with the inscription: “Insert issued” (note 1 to table 5); preparation of unclaimed work books for archiving.

2. Recording in the work book (insert) information about work, incentives, awards, etc.

Table 5

Notes.
1. An insert in the work book is sewn in in cases where all pages of one of the sections are filled out.
2. The norm of time includes the time spent on obtaining work books from their place of storage.

The content of the work: selection of a work book; on the basis of the relevant documents (passport, transfer record, order (instruction) certificate of the Department of Internal Affairs, etc.) making changes to the work book or insert at work (transfer to another unit, relocation, change in rank), records of incentives, changes surname and other information; putting the work book in the safe.

3. Making a copy of the work book.

Table 6

the name of the operation	unit of measurement	Time standard, man-hour	Regulation number
	One copy

Procedure "Preparation of documents for accounting of personnel movement" includes a number of operations.

1) Registration of transfer to another unit or to another position.

Table 7

2) A note on hiring, relocation or dismissal in terms of providing an additional need for workers.

Table 8

3) Transfer of a worker who has received a higher or secondary specialized education to the position of an employee.

Table 9

The content of the work: on the basis of a document on education, application, order - a record of the transfer to the position of an employee in a personal card, work book and journal; filing an order (instruction) in the "Case"; drawing up an order and making changes to the staffing table; invitation of the employee, issuance of forms to him and an explanation about their completion.

4) Drawing up and adjusting the vacation schedule.

Table 10

5) Registration of holidays.

Table 11

6) Maintaining a file of employees by length of service for the payment of annual remuneration and registration of a certificate of incapacity for work.

Table 12

7) Verification of the correctness of putting down the length of service in the statements (lists) for the payment of annual remuneration

Table 13

8) Registration of a certificate of incapacity for work.

Table 14

9) Filling in and issuing a certificate from the place of work.

Table 15

Note. Time is given without taking into account the cost of searching for data in the archive.

The content of the work: on the basis of personal card data - an entry in the certificate form: last name, first name, patronymic, position or profession of the employee (if necessary - monthly salary or average earnings); indication of the date of issue, number and place of provision of the certificate; stamping; issuance of a certificate of employment at the request of an employee or at the request of an organization or institution.

10) Filling in and issuing a certificate for part-time work.

Table 16

11) Registration of penalties.

Table 17

Table 18

Standards of time for the performance of a number of works

Type of work

Time standard, man-hour

Registration of change of surname Per employee - 0.11Preparation of documents and responses to requests from enterprises, organizations and citizens about work at the enterprise Per document - 1.84Execution of an order for the payment of benefits to a mother who is on leave without maintenance to care for a child under the age of three years For one order - 0.44Preparation and execution of documents for storage Per document - 0.40Conclusion of an agreement for students to conduct an internship Per one agreement - 0.4Drawing up a list of retired employees Per employee - 0.08

The norms of time for work on documentary support of management structures of federal executive bodies were developed by the Central Bank of Science and Technology and approved by the Decree of the Ministry of Labor of Russia dated March 26, 2002 No. 23, taking into account the opinion of the Independent Trade Unions of Russia. Consideration and analysis of normative materials allow us to conclude that it is expedient to use them when standardizing work on documentary support of the enterprise's personnel services (subject to appropriate adjustments).

The time limits for printing documents are set for the following operations: entering information into a PC, typing with vertical graphing, without vertical graphing, using a voice recorder, as well as on standard forms (forms, tables), processing the entered information in Word and Excel editors.

- receiving the original for printing and familiarization with it, turning on the computer;

- start a text editor;

- typing text, tables with the required number of rows and columns,

- saving the typed text;

- Exit the text editor, turn off the computer, hand in the work.

Table 19

Job Title

Original difficulty group

Number of vertical columns (columns) in the original

Line spacing size

Norm No.

Vertical typing

Work "Typing without vertical graphing" includes:

- turning on the computer, starting a text editor;

- typing, saving typed text;

- checking the document for errors;

– print job to the printer, receiving a printout;

- reading the text, if necessary - making corrections to the document; exiting the editor, shutting down the computer, handing in the work.

Table 20

Norms of typing time without vertical graphing (per sheet - per minute)

– turning on the voice recorder, inserting the cassette;

– checking the operation of the voice recorder and adjusting the sound and speed;

- turning on the computer; launching a text editor; typing;

- checking individual words or parts of the text by re-listening to the recording and, if necessary, correcting mistakes made when typing;

– turn off the voice recorder;

- saving the typed text; print job to the printer, getting a printout, reading text;

- shutting down the text editor, turning off the computer, handing in the work.

Table 21

Norms of typing time from a voice recorder (per sheet - per minute)

Work "Typing on standard forms (forms, tables)" consists of the following operations:

– receipt of the original for printing and familiarization with it;

- start a computer and a text editor;

- typing and saving it;

- checking the document for errors;

– print job to the printer, receiving a printout;

- reading the text, if necessary - making corrections to the document;

- Exit the editor, turn off the computer, hand in the work.

Table 22

Norms of typing time on standard forms (per 100 printed characters)

Note.
Difficulty group:
I - printed or legible handwritten original;
II - printed or handwritten original with corrections and inserts that make it difficult to read, up to 50% of the text;
III - an illegible handwritten original with a large number of corrections exceeding 50% of the text. Small typographic or computer font.

Table 23Time limits for processing the entered information in a Word text editor

Name of works	unit of measurement	Norm of time, min.	Norm No.
Turning on the computer and starting operating system Windows	One inclusion
Launching the Word text editor	One launch
Creating a file in Word text editor	One file
Uploading a file in Word text editor	One file
Move through the typed text using the scroll bar	One leaf
Deleting fragments of text (select fragment; delete fragment)	One fragment
Moving (copying) fragments of text (select a fragment; move (copy) a fragment)	One fragment
Copying text fragments to the clipboard (select fragment; copy fragment)	One fragment
Finding and replacing fragments of text (set the search object and the replacement object; find and replace)	One cycle of find and replace
Setting word wrap options	One setting
Page setup (set indents, paper size, layout)	One setting
Font change	One change
Changing the font size	One change
Formatting text into columns (set the number and width of columns)	one section
Text formatting (select a piece of text, set the font, size, style, effects)	One piece of text
Paragraph formatting (select paragraphs, set indents, spacing and position on the page)	One piece of text
Inserting headers and footers	One header
Formatting headers and footers	One header
Insert footnotes	One footnote
Removing footnotes	One footnote
Inserting a table of contents
Text layout (arrangement of document content on pages according to accepted rules)	One leaf
Create tables (create a table with a given number of rows and columns)	One table
Table formatting (select a fragment, set the row height, column width, borders and fill)	One fragment
Inserting a row (column) into a table	One row (column)
Deleting cells, rows, columns (select and delete cells, rows, columns)	One cell, row (column)
Merge and split cells (select and merge or split a group of cells)	One group of cells
Table split	One split
Insert formulas (set formula type and parameters)	One formula
Inserting pictures (select the source of insertion, insert a picture)	One drawing
Formatting pictures (set colors, lines, size, position, wrapping)	One drawing
Spell check	One word
Inserting special characters (select and insert character)	One character
Preview before printing documents	One leaf
Printing documents (set the area and print options, start printing)	One print job
Working with postal envelopes (set envelope parameters)	One envelope
Saving a file (set save options, save)	One file
Shutting down the Word editor (close files, close editor)	One shutdown
Create a folder	One folder
Copying a file in a Windows environment	One file
Renaming a file in a Windows environment	One file
Deleting files (folders) in the Windows environment	One file (folder)
Shut down Windows and turn off the computer (quit running programs, shut down Windows)	One shutdown

Table 24

Time limits when using the Microsoft Excel editor in the work of an electronic dialing operator

Name of works	unit of measurement	Norm of time, min.	Norm No.
Turning on the computer and starting Windows	One inclusion
Launching Microsoft Excel	One launch
Worksheets
Navigating the worksheet with entered data using the scroll bar	One leaf
Data editing: select a cell or a group of cells, type the necessary information from the keyboard	One cell
Deleting the contents of a cell (group of cells)	One cell (one group of cells)
Summation of rows and columns using the "AutoSum" button: set the summation formula, select the desired range, sum	One action
Compilation of formulas for calculating or converting data: enter the address of a cell or block of cells	One cell
Changing the number of cells, rows, columns: select, delete a cell (row, column); insert an empty cell (row, column)	One cell (one row, one column)
Changing the location of columns: select and drag the column frame to the desired position using the manipulator	One column
Workbooks
Navigating the workbook using the tab scroll buttons	One action
Deleting Sheets	One leaf
Moving Sheets	One leaf
Renaming sheets	One leaf
Diagramming
Creating diagrams: select a command (to build on a new sheet), select the data that will be used in the diagram	One diagram
Specify the type and type of chart; add title and axis labels	One diagram
Editing diagrams
Change Chart Data: Select a New Data Series and Plot It on a Chart	One action
Removing a Data Series from a Chart	One action
Reorder data in a chart	One action
Change the chart type	One action
Printing worksheets and charts Previewing worksheets on a computer: check the arrangement of rows and columns, the presence of a paragraph on the right	One leaf
Setting page parameters: split the document into pages; set the appropriate fields; add headers and footers to each page	One leaf
Print output: print documents by specifying the print area by selecting the embedded diagram	One action

Notes on tables.
Unit of measurement of one sheet: 2 KB; 1 KB = 1024 bytes; 1 byte is a unit of computer storage capacity that characterizes a memory element in which 1 character (letter, number, special character) can be stored.

Hello, please explain how many staff units are at the rate of one personnel officer in honey. institution, very interesting, taking into account the specifics (military registration, medical registers, training, advanced training, etc.)

Answer

Answer to the question:

As a general rule, the number of employees of an organization, including employees in a certain position, is determined by the head of such an organization at its own discretion in accordance with the structure of the organization, its functions and levels of management. The current legislation does not establish mandatory standards for the employer to determine the number of personnel workers, including for medical or other organizations.

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Under the rationing of labor refers to the establishment of norms for output, time, standards for the number and other norms. That is, labor rationing will allow you to determine the number of employees necessary to perform certain functions. Including, with the help of labor rationing, the number of personnel officers can be determined.

Rationing of workers' labor determined by the employer taking into account the opinion of the representative body of employees or a collective agreement. That is, in both cases, the definition of labor standards for employees is established by agreement between the employee and the employer. At the same time, employees are guaranteed appropriate state assistance.

One of the manifestations of the relevant state assistance is the development and establishment of standard (intersectoral, sectoral, professional and other) labor standards for homogeneous work. Model labor standards are established by the relevant state authority (Ministry of Labor, Ministry of Health and Social Development, etc.). This rule is established by article 161 of the Labor Code of the Russian Federation.

I draw your attention to the fact that the relevant model labor standards are not mandatory for application and are only advisory in nature.

Specific labor standards for employees (production standards, time standards, number standards and other standards) are established at the local level by the employer in agreement with the representative body of employees, in accordance with the achieved level of technology, technology, production and labor organization. When determining labor standards at the enterprise, as a rule, the corresponding standard labor standards are used.

Thus, the labor standards for personnel officers, the employer can establish independently. However, at the same time, he must take into account the opinion of employees. Labor standards for such specialists must be determined, taking into account the achieved level of technology, technology, organization of production and labor. As a basis for determining labor standards, we recommend using the corresponding model standard.

When calculating the number of employees of the personnel service, the employer can use approved ones. Currently, this document is of an informational and advisory nature and can be used by employers insofar as it does not contradict the Labor Code of the Russian Federation (see the appendix to the answer below).

Thus, if the organization does not have a trade union and a collective agreement, then the employer himself is free to determine the number of personnel officers.

Details in the materials of the System Personnel:

Situation: How to determine the staffing of the personnel service of the organization

As a general rule, the number of employees of an organization, including its individual divisions, is determined by its head at its own discretion in accordance with the structure of the organization, its functions and levels of management. However, to calculate the number of certain employees, various ones can be used.

In particular, when calculating the number of employees in the personnel department, the employer can use approved ones. Currently, this document is of an informational and advisory nature and can be used by employers insofar as it does not contradict the Labor Code of the Russian Federation.

An example of calculating the number of HR employees

The planned number of employees of Alpha is 500 people.

Annually they plan to hire 50 employees (of which 20 are engineers, 30 workers), dismiss 45, and issue a pension - 20.

Based on the planned data using the standards, the head of the personnel department compiled a table with the necessary types of work and calculated the corresponding coefficients.

No. p / p	Type of operations performed	Unit of measure for the scope of work	The number of the standard according to the Intersectoral consolidated time standards, approved by the Decree of the USSR Ministry of Labor of November 14, 1991 No. 78	Standard time per unit of measurement, T opi , pers. - h	, H vri , pers. - h	Scope of work per year, V i	standardized work, T i , pers. - h
1.	Preparation of documents for hiring workers	One employee	table 1	0,46	0,50	30	15
2.	Preparation of documents for hiring engineers	One employee	table 1	0,74	0,80	20	16
3.	Preparation of documents upon dismissal of an employee	One employee	table 2	0,39	0,42	45	18,9
4.	Documentation for a retired employee	One employee	tables 21	3,3	3,56	20	71,2
5.	Drawing up a report on the number of employees by sex and age and workers by education	One report	tables 23	10,75	11,61	1	11,61
...
Annual labor intensity of normalized work (T n)							3 780

The head of the personnel department calculated the time norms for the performance of a specific standardized type of work according to the formula: H vpi \u003d T opi × (1 + K: 100),

Н врi - norms of time for the performance of a specific standardized type of work;
T opi - standard time per unit of measurement;
K is a coefficient that takes into account the time spent on organizational and technical maintenance of the workplace, rest (including physical culture breaks) and personal needs.

Coefficient K is taken equal to eight (intersectoral aggregated time standards, approved).

The labor intensity of normalized work was calculated by the head of the personnel department by the formula: Т i = Н врi × V i ,

T i - the complexity of normalized work;
Н врi - norms of time for the performance of a specific standardized type of work;
V i - the amount of work for the year.

Based on the compiled table, the head of the personnel department calculated the annual labor intensity of standardized work (T n) using the formula:

T n \u003d T i1 + T i2 + T i3 + ... + T in

The labor intensity of non-standardized work was calculated by the head of the personnel department using the formula:

T j \u003d H vpj × V j,

T j - the complexity of non-standardized work;
Нврj - norms of time for the performance of work not provided for by the collection and established on the basis of local standards by methods of labor rationing;
V j - annual amount of work not provided for in the collection.

The annual labor intensity of non-standardized work (T nn) was calculated by the head of the personnel department using the formula:

T nn = T j1 + T j2 + T j3 + ... + T jn

T o \u003d T n + T nn

The head of the personnel department calculated the standard number of employees of the personnel service (H) using the formula:

H \u003d T o: F p,

T about - the total annual labor intensity;
F p - useful fund of working time of one employee per year - is taken on average equal to 1,910 hours (intersectoral aggregated time standards, approved).

The annual labor intensity of non-standardized work of the head of the personnel department of Alpha is 40 hours.

The total annual labor intensity (T o) will be 4,820 people/hour (3,780 people/hour + 40 people/hour).

The total standard number of employees of the personnel service (H) according to the calculation was two people (4,820 people / hour: 1,910 hours).

If at the same time the personnel service is entrusted with the duties of maintaining military records, it is necessary for employees involved in military records in the organization.

If the personnel service also performs the functions of the labor protection service, it is necessary additionally in the organization on the basis of the approved ones.

Nina Kovyazina, Deputy Director of the Department of Medical Education and Personnel Policy in Health Care of the Ministry of Health of Russia

With respect and wishes for comfortable work, Igor Ivannikov,

Expert Systems Personnel

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They were developed by the Central Bureau of Labor Standards of the Ministry of Labor of Russia with the participation of enterprises and organizations of sectoral ministries and departments. Intersectoral standards had a limited validity period - until 1997, were advisory in nature and were used as the basis for developing labor rationing systems in organizations. Note! The official period of validity of the Intersectoral standards for work on recruitment and accounting of personnel has expired

How to calculate the workload of the HR department

They show, for example, how many employees in a certain period of time an employee of the personnel department should check for presence at the workplace. It is expedient to form a normalized task for employees of personnel services on the basis of an analysis of the content of the work (functions) performed by them, the degree of their repetition and other factors. The establishment of normalized tasks will allow rationally distributing functions between performers in accordance with their position and qualifications, assessing the effectiveness of work and the interest of individual employees in performing a larger amount of work (functions), combining professions and positions, subject to labor motivation.

The period of performance of a normalized task is determined by the complexity and laboriousness, the degree of repetition of functions (works).

There is neither a record of the qualifications and number of specialists, nor a real assessment of the necessary costs of working time. It's no secret that the number of HR employees in many companies is determined at the personal discretion of its "first person". The correctness of this approach will be left without comment.
So how many HR people should be in a company with, say, 200 employees? I'm sorry, but I have to disappoint you. We cannot name a specific figure. You will have to look for the right answer yourself, but ... with our help. And you will have to start with yourself, that is, with the rationing of your work.
MAIN TYPES OF LABOR STANDARDS So, improving the organization of labor of employees of personnel services is directly related to solving the problems of its regulation (rationing) in time.

The second way - we proceed from the number of personnel This method is used most often, since it is quite logical that with an increase in the number of staff, the load on the personnel department increases. But information on the number of employees is clearly not enough, it is necessary to determine the list of functions assigned to personnel officers. Often their tasks include: But even without these additional functions, one personnel officer is usually hired for every 150-200 people of staff.

This is a very approximate calculation, since the fluidity and the actual volume of processed documents are not taken into account. In addition, the specifics of the organization's activities can both reduce the workload and increase it. Enterprises with harmful working conditions, where medical examinations and additional benefits are required, are, of course, more difficult in terms of personnel records.

Personnel officer

What load should a personnel officer have and when to require additional payment

Intersectoral enlarged standards of working hours for work on copying and prompt reproduction of documents (1990); Enlarged norms of time for work performed in archives that store documents on the personnel of institutions, organizations and enterprises (1992); Standards for the number of employees of personnel training departments (bureaus, sectors) at enterprises (1990); Intersectoral standards for the number of employees of the labor protection service at the enterprise (2001); Norms of time for work on documentary support of management structures of federal executive bodies (2002); Recommendations on the selection of suitable work for workers, specialists and technical performers (2000); Recommendations for determining the staffing level of budgetary organizations based on labor standards (2006).
Hvr \u003d Top (1 + K / 100), where Hvr is the norm of time to perform a specific type of work (function), man-hour; Top is the standard value of time to perform normalized work (function), established according to Intersectoral standards, people. -h;K - coefficient that takes into account the costs of organizational and technical maintenance of the workplace, rest and personal needs, as well as preparatory and final time. According to the results of photographs and self-photographs of working time, it is assumed to be 8%. For example, the norm of time to complete the operation "Paperwork when hiring one worker" will be: Hvr \u003d 0.46 (1 + 8: 100) \u003d 0.50 man-hours.

The norm of time for the procedure "Execution and accounting of work books", subject to the issuance of one work book, making one entry and making one copy with ten entries in the book, will be: Hvr \u003d (0.11 + 0.07 + 0.62) (1 + 8: 100) = 0.864 man-hours

Attention

Decree of the Ministry of Labor and Social Affairs of the USSR of November 14, 1991 Number of employees per 1 personnel officer However, such calculations are very time consuming and will require considerable effort. In the case when efficiency is important, it is possible to make calculations for a quarter or for a month, but then the accuracy of the calculations will be very approximate.

And now let's together, with the help of the standards established by the decree of the USSR Ministry of Labor, calculate required amount personnel service specialists, taking one month for the billing period. What should be the number of employees keeping personnel records? Attention It must be said that with the introduction of the Labor Code, approaches to legal regulation labor standards have undergone significant changes. Rationing has been handed over to the organizations themselves.
Despite this, experts consider them acceptable for all organizations, regardless of the form of ownership and type of activity. Firstly, because personnel records management largely repeats the technology of documentary support for management, and secondly, because there are simply no special norms for documentary personnel support;

Forum Surprisingly large reference base for HR records management HR Forum. HR records management » HR records management Welcome to the forum of professional HR professionals and beginners in HR, dear colleagues! There are already more than 250,000 messages on our forum, more than 26,000 topics, and most importantly, we always have an excellent team and a spirit of mutual assistance. Request to newcomers, please USE SEARCH IN THE FORUM! Most of the questions have already been answered.

It should be noted that certain provisions of these documents are outdated, some of them have become invalid because they had a limited validity period. However, they still remain relevant to this day. Let's see how, on the basis of these standard norms, it is possible to calculate the required number of personnel inspectors.

CALCULATION OF THE NUMBER OF HR INSPECTORS ON THE BASIS OF TYPICAL STANDARDS In the traditional version of the work of the personnel service, the inspector during the year performs all operations for accounting and staffing. Below are fragments of time standards for paperwork when hiring workers and employees (table 1) and dismissal (table 2), contained in the Intersectoral aggregated time standards for recruitment and accounting of personnel, approved. Decree of the Ministry of Labor of the USSR dated November 14, 1991 No. 78 (hereinafter referred to as the Intersectoral Standards).

Since the regulations governing the system of labor rationing have not yet been developed, the provisions of these standards can also be applied at the present time as a methodological aid in the calculation and development of time standards for certain types of work performed by personnel officers. When using this document, it should be borne in mind that to some extent it is outdated and does not take into account the changes that have occurred in labor legislation, which are reflected in functional duties personnel department employees. Therefore, the standards provided for in it may not cover the entire range of operations performed when hiring and dismissing employees.

Table 1 Time standards for paperwork when hiring workers and employees Content of work when hiring employees: 1.
Annual labor intensity of work not provided for by the collection of standards, man-hours (70 man-hours). Then: H \u003d (5500 + 70): 1910 \u003d 2.9 people. We accept H \u003d 3 people. Thus, the number of inspectors will be three people.

Practice shows that personnel officers spend a lot of time on documentary services. For standardization of typical work, the Norms of time for work on documentary support of management structures of federal executive bodies, approved. Decree of the Ministry of Labor of Russia dated March 26, 2002 No. 23. In the personnel services (with the traditional structure of the enterprise's labor resources management), the number of timekeepers can be employed, which is determined by dividing the average number of employees of the enterprise by the service rate established according to time standards.

Let us give an example of calculating their number.

"HR officer. Labor law for a personnel officer", 2010, N 5

We distribute responsibilities. How many HR professionals do you need?

How many HR professionals do you need to get the job done right? How to avoid unnecessary staff costs? These questions can be answered by labor rationing. What is its legal basis and what standards exist for calculating the number of personnel departments and how to apply them in practice, read in the material.

Position characteristics

To ensure a rational division of labor, create a mechanism for delineating functions, powers and responsibilities on the basis of regulation labor activity workers in modern conditions at enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms, in order to ensure the correct selection, placement and use of personnel in practice, it is recommended to apply the Qualification Directory for the positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor Russia dated 08/21/1998 N 37 (as amended on 04/29/2008).

The directory contains new qualification characteristics of civil servants' positions related to the development of market relations. All previously valid qualification characteristics have been revised, significant changes have been made to them in connection with the transformations carried out in the country and taking into account the practice of applying characteristics.

The directory is supplemented with new qualification characteristics of the positions of employees whose functions are related to the formation and development of market economic relations. These include, for example, the qualification characteristics of the positions of an auditor, auctioneer, broker, dealer, manager, appraiser, marketing specialist, etc.

In countries with a highly developed market economy, managers are called professional managers with special education, often obtained in addition to engineering, legal, economic.

It should be noted that on the basis of qualification characteristics, job descriptions are developed for specific employees, in the preparation of which the duties provided for in the characteristics are clarified, taking into account the peculiarities of the organization of production, labor and management, and the technology for performing labor processes. At the same time, it is important that both in the qualification characteristics and in the job descriptions of the personnel management service, training and advanced training of personnel ensure the exact correspondence of the names of the positions to the All-Russian classifier of professions for workers, positions of employees and wage categories.

In Art. 57 of the Labor Code of the Russian Federation, it is established that one of the essential, i.e., mandatory conditions of an employment contract concluded between an employer and an employee, is the name of the position, specialty, profession, indicating qualifications in accordance with the organization's staffing table or a specific labor function. If, in accordance with federal laws, the provision of benefits or restrictions is associated with the performance of work in certain positions, specialties and professions, then the names of these positions, specialties or professions and qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in the order established by the Government of the Russian Federation.

The qualification directory contains the following characteristics of the positions of employees who must work with personnel in the organization:

Deputy Director for Human Resources;

HR manager;

Head of Human Resources Department;

Head of Personnel Training Department;

Training Engineer;

Human Resources Inspector;

HR Specialist.

The first three positions relate to the positions of managers. The range of duties, although it has much in common, is still different, which is primarily due to the quantitative composition of the personnel service of a particular organization and the tasks that it must solve. Moreover, the personnel manager today is the most demanded employee, with a wide range of responsibilities. He, in particular, organizes work with personnel in accordance with the general goals of the development of the organization; ensures the staffing of the enterprise with employees of the necessary professions, specialties and qualifications; determines the need for staff; carries out selection of personnel, organizes training of personnel, evaluation of the results of labor activity of employees; together with the heads of structural divisions, participates in decision-making on recruitment, transfer, promotion, demotion, imposition of administrative penalties, and dismissal of employees; advises executives different levels on the organization of personnel management; takes part in planning social development team, resolution of labor disputes and conflicts; draws up and draws up employment contracts and contracts; maintains personal files of employees and other personnel documentation; supervises subordinate employees.

The rest of the positions listed are specialist positions.

It should be noted that the Qualification Handbook also contains characteristics of other positions related to human resource management and labor organization: head of the laboratory (bureau) for labor organization and production management; head of the laboratory (bureau) of labor sociology; head of the regulatory research laboratory for labor; head of the organization and remuneration department; labor protection engineer; psychologist; sociologist; labor technician; labor economist; timekeeper. Each organization independently decides which employees will be part of the personnel service (personnel management service) and how the interaction of the personnel service with other departments in charge of labor issues will be organized.

Labor rationing: determine the number

Of course, the heads of organizations and personnel officers will be interested in the question: how many HR specialists are needed to make the work efficient and at minimal cost?

To resolve this issue, the employer cannot do without the rationing of the work of personnel service employees. Not all employers even today understand the need for such work in the organization. As practice shows, labor rationing as an element of the personnel management system, which allows, in particular, to optimize its numerical and professional composition, is not always used even to calculate the number of personnel officers.

The legal basis for the regulation of labor is Ch. 22 of the Labor Code of the Russian Federation. It should be noted that with the introduction of the Labor Code of the Russian Federation, approaches to the legal regulation of labor rationing have undergone significant changes. Rationing has been handed over to the organizations themselves. Now employers, taking into account the opinion of the representative body of employees, can themselves adopt local regulations providing for the introduction, replacement and revision of labor standards. This gave rationing a new meaning, since rationing is now directly related to the performance of the entire team of this particular organization.

In connection with this procedure for rationing labor, there is no single centralized mandatory regulatory document related to determining the number of employees in the personnel service.

However, there are currently two normative documents, which organizations can take as the basis for calculating the number of employees in the personnel service:

Decree of the Ministry of Labor of the USSR of 11/14/1991 N 78 "On approval of intersectoral aggregated time standards for recruitment and accounting of personnel";

Decree of the Ministry of Labor of Russia of March 26, 2002 N 23 "On approval of time standards for work on documentary support of management structures of federal executive bodies."

First of all, you need to make a list of all types of work that your personnel department performs. This list should be compiled as completely as possible, because it depends on this how accurate the subsequent calculations will be. Then it is necessary to comparative analysis your list with the types of work included in the lists of established standards. You will calculate the time spent on performing personnel operations that are included in the lists using the established standards, and those that are not reflected in the list will have to be calculated independently. To do this, you will need to take photos of working time or timing. In the future, the information obtained in this way can be used for calculations and the introduction of local labor standards in your organization.

Then, based on the established time costs, you will need to calculate the complexity of all work. To do this, you need to calculate the complexity of each type of work, and then sum them up. When making calculations, you must decide what period of time you will take for the calculation. Typically, experts focus on the annual period. Such calculations will be the most accurate, as they will level out all seasonal fluctuations. However, such calculations are very time consuming and require considerable effort. In the case when efficiency is important, it is possible to make calculations for a quarter or for a month, but then the accuracy of the calculations will be very approximate.

And now let's together, with the help of the standards established by the Decree of the USSR Ministry of Labor, calculate the required number of specialists in a certain area of personnel records management, taking one month for the billing period.

First you need to create a sample table (Table 1).

Table 1

Calculation of the labor intensity of work in the personnel department

Type of performed operations	Unit measurements volume works	Paragraph, table, room standard on collection	standard time per unit measurement, person/h	Norms time for performance specific kind work, person/h	Volume works per month	Labor intensity normalized works, man/h

Decor documents at hiring (employees)	One employee (employee)	3.1 tab. one item 2
Decor documents at layoffs (employees)	One employee (employee)	3.2 tab. 2 item 1
Issuing a new work book or insert to it	One book	3.3.1 tab. 3 item 1
Issuance of a duplicate work book	One duplicate	3.3.1 tab. 3 item 2
Making entries in work book	One entry	3.3.2 tab. four
Making a copy work book	One copy	3.3.3 tab. 5 item 6
Decor translation	One employee	3.4.1 tab. 6
Drafting and adjustment vacation schedule	One employee	3.4.4 tab. 9
Vacation registration	One employee	3.4.5 tab. ten
Maintaining personal cards	One employee	3.4.6 tab. eleven item 1
Leaflet design disability	One sheet	3.4.8 tab. 13
Decor penalties	One decor	3.4.11 tab. 16
Decor surname changes	One employee	3.4.13 tab. eighteen
Decor documents workers, retiring	One employee	3.4.16 tab. 21 item 1
Decor employment contract	One employee	3.6.6 tab. 35
Reserve selection	One human	3.6.13 tab. 42
Making an order for promotion worker	One employee	3.6.19 tab. 48

In the second column, you enter all types of work performed in the process of personnel office work that are covered by established standards.

The data for column 6 is calculated using the formula:

H \u003d T (1 + K / 100),

where H - the norms of time to perform a specific type of work, people / h;

T - the standard of operational time for the performance of this work,

Installed according to the collection, people / h;

K is a time coefficient that takes into account the time spent on organizational and technical maintenance of the workplace, rest (including physical education breaks) and personal needs, as well as preparatory and final work, as a percentage of the operational time. According to the results of the analysis of maps of photographs of working time, K is taken equal to 8%.

In the seventh column, enter data on the amount of work for each type for the billing period.

The annual labor intensity of normalized work (Tn) is determined taking into account each type of work performed by the formula:

Tn \u003d SUM H x V,

where H - the norms of time for the implementation of a specific normalized type

Work, man/h;

V is the volume of a specific type of work performed per year (i = 1, 2, 3...

N - types of work performed).

The normative number of personnel inspectors (H) is determined as the ratio of the labor intensity of work to the useful fund of working time in the period that is taken as the settlement period, according to the formula:

where T is the total labor intensity of normalized work, calculated according to

these regulations;

Ф - useful working time fund of one employee (in this case

We took the average figure for the month), h.

H \u003d 196.46 / 166 \u003d 1.18.

Thus, to perform the work that is included in our table, you need 1.2 rates of a recruitment and accounting specialist. This means that if in your personnel department this work was distributed, for example, between two specialists, then you have the potential to reduce costs by entrusting the work to one employee and setting him an additional payment for an extended amount of work in the amount of 0.2 rates.

It should be noted that the calculation of the number of employees of personnel services according to the methods of the above Resolutions is a rather laborious process.

In practice, the positions of employees of personnel services, including personnel managers, are established in the staff list depending on the number of employees in a given organization.

It is quite reasonable, in our opinion, to introduce the position of a personnel manager when the number of employees in the organization began to exceed 20 people.

In organizations with more than 100 employees, the personnel service may consist of 2 - 3 employees - a personnel manager and an inspector (specialist) for personnel.

In organizations where the number of employees exceeds 300 people, the issue of organizing a personnel department of 4-5 employees may also be considered. At the same time, the duties of each employee are specified.

With an increase in the number of employees, the personnel department can expand in proportion to the number of employees, and at the same time, the responsibilities of personnel managers will be more and more specific.

Bibliography

1. Sutyagin A. V., Ershov V. A., Tolmachev I. A. Handbook of a practicing lawyer on labor law. M.: GrossMedia, ROSBUH, 2008.

Deputy Chief

Department "Office work"

case management

Federal Service

For work and employment

Signed for print

Answer

Answer to the question:

The most important changes of this spring!

I draw your attention to the fact that the relevant model labor standards are not mandatory for application and are only advisory in nature.

Thus, if the organization does not have a trade union and a collective agreement, then the employer himself is free to determine the number of personnel officers.

Details in the materials of the System Personnel:

Situation: How to determine the staffing of the personnel service of the organization

In particular, when calculating the number of employees of the personnel service, the employer can use approved ones. Currently, this document is of an informational and advisory nature and can be used by employers insofar as it does not contradict the Labor Code of the Russian Federation.

An example of calculating the number of HR employees

The planned number of employees of Alpha is 500 people.

Annually they plan to hire 50 employees (of which 20 are engineers, 30 workers), dismiss 45, and issue a pension - 20.

Based on the planned data using the standards, the head of the personnel department compiled a table with the necessary types of work and calculated the corresponding coefficients.

No. p / p	Type of operations performed	Unit of measure for the scope of work	The number of the standard according to the Intersectoral consolidated time standards, approved by the Decree of the USSR Ministry of Labor of November 14, 1991 No. 78	Standard time per unit of measurement, T opi , pers. - h	, H vri , pers. - h	Scope of work per year, V i	standardized work, T i , pers. - h
1.	Preparation of documents for hiring workers	One employee	table 1	0,46	0,50	30	15
2.	Preparation of documents for hiring engineers	One employee	table 1	0,74	0,80	20	16
3.	Preparation of documents upon dismissal of an employee	One employee	table 2	0,39	0,42	45	18,9
4.	Documentation for a retired employee	One employee	tables 21	3,3	3,56	20	71,2
5.	Drawing up a report on the number of employees by sex and age and workers by education	One report	tables 23	10,75	11,61	1	11,61
...
Annual labor intensity of normalized work (T n)							3 780

The head of the personnel department calculated the time norms for the performance of a specific standardized type of work according to the formula: H vpi \u003d T opi × (1 + K: 100),

Coefficient K is taken equal to eight (Intersectoral aggregated time standards, approved).

The labor intensity of normalized work was calculated by the head of the personnel department by the formula: Т i = Н врi × V i ,

T i - the complexity of normalized work;
Н врi - norms of time for the performance of a specific standardized type of work;
V i - the amount of work for the year.

Based on the compiled table, the head of the personnel department calculated the annual labor intensity of standardized work (T n) using the formula:

T n \u003d T i1 + T i2 + T i3 + ... + T in

The labor intensity of non-standardized work was calculated by the head of the personnel department using the formula:

T j \u003d H vpj × V j,

The annual labor intensity of non-standardized work (T nn) was calculated by the head of the personnel department using the formula:

T nn = T j1 + T j2 + T j3 + ... + T jn

T o \u003d T n + T nn

The head of the personnel department calculated the standard number of employees of the personnel service (H) using the formula:

H \u003d T o: F p,

T about - the total annual labor intensity;
F p - the useful working time fund of one employee per year - is taken on average equal to 1,910 hours (intersectoral aggregated time standards, approved).

The annual labor intensity of non-standardized work of the head of the personnel department of Alpha is 40 hours.

The total annual labor intensity (T o) will be 4,820 people/hour (3,780 people/hour + 40 people/hour).

The total standard number of employees of the personnel service (H) according to the calculation was two people (4,820 people / hour: 1,910 hours).

If at the same time the personnel service is entrusted with the duties of maintaining military records, it is necessary for employees involved in military records in the organization.

If the personnel service also performs the functions of the labor protection service, it is necessary additionally in the organization on the basis of
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Personnel officer. ru", 2010, N 9 Question: Give a reasoned answer to an employer with a production site of 125 people, does he need a personnel department employee? And in general, on what number of the enterprise is the rate of a personnel officer assigned? Is there a link to any document where approximate norms would be indicated, for example: 100 people - 1 personnel officer, 150 people - 2, etc.? Answer: At present, the process of establishing labor standards is not centralized: they are introduced by local regulations that are adopted by the employer, taking into account the opinion of the representative body of workers (Article 162 of the Labor Code of the Russian Federation). State assistance is manifested, in particular, in the fact that for homogeneous work, standard intersectoral, sectoral, professional and other labor standards can be developed and implemented. The rules for their development and approval are given in Decree of the Government of the Russian Federation of November 11, 2002 N 804.

Currently, this document is of an informational and advisory nature and can be used by employers insofar as it does not contradict the Labor Code of the Russian Federation. These standards allow you to calculate the number of employees of the personnel service based on the norms of time for specific types of work that employees of the personnel department have to perform, and their volumes. An example of calculating the number of employees of the personnel service The planned number of employees of Alpha is 500 people.
Annually they plan to hire 50 employees (of which 20 are engineers, 30 workers), dismiss 45, apply for a pension - 20. Based on the planned data, using the standards, the head of the personnel department compiled a table with the necessary types of work and calculated the corresponding coefficients.

Norm of employees per one personnel officer

On the basis of paragraph 3 of these Rules, model intersectoral norms are approved by the Ministry of Health and Social Development, the rest - by the relevant federal executive body in agreement with the Ministry of Health and Social Development. After that, they become advisory for organizations, the employer can rely on them when creating standards, taking into account the specifics of their production or work performed. Decree of the Ministry of Labor and Social Affairs of the USSR of November 14, 1991 No.

N 78, the Intersectoral enlarged time standards for recruitment and accounting of personnel were approved, which could be relied upon in the formation of the personnel service and the calculation of its number. However, their validity period was legally limited in 1997. In this document, the number of personnel officers is calculated based on the complexity of the work performed during the year.

Number of employees per 1 personnel officer

However, such calculations are very time consuming and require considerable effort. In the case when efficiency is important, it is possible to make calculations for a quarter or for a month, but then the accuracy of the calculations will be very approximate. And now let's together, using the standards established by the decree of the USSR Ministry of Labor, calculate the required number of personnel service specialists, taking one month for the billing period.

First you need to create a table (sample). No. p / p Type of operations performed Unit of measurement of the amount of work Item, table, number of the standard for the collection Standard time per unit of measurement, man-hour Norms of time to perform a specific type of work, man- h Scope of work per month Labor-intensity of normalized work, man-hour 1 2 3 4 5 6 7 8 1p.

What should be the number of employees keeping personnel records?

Attention

It must be said that with the introduction of the Labor Code, approaches to the legal regulation of labor rationing have undergone significant changes. Rationing has been handed over to the organizations themselves. Now employers, taking into account the opinion of the representative body of employees, can themselves adopt local regulations providing for the introduction, replacement and revision of labor standards. This gives rationing a new meaning, as rationing is now directly related to team performance.

Employees must be notified of the introduction of new labor standards no later than two months in advance. At the same time, the employer is obliged to provide normal conditions for their implementation*.

Personnel officer

decree
The Ministry of Labor and Social Development of Russia dated March 26, 2002 No. 23 "On approval of time standards for work on documentary support of management structures of federal executive bodies." As can be seen from the title of this document, they are recommended to the management structures of federal executive bodies, including such structures as personnel services. Despite this, experts consider them acceptable for all organizations, regardless of the form of ownership and type of activity.

Firstly, because personnel records management largely repeats the technology of documentary support for management, and secondly, because there are simply no special norms for documentary personnel support;
Decree of the USSR Ministry of Labor of November 14, 1991

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Registration of documents upon dismissal (employees) Single employee (employee) 3.2 tab. 2p. 1 0.39 0.42 49 20.6 3 Issuance of a new work book or an insert to it One book 3.3.1 tab. 3p. 1 0.11 0.11 14 1.54 4 Issuance of a duplicate work book One duplicate 3.3.1 tab. 3p. 2 0.27 0.3 2 0.6 5 Making entries in the work book One entry 3.3.2 table. 4 0.07 0.8 75 60 6 Making a copy of the work book However, piya 3.3.3 tab. 5p. 6 0.62 0.67 15 10 7 Making a transfer One employee 3.4.1 table. 6 0.38 0.41 28 11.48 8 Drawing up and adjusting the vacation schedule Single employee 3.4.4 table. 9 0.1 0.11 5 0.55 9 Registration of leave Single employee 3.4.6 tab. 10 0.11 0.12 30 3.6 10 Maintenance of personal cards Single employee 3.4.6 tab. 11p. 1 0.08 0.09 60 5.4 11 Issuance of a certificate of incapacity for work One sheet 3.4.8 tab. 13 0.05 0.05 40 2 12 Registration of penalties One registration 3.4.11 table.

What is the number of employees for one personnel officer

When determining labor standards at the enterprise, as a rule, the corresponding standard labor standards are used. Thus, the labor standards for personnel officers, the employer can establish independently. However, at the same time, he must take into account the opinion of employees.
Labor standards for such specialists must be determined, taking into account the achieved level of technology, technology, organization of production and labor. As a basis for determining labor standards, we recommend using the corresponding model standard. When calculating the number of employees of the personnel service, the employer can use the Intersectoral Aggregated Time Standards approved by the Decree of the USSR Ministry of Labor of November 14, 1991 No.
No. 78. Currently, this document is of an informational and advisory nature and can be used by employers insofar as it does not contradict the Labor Code of the Russian Federation (see the appendix to the answer below).
On approval of intersectoral aggregated standards of time for work on recruitment and accounting of personnel. The period of validity of these standards was limited to 1997. However, no new time standards for the performance of personnel operations have been developed to date.
Because of this, and also taking into account that intersectoral consolidated standards are an economic tool, and do not directly regulate legal relations, experts in the field of regulation continue to use them to calculate the number of employees in the personnel service. , Candidate of Economic Sciences: - The legal basis for labor rationing is Chapter 22 of the Labor Code.
Thus, if the organization does not have a trade union and a collective agreement, then the employer himself is free to determine the number of personnel officers. Details in the materials of the Personnel System: Situation: How to determine the staffing of the organization's personnel service As a general rule, the staffing of the organization's employees, including its individual divisions, is determined by its head at its own discretion in accordance with the structure of the organization, its functions and management levels. At the same time, various standards and methods of calculation can be applied to calculate the number of certain employees.
In particular, when calculating the number of employees of the personnel service, the employer can use the Intersectoral aggregated time standards approved by the Decree of the USSR Ministry of Labor dated November 14, 1991 No. 78.

The distribution of responsibilities between employees and the development of job descriptions are different sides of the same coin. Often there are questions about the number of employees in the enterprise. After all, there is no unequivocal answer to the question of what is better: for one employee to perform the duties of several, combining different positions, or for several employees to be responsible only for the performance of their duties, without going beyond the position. In any case, in practice, we are faced with different situations ...

How many people should be in the state so that the work of a personnel officer can be performed by a secretary? How many personnel officers should be in an organization with a staff of 100, 500 and more than 1000 people? Are these issues regulated by law?

Based on paragraph 3 of Article 64 of the Economic Code of Ukraine ( Further- ХК) the enterprise independently determines its organizational structure, establishes the number of employees and staffing.

When determining by an enterprise, institution, organization ( Further- enterprise) the number of required employees or relevant specialists takes into account the production and technological cycles (where there is production), the work performed or the services provided, taking into account the prospects for the development of the enterprise, the number of employees, as well as the goals and objectives of the enterprise. Based on this, the owner or the body authorized by him, independently or together with the department of labor and wages (OTiZ), if there is one in the organizational structure of the enterprise management, calculates the required number of specialists for the effective and high-quality performance of the tasks. Many businesses without OH&S achieve effective headcount through trial and error.

Such a right is granted to them by paragraph 2 of Decree of the President of the Russian Federation of November 15, 1991 N 211 “On increasing the wages of employees of budgetary organizations and institutions”. The ruling of the Cassation Collegium of the Supreme Court of the Russian Federation dated May 18, 2004 N KAS04-198 states that this provision of the Decree does not contradict the current legislation. However, since December 1, 2008, a new wage system has been in effect. It provides that if the allocated budget allocations are not enough, then it is necessary to form a new staffing table, in which it is necessary to bring the number of posts in line with the allocated budget limits (for more details, see the article “Changes in the wage system”, N 11/2008, page 6).

Personnel officer

Attention

Labor standards for such specialists must be determined, taking into account the achieved level of technology, technology, organization of production and labor. As a basis for determining labor standards, we recommend using the corresponding model standard. When calculating the number of employees of the personnel service, the employer can use the Intersectoral Aggregated Time Standards approved by the Decree of the USSR Ministry of Labor of November 14, 1991 No.

No. 78. Currently, this document is of an informational and advisory nature and can be used by employers insofar as it does not contradict the Labor Code of the Russian Federation (see the appendix to the answer below).

What should be the number of employees keeping personnel records?

Such a right was granted to them by paragraph 2 of the Decree of the President of the Russian Federation of November 15, 1991 N 211 "On increasing the wages of employees of budgetary organizations and institutions." In the decision of the Cassation Board of the Supreme Court of the Russian Federation of May 18, 2004 No.

N KAS04-198 states that this provision of the Decree does not contradict the current legislation. However, since December 1, 2008, a new wage system has been in effect. It provides that if the allocated budget allocations are not enough, then it is necessary to form a new staffing table, in which it is necessary to bring the number of posts in line with the allocated budget limits (for more details, see the article “Changes in the remuneration system”, N 11/2008, page

6). N.V. Danilova, A.V. Golovanov, experts of the Legal Consulting Service GARANT December 1, 2008

Number of employees per 1 personnel officer

Type of operations performed Unit of measurement of the volume of work Number of the standard according to the Intersectoral aggregated time standards approved by the Decree of the USSR Ministry of Labor of November 14, 1991 No. 78 Time standard per unit of measurement, Topi, pers. - h Norms of time for the performance of a specific standardized type of work, Hvri, pers. – h Scope of work per year, Vi Labor intensity of normalized work, Ti, pers. - h 1. Paperwork when hiring workers One employee standard 1 table 1 0.46 0.50 30 15 2. Paperwork when hiring engineers One employee standard 2 tables 1 0.74 0.80 20 16 3.
Paperwork upon dismissal of an employee One employee standard 1 table 2 0.39 0.42 45 18.9 4. Paperwork for an employee retiring One employee standard 1 table 21 3.3 3.56 20 71.2 5.

Vote:

At the same time, employees are guaranteed appropriate state assistance. One of the manifestations of the relevant state assistance is the development and establishment of standard (intersectoral, sectoral, professional and other) labor standards for homogeneous work. Model labor standards are established by the relevant state authority (Ministry of Labor, Ministry of Health and Social Development, etc.).

Important

This rule is established by article 161 of the Labor Code of the Russian Federation. I draw your attention to the fact that the relevant model labor standards are not mandatory for application and are only advisory in nature. Specific labor standards for employees (production standards, time standards, number standards and other standards) are established at the local level by the employer in agreement with the representative body of employees, in accordance with the achieved level of technology, technology, production and labor organization.

To do this, you will need to take photos of working time or timing. In the future, the information obtained in this way can be used for calculations and the introduction of local labor standards in your organization. Dictionary of personnel officer Timing study of the cost of working time for the performance of repetitive elements of labor operations by measuring their duration and analyzing the conditions for their implementation.

Photo of a working day study by observing and measuring all, without exception, the time spent throughout a full working day or a certain part of it. Then, based on the established time costs, you will need to calculate the complexity of all work. To do this, you need to calculate the complexity of each type of work, and then sum them up.

When making calculations, you must decide what period of time you will take for the calculation. Typically, experts focus on the annual period.

At what number is the rate of the personnel department introduced

BUDGET ACCOUNTING BUDGET REPORTING LAWS AND PRACTICE OTHER MATERIALS The number of full-time employees in the municipal institution is 35 people. Can we introduce a new position in the state, for example, an HR specialist, head of the personnel department? Or the number of employees in this case does not play a special role? By virtue of Article 8 of the Labor Code, employers are entitled to adopt local regulations containing labor law norms, within their competence, in accordance with labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements. Such a local normative act is, in particular, the staffing table. The staffing table is used to formalize the structure, staffing and staffing of the organization (Decree of the State Statistics Committee of the Russian Federation of January 5, 2004 No.

At the same time, it is determined that employees are guaranteed state assistance in the systemic organization of labor rationing and the use of labor rationing systems determined by the employer, taking into account the opinion of the representative body of workers or established by a collective agreement (Article 159 of the Labor Code of the Russian Federation). Under the rationing of labor refers to the establishment of norms for output, time, standards for the number and other norms. That is, labor rationing will allow you to determine the number of employees necessary to perform certain functions.

Including, with the help of labor rationing, the number of personnel officers can be determined. The rationing of the work of employees is determined by the employer, taking into account the opinion of the representative body of employees or by a collective agreement. That is, in both cases, the definition of labor standards for employees is established by agreement between the employee and the employer.
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Employees are guaranteed state assistance with the system of organizing labor rationing and the use of labor rationing systems determined by the employer, taking into account the opinion of the representative body of employees or established by a collective agreement **. * Articles 162, 163 of the Labor Code of the Russian Federation. ** Article 159 of the Labor Code of the Russian Federation. Where to begin? First of all, you need to make a list of all types of work that your personnel department performs. This list should be compiled as completely as possible, because it depends on this how accurate the subsequent calculations will be.
Then you need to conduct a comparative analysis of your list with the types of work included in the lists of established standards. You will calculate the time spent on performing personnel operations that are included in the lists using the established standards, and those that are not reflected in the list will have to be calculated independently.
Registration of documents upon dismissal (employees) Single employee (employee) 3.2 tab. 2p. 1 0.39 0.42 49 20.6 3 Issuance of a new work book or an insert to it One book 3.3.1 tab. 3p. 1 0.11 0.11 14 1.54 4 Issuance of a duplicate work book One duplicate 3.3.1 tab. 3p. 2 0.27 0.3 2 0.6 5 Making entries in the work book One entry 3.3.2 table. 4 0.07 0.8 75 60 6 Making a copy of the work book However, piya 3.3.3 tab. 5p. 6 0.62 0.67 15 10 7 Making a transfer One employee 3.4.1 table. 6 0.38 0.41 28 11.48 8 Drawing up and adjusting the vacation schedule Single employee 3.4.4 table. 9 0.1 0.11 5 0.55 9 Registration of leave Single employee 3.4.6 tab. 10 0.11 0.12 30 3.6 10 Maintenance of personal cards Single employee 3.4.6 tab. 11p. 1 0.08 0.09 60 5.4 11 Issuance of a certificate of incapacity for work One sheet 3.4.8 tab. 13 0.05 0.05 40 2 12 Registration of penalties One registration 3.4.11 table.

Do you want to put things in order in personnel work? Where to start in a new company, how to put things in order in an existing one? Follow expert advice. And without panic. You will succeed.

In practice, there are two situations:

In an existing company personnel records management "somehow" is conducted, no system, many violations. If you find yourself in such a situation, first assess the state of personnel documentation from the employer and issue the results of the audit. Examples of memos from the article "" will help you. After checking, start restoring and systematizing the work according to the 8 steps from this article.
Newly established organization is just starting an activity or an individual entrepreneur has the first employee - it is better to immediately start personnel work correctly.

Step one...

Step 1. Organize HR records management. There are three ways

Determine the person responsible or responsible for the state of personnel records management at the employer. All employers are very different. They differ in the number of staff, field of activity, staff turnover, management approaches, economic opportunities. Answering a favorite HR question:

Are there standards for the number of personnel officers for the number of employees?

Alas, there is no universal formula that would suit everyone. The standards for personnel procedures, which are given in the Decree of the USSR Ministry of Labor of November 14, 1991 No. 78, are outdated. On average, the figure according to the standards currently ranges from 200 to 270 employees per personnel officer. But ideally, you need to calculate the time for paperwork directly with your employer.

3 ways to organize HR records management

Choose the appropriate method depending on the company's staff, staff turnover, economic opportunities:

Structural unit: for example, the personnel department headed by the head.
The only HR specialist.
Internal combination is when the work of conducting personnel records management is entrusted to an employee whose labor function is not initially related to personnel records, for example, an accountant or office manager. This method is most often found in small companies up to 100 people.

Combination is an assignment to an employee with his written consent to additional work in another position, profession, specialty (Article 60.2 of the Labor Code of the Russian Federation). To apply for a combination, include the position in the staffing table. The rate may not be an integer, it is important to simply reflect the employer's need for the labor function of a HR record keeping specialist.

Typical misconception: the position for which the combination is issued is not included in the staff list. In the consent, write down the term, content and volume of the work performed and the amount of the additional payment.

At the first step, you need to decide how you were assigned to conduct personnel records management:

Your position is part of a structural unit, for example, the HR department.
You are the only specialist in personnel records management, you have an employment contract, and it is your responsibility to conduct personnel records management in full.
HR records management is registered for you in the form of a combination.

After your authority to organize and maintain personnel records has been verified, carefully study the constituent documents.

Step 2. Study the founding documents

First of all, pay attention to the name of the employer.

Typical mistake: in personnel documents, the name of the employer is not indicated in accordance with the constituent documents. For example, the charter contains the full and abbreviated name, and in personnel documents - only the full or only abbreviated name of the employer.

Study in the constituent documents the issue of the authority to make a decision on the conclusion, termination of employment contracts, according to the approval of local regulations. Determine who is the authorized person of the employer, if it is a legal entity.

Typical mistake in an employment contract: in the constituent documents, the head of the company is registered as an authorized person of the employer, in the preamble of employment contracts the head acting on the basis of the charter is indicated, and at the end of the employment contract, the employer’s signature is affixed by the head of the personnel department or deputy general director, etc., that is, not leader himself.

Rule: who is indicated as an authorized person of the employer at the beginning of the employment contract, he signs it.

Step 3. Form a staffing table

Why is the staffing table one of the first documents directly related to the labor function of a personnel officer? The staffing table is a document of an organizational and administrative nature, which essentially answers the question: what kind of labor functions does the employer need.

Rule: outside the regular schedule, i.e. "outside the state" it is impossible to register a single employee. There, "outside the state" - only contracts of a civil law nature. All the needs of the employer in labor functions are determined by the staffing table.

A labor function is work according to the position in accordance with the staff list, profession, specialty, indicating qualifications; the specific type of work assigned to the employee (Articles 15, 57 of the Labor Code of the Russian Federation).

The staffing table can be approved in a unified form - form T-3 (approved by the Decree of the State Statistics Committee of the Russian Federation of 01/05/2004 No. 1) or develop and approve your own form (preferably in the form of an annex to the organization's accounting policy). In the column "Number of staff units" you can indicate not the full rate, for example 0.25 or 0.5.

Who develops the staffing table?

In accordance with qualification handbook positions, the labor economist is engaged in the development of the staffing table. But not all employers have such happiness (a labor economist). Therefore, the one responsible for the development of the staffing table is the one in whose official duties includes the development of a staffing plan. It is approved by order and kept constant. Restrictions on the number of changes to the staffing table are not legally established.

Step 4. Determine the required number of local regulations

Local regulations are a big topic. Most often, experts ask for a “magic pill of happiness” in the form of an exhaustive list of local regulations that are mandatory for them. But there is no universal, suitable list for all employers. There are a few rules to keep in mind:

Only employers classified as micro-entrepreneurship entities in accordance with Art. 309.2 of the Labor Code of the Russian Federation, may partially or completely abandon local regulations. Provided that they transfer those issues that should be resolved in local regulations to a standard form of an employment contract. All other employers are required to have the required number of local regulations available.
There is a list of local regulations that are mandatory for all employers: internal labor regulations (Article 189 of the Labor Code of the Russian Federation), local regulations establishing wage systems (Article 135 of the Labor Code of the Russian Federation), local regulations establishing the procedure for processing personal data, rights of employees, features of the transfer and storage of personal data (Chapter 14 of the Labor Code of the Russian Federation, Federal Law of July 27, 2006 No. 152-FZ).

Pay attention to the local normative act establishing the remuneration systems: as such, it may not exist in its own form, for example, in the form of a wage provision, if the remuneration systems are prescribed in the employer's internal labor regulations or collective agreement.

also in without fail it is necessary to develop and approve a vacation schedule - no later than two weeks before the start calendar year to which it is compiled. If the organization was created at the beginning or middle of the calendar year, you finalize this year without a vacation schedule. There may be local regulations that become mandatory upon the occurrence of certain conditions: for example, the regulation on business trips, the collective agreement, the regulation on attestation of employees, etc. It is in this matter that systemic, comprehensive knowledge of labor legislation as a whole is needed. In the advanced training course "" and the course of professional retraining "", a separate lesson is allocated to local regulations.

Local regulations are adopted taking into account the opinion of the representative body in accordance with Art. 372 of the Labor Code of the Russian Federation. This item is mandatory if there is a representative body of employees, but at the stage of organizing personnel records management, most likely, it is simply absent. If so, skip this paragraph.
With all adopted local regulations, the employee must be familiarized under the signature in accordance with Part 2 of Art. 22 of the Labor Code of the Russian Federation. Newly hired workers must be familiarized with a signature before signing an employment contract (Article 68 of the Labor Code of the Russian Federation).

Step 5. Check how the manager is recruited

The leader is the key person in the organization. First of all, check all the documents for its design. There must be a response to a request from the register of disqualified persons maintained by the tax authorities. This is a requirement of Part 2 of Art. 32.11 of the Code of Administrative Offenses of the Russian Federation.

The head has a dual legal status:

is the sole executive body of a legal entity;
performs the duties of an employee - the labor function of a manager.

The manager must be issued documents on the appointment (election) of his general director in accordance with federal laws and constituent documents and documents in the framework of labor legislation: an employment contract, an order for employment. An entry must be made in the work book.

Beginning specialists, and even experienced ones, sometimes ask the following question: how to make an entry in the work book about hiring a general director? The answer lies on the surface: the work book is the main document confirming the length of service, and information about hiring, and not about the procedures for election or appointment, is entered in the work book. Therefore, after concluding an employment contract, issuing an order for employment, make an entry in the work book specifically about employment with a link in column 4 to the details of the order for employment.

Common Mistake in the execution of an employment contract with the head: the term of the employment contract does not correspond to the term of his powers as the sole executive body in accordance with the constituent documents. At the stage of concluding an employment contract, carefully study the constituent documents in order to prevent such a mistake.

Step 6. Prepare a draft employment contract

An employment contract is one of the main documents in regulating labor relations with employees. I recommend that you carefully consider and develop templates for employment contracts for employment different categories workers.

Based on the results of inspections by the State Inspectorate, the employment contract also becomes the most expensive document in personnel records management in terms of penalties. Responsibility is provided for under Part 4 of Art. 5.27 of the Code of Administrative Offenses of the Russian Federation for legal entities, for example, from 50,000 to 100,000 rubles, and sometimes inspectors multiply the fine by the number of employment contracts.

A standard form of an employment contract has been developed and approved only for heads of state (municipal) institutions and employers, small businesses classified as microentrepreneurs. In other cases, employers independently develop the form of an employment contract.

surname, name, patronymic of the employee and the name of the employer (surname, name, patronymic of the employer- individual) who have entered into an employment contract;
information about the documents proving the identity of the employee and the employer - an individual;
taxpayer identification number (for employers, except for employers who are individuals who are not individual entrepreneurs);
information about the representative of the employer who signed the employment contract, and the basis by virtue of which he is endowed with the appropriate authority;
place and date of conclusion of the employment contract.

As a rule, this information is entered in the preamble to the employment contract, or some of the information remains in the preamble, and some is transferred to the last page of the employment contract.

Example:“Interes Limited Liability Company (TIN 1234567890), hereinafter referred to as the “Employer”, represented by Deputy General Director P.S. Mikhailov, acting on the basis of an employment contract dated February 17, 2009 No. .2011 No. 12, on the one hand, and a citizen Russian Federation Veselov Nikolai Sergeevich (passport series 0477, No. 123456 issued by the Federal Migration Service for the South Administrative District of Moscow on August 20, 1997), hereinafter referred to as the “Employee”, on the other hand, in accordance with the labor legislation in force in the territory of the Russian Federation, have concluded this employment contract on the following ..."

Recommendation 2 Remember about the mandatory terms of the employment contract - they are listed in Part 2 of Art. 57 of the Labor Code of the Russian Federation. But not all of them are always required! Some are required under certain conditions:

the term of the employment contract and the circumstances (reasons) that served as the basis for concluding a fixed-term employment contract in accordance with the Labor Code or other federal law (specify only when concluding a fixed-term employment contract);
guarantees and compensations for work with harmful and (or) dangerous working conditions, indicating the characteristics of working conditions at the workplace (specify only if you employ an employee with harmful or dangerous working conditions);
mode of working time and rest time (include in the employment contract only if the mode differs from general rules operating with the employer);
conditions that determine the nature of the work (travelling, mobile, on the road).

Recommendation 3 Consider the articles of the Labor Code that establish the specifics of regulating labor relations with certain categories of workers, or the norms of federal laws that regulate your type of activity. When developing a draft employment contract, do not use sources of dubious origin from Internet resources.

Look at different sources and, having passed them through the “prism” of Article 57 of the Labor Code of the Russian Federation, develop your own form.

The employment contract can include additional, named in Part 4 of Art. 57 of the Labor Code of the Russian Federation, and other conditions. But for their absence, the employer will not be held responsible.

If the activities of employees are related to the maintenance of material assets, I recommend immediately developing and preparing a template for an agreement on full liability. Then you can sign it at the same time as the labor one.

There is a separate detailed lesson on liability in Kontur.School. In the lesson program:

Liability of an employee: grounds, terms and procedure for involvement.
Cases of full liability of the employee.
Agreement on full individual or collective liability.
The liability of the employer for the delay in wages, vacation pay, and other amounts due to the employee.

Step 7. Prepare documents for maintaining employment records of new employees

To get started, prepare an order appointing a special authorized person responsible for maintaining, storing, recording and issuing work books.

Remember that forced labor is prohibited. If the duties of maintaining, accounting, storing and issuing work books were not prescribed in the employment contract or the job description of the responsible person, it is necessary to supplement the employment contract with these duties by agreement or amend the job description. If such responsibility will be assigned to an employee whose function does not include personnel records management, for example, to the chief accountant, I recommend that you first draw up a combination agreement, i.e. on entrusting the employee with additional work with his written consent with an additional payment in accordance with Art. 151 of the Labor Code of the Russian Federation.

At this stage, also check that the organization has purchased and accounted for in the income and expense book for accounting for the forms of the work book and the insert in it, the forms of work books and inserts in it. The employer is obliged to constantly have the required number of work book forms and inserts in it (clause 44 of Decree of the Government of the Russian Federation of April 16, 2003 No. 225 “On work books”, hereinafter - Decree No. 225).

Store forms of work books and inserts in the accounting department as strict reporting forms. The income and expense book is also kept by the accounting department (see clause 41 of Resolution No. 225). At this stage, also issue a book of accounting for the movement of work books and inserts in them. It is run by the Human Resources Department.

The income and expense book for accounting for the forms of the work book and the insert in it and the book for accounting for the movement of work books and inserts in them must be numbered, laced, certified by the signature of the head of the organization, and sealed with a wax seal or sealed.

Electronic work books. SZV-TD report. Changes

From January 1, 2020, employers have an obligation to provide information on labor activity to the FIU in the form of SZV-TD if:

the employee was hired, constantly transferred, fired, or if the employee submitted an application that he continued to keep a paper work book or that he chooses an electronic form.

Read about the changes in the articles:

Step 8. Prepare documents for conducting personnel work

Registration of personnel procedures begins with the registration of employees for work.

What mandatory documents should be at hand at the personnel officer at the stage of registration of employees for work?

Typical kit (excluding features):

A set of local regulations to familiarize employees with them.
A draft employment contract with job responsibilities included in it or in the job description.
Form of an order for employment (Article 68 of the Labor Code of the Russian Federation). The order can be in a unified form - form T-1 (form T-1a) or in a form approved by the employer.
Forms of a personal card in the form T-2 (for state or municipal employees, form T-2 GS (MS). Please note: a personal card T-2 (T-2GS (MS) is kept in writing on cardboard.

Records about the employee, about hiring, permanent transfers, dismissals of the employee must be introduced under the signature in the relevant sections of the personal card (clause 12 of Resolution No. 225).

What to consider according to work books at this stage? Write an application to the accounting department with a request to issue a work book form if the employee does not have one, or enter information about the work book he has in the book of accounting for the movement of work books.

Organize a record of working time: the employer is obliged to keep records of the time actually worked by the employee (Article 91 of the Labor Code of the Russian Federation). For these purposes, you can use the unified forms of the time sheet T-12 or T-13 or approve your own form.

How to make changes to the employment contract?

Prepare documents:

Agreement on changing the terms of the employment contract / supplementary agreement to the employment contract (if the change in the terms of the employment contract occurs by agreement of the parties in accordance with Article 72 of the Labor Code of the Russian Federation).
An order to change the organizational or technological working conditions, written notices of changes and reasons that served as the basis for changing the terms of the employment contract, written proposals another vacant job corresponding to the qualifications of the employee, as well as a vacant lower position or lower-paid job (if the change in the terms of the employment contract occurs at the initiative of the employer in accordance with Article 74 of the Labor Code of the Russian Federation).

The list of documents for processing a translation depends on the type of translation:

in case of temporary transfer, an additional agreement is concluded to the employment contract on transfer, an order for transfer is prepared (as a rule, in the form T-5 or T-5a);
with a permanent transfer - an additional agreement to the employment contract on the transfer and an order on the transfer. An entry is also made in the work book and in the personal card T-2 (T-2GS (MS).

List of documents for registration of holidays:

vacation schedule (approved no later than two weeks before the start of the calendar year). Read the article "";
written notices to employees about the start time of vacation in accordance with Part 3 of Art. 123 of the Labor Code of the Russian Federation (see the Letter of Rostrud dated July 30, 2014 No. 1693-6-1);
leave order (form T-6, form T-6a).

This list may vary depending on the categories of workers or circumstances. For example, if an employee asks for leave not according to the vacation schedule, but at a convenient time for him on the basis of his written application (for example, such leave is granted to minors, Honorary donors of Russia, etc.). In this case, there will be no vacation notice. The employee will write a statement, and the employer will issue an order.

Labor legislation establishes requirements for the availability and execution of personnel documents in cases where the employer:

attracts employees to work outside the established working hours;
attracts to work on weekends and non-working holidays;
sends employees on business trips;
provides guarantees and compensation. This block of questions should be studied separately. We recommend that you familiarize yourself with the professional retraining program "" in the Circuit. School.

How to file an employee layoff

In this case, ground documents are needed, the type of which depends on the grounds for dismissal. For example, for the dismissal of an employee on his initiative, his written statement is required, for dismissal by agreement of the parties - an agreement on termination of the employment contract, etc.

Without fail, prepare an order for dismissal, with which you familiarize the employee under signature. If the employee is absent or refuses to read the order, mark the order accordingly.

Based on the order, make an entry in the work book and in the employee's personal card. After that, the employee puts his signature in the work book, personal card and in the book of accounting for the movement of work books when issuing a work book to the employee.

Develop a staffing table, determine the needs of the employer in labor functions.
Check how the documents for the head are drawn up.
Prepare a set of required local regulations.
Develop employment contract templates for different categories of workers.
Prepare the documents required for applying for a job.
Prepare draft documents for registration of procedures related to the movement of personnel (holidays, business trips, recruitment to work on weekends, etc.).

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