Names of positions in the staffing table. Names of positions in the staffing table What is a job title
Staffing is necessary for the most productive use of human resources. It allows you to competently organize the work of the company. The better the schedule, the higher the efficiency of the staff will be. The schedule allows you to control all work processes and determine the workload of workers. It will help you quickly obtain information about the total number of staff and the volume of work. This is an official document that can be requested by regulatory authorities. Therefore, it must be drawn up in accordance with laws and established practice. In particular, it is necessary to correctly enter the positions of employees.
Why do you need a schedule?
The staffing table has these functions:
- Accurate and quick establishment of the organizational structure of the company.
- Fixation of the number of departments and the number of staff units for each position.
- Convenient establishment of a payment system for department employees.
- Fixation of the volume of bonuses for labor.
Is it possible to hire an employee if his position is not on the schedule?
What to do if the applicant’s position is not included in the staffing table? It is recommended to introduce a new position as soon as possible. Otherwise, these risks arise:
- Difficulties in reducing the number of employees.
- The risk that such actions will be recognized as a violation of paragraph 4 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation.
Additional Information
When introducing positions, you need to consider these points:
- If the payment system is tariff-based, there are categories, the name of the vacancy, based on Article 143 of the Labor Code of the Russian Federation, is established in accordance with the Qualification Directories.
- If certification is being carried out, the certification sheet must contain the profession code. The corresponding provision is contained in Article 18 of Federal Law No. 426 of December 28, 2013.
In all other circumstances, the use of professional standards is optional.
What positions cannot be indicated in the staffing table?
The schedule should not contain positions that do not reflect the nature of the specialist’s work. How to determine whether the name reflects the characteristics of the activity? You should take advantage of the practices and traditions that have developed in a particular industry.
In order to determine the positions that, according to the organization’s work activities, should appear in the staff schedule, you need to rely on the mandatory nature of the act: if the enterprise is listed as state-owned, then strict control over the staffing table and an indication of all potential vacancies at the enterprise are necessary, and Likewise, the designation of the total number of positions occupied by workers.
Staff positions may include the position of lawyer, contract manager, security guard, electrician, foreman and many other specialties.
Categories and types according to the classifier
Let us turn to Federal Law No. 79, which classifies and regulates categories and groups of positions in the civil service of the Russian Federation.
Main groups of job positions in the staffing table:
- higher;
- main;
- presenters;
- elder;
- juniors.
- Managers– they occupy the highest positions in the organization and carry out activities to manage all the resources of the enterprise, including personnel. This category is divided into 3 groups: senior, main and leading managers.
- Assistants– these employees are otherwise referred to as advisors. They are responsible for supporting their superiors, in other words, they carry out their orders and take full responsibility, temporarily occupying the position of leader if necessary.
- Specialists– engage in professional activities within the framework of specific tasks set by management. This category is divided into 4 groups: senior, chief, leading and senior specialists.
- Supporting specialists– are typified by supporting the activities of the enterprise, their scope of work is extensive and includes the following points: business affairs, documentation, organizational, financial and economic and information.
Below is a sample staffing table indicating staff units:
Profession codes - what are they, what are they used for?
The job classifier is a catalog of all professions related to the activities of the enterprise; for convenience, it indicates the codes used in the staffing table.
Code and category are structural indications of subordination. Let's say the main department is numbered 03, in which case the employees who are subordinate to it will be displayed as 03.01, 03.02, and so on. Categorization also adds the corresponding numbers to the overall code if subsequent division occurs.
Institutions engaged in government activities are a priori required to have this directory, but other organizations are not subject to such requirements.
The catalyst for such actions is an increase in the number of employees in the company or optimization of existing processes.
This work has the right to be undertaken by bosses, employees of the personnel and legal services and accounting departments, and it is worth remembering that ordinary employees can also do such work if they have a power of attorney drawn up in writing.
- To introduce a new position, first of all, a document is issued, certified by the signature of the manager. It states:
- period of validity of the staffing table;
- date and place of approval;
- the person who carries out the execution of the order;
- and the reasons for making adjustments, this may be due to improving the structure of the organization, reorganizing the division, optimizing management work, etc.
- And after this, the content of the staffing table columns is changed and a new position is added in accordance with the general procedure.
Change procedure: subtraction and renaming
Therefore, the procedure for reducing and renaming a vacancy involves making adjustments to all accompanying documents.
Sample notification to an employee about renaming a position:
Sample additional agreement to an employment contract:
What to do if any unit is not on the schedule - is it possible to hire an employee?
Under such circumstances, you can hire an employee in a non-governmental organization, where the order of all internal processes is regulated by management, however, you need to understand that if there are no positions in the staffing table, this may in the future somewhat complicate the measure of reducing the number of employees.
In addition, in certain situations this is regarded as a violation of paragraph 4 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation by tax authorities. And as a result, the organization has to open a lawsuit to challenge the illegal actions of Federal Tax Service employees.
Conclusion
If the enterprise is non-state, then the management arbitrarily decides on the issue of adding staffing to the documentation.
But still, for a company such a tool is very convenient for doing business with a large number of human resources, since staffing allows you to facilitate the analysis of ongoing processes; and besides, in the event of an inevitable audit by the tax authorities, the staffing table helps to avoid unfair comments on their part.
List of typical positions (Job descriptions)
Top company managers
1.1 General Director
1.2 Executive Director
1.3 CFO
1.4 Commercial Director
1.5 HR Director
1.6 Marketing Director
1.7 Logistics Director
1.8 Quality Director
1.9 Operations director of a retail chain
1.10 Branch director
1.11 Technical Director
Administrative staff
2.1 Office manager
2.3 Head of Legal Department
2.5 Dispatcher
2.6 Secretary to the General Director
2.7 Department Secretary
2.8 Secretary-receptionist
Research and development and information technology personnel
3.1 Chief designer
3.2 Head of laboratory
3.3 Constructor
3.4 Laboratory assistant
3.5 Head of IT Department
3.6 System administrator
3.7 Senior programmer
3.8 Programmer
Logistics and purchasing staff
4.1 Logistics and procurement personnel
4.1.1. Head of product department
4.1.2. Director of logistics Department
4.1.3. Head of Procurement
4.1.4. Logistics Manager
4.1.5. Purchasing Manager
4.1.6. Head of the customs group
4.1.7. Foreign trade specialist 4.2 Warehouse logistics personnel
4.2.1 Warehouse manager
4.2.2 Deputy warehouse manager
4.2.3 Storekeeper
4.2.4 Loader-picker
4.2.5 Loader
4.2.6 Forklift driver 4.3 Transport logistics personnel
4.3.1 Head of the motor transport department
4.3.2 Delivery driver for heavy vehicles
4.3.3 Forwarding driver for passenger cars
4.3.4 Heavy vehicle driver
4.3.5 Car driver
4.3.6 Forwarder
5.2 Marketing Manager
5.4 Merchandiser
5.5 Promoter
5.6 Designer
5.7 Copywriter
5.8 Layout designer
Customer service staff
6.1 Restaurant/cafe director
6.3 Bartender-cashier
6.4 Wardrobekeeper
6.5 Waiter
6.6 Maid
6.7 Concierge
6.8 Head waiter
6.9 Receptionist
6.10 Doorman
6.11 Ironer
6.12 Service Manager
6.13 Tailor
Development staff
7.1 Development Director
7.2 Development Manager
7.3 Project Manager
7.4 Project Manager
HR staff
8.1 Head of Personnel Department
8.2 HR Manager
8.3 Training Manager
8.3 HR Manager
Finance and accounting staff
9.1 Head of Planning and Economic Department
9.2 Chief accountant
9.3 Deputy Chief Accountant
9.4 Senior accountant
9.5 Accountant
9.6 Store accountant
9.7 Warehouse accountant
9.8 Financial manager
9.9 Economist
9.10 Labor economist
9.11 Accounts receivable specialist
9.12 Senior cashier
9.13 Cashier
Corporate Sales Personnel
10.1 Head of Sales Department
10.2 City Sales Manager
10.3 Regional Sales Manager
10.4 Key account manager
10.5 Sales representative
10.6 Sales Administrator
Retail sales staff
11.1 Supermarket director
11.2 Store director
11.3 Deputy Store Director
11.4 Head of department (food products)
11.5 Head of department (non-food products)
11.6 Sales area administrator (food products)
11.7 Sales area administrator (non-food products)
11.8 Senior Seller (Food Products)
11.9 Senior salesperson (non-food products)
11.10 Seller (food products)
11.11 Seller (non-food products)
11.12 Salesperson-cashier (food products)
11.13 Salesperson-cashier (non-food products)
11.13. Cashier-operator
11.15. Transceiver
Production personnel (management)
12.1 Production Manager
12.2 Chief engineer
12.3 Chief technologist
12.4 Chief mechanic
12.5 Chief power engineer
12.6 Workshop manager
12.7 Head of the section
12.8 Production Planning Manager
Technical personnel (food production)
13.1 Chef
13.3 Confectioner
13.4 Marker
13.5 Baker
13.6 Meat cutter
13.7 Packer
13.8 Food production worker
Technical personnel (non-food production)
14.1 Foreman
14.2 Production foreman
14.3 Technologist
14.4 Engineer
14.5 Quality controller
14.6 Master
14.7 Mechanic
14.8 Process equipment operator
14.9 Serviceman
14.10 Carpenter
14.11 Locksmith
14.12 Turner
14.13 Milling operator
14.14 Electrician
14.15 Electric and gas welder
14.16 Non-food production worker
14.17 Construction equipment operator
14.18 Car mechanic
14.19 Installer
14.20 Auto electrician
14.21 Safety engineer
14.22 Refrigeration unit operator
Support staff
15.1 Head of Security
15.2 Head of Administrative Operations
15.3 Security Officer
15.4 Driver-bodyguard
15.5 Controller (security guard)
15.6 Controller on the sales floor
15.7 Health worker
15.8 Castellan
15.9 Porter
15.10 Janitor
15.11 Courier
15.12 Cleaner
Engineering and technical personnel
16.1 Head of Standardization and Control Department
16.2 Standardization specialist
16.3 Head of customer service
16.4 Head of the design and technical department
16.5 Slinger
16.6 Head of the environmental department
16.7 Ecologist
16.8 Chief surveyor
The responsibilities of the HR inspector include:
- formation of personal files of employees;
- execution of orders;
- accounting of work books, filling them out;
- work with documents;
- registration of sick leave;
- maintaining discipline control.
In its structure, the HR department has the following departments:
- Labour Organization;
- selection of employees;
- retraining of personnel;
- promotion planning;
- certification;
- occupational Safety and Health.
Positions may include the following: labor organization engineer, timekeeper, labor economist and others. Responsibilities of a personnel officer The given example does not exhaust all the job responsibilities of a personnel inspector. The “Rights” section secures the employee’s powers to independently resolve issues within his competence.
Job titles in the HR department
Code 2 corresponds to specialist positions, such as HR specialist, accountant, economist, marketer, HR inspector, etc. For specialist positions, intra-position categorization for remuneration is provided: for example, HR specialist, HR specialist of categories 2 and 1.
For each of these categories, the “qualification requirements” section of the qualification characteristics establishes the requirements for education and, as a rule, for work experience in the specialty. Job titles of HR department employees 4.
In the professional standard for personnel officers, the fifth level of qualification refers to the first generalized t/f (working with documents). The sixth level of qualification is independent activity in determining the tasks of one’s own work and (or) subordinates to achieve a specific goal.
This level applies to general telephone numbers from 02 (B) to 06 (F) and affects the work of, for example, a personnel manager, a selection specialist, a development and training specialist, a compensation and benefits specialist. The seventh level of qualification refers to the last two generalized labor functions (7 (G), 8 (H)) and involves defining strategy, managing processes and activities, including innovation, with decision-making at the level of large organizations or divisions.
The seventh level of qualification concerns managers (chiefs) of the human resources department, human resources directors.
Personnel officer or HR department?
- Concluding training agreements with employees.
- Internal trainer for sales department, customer department, call center.
- Planning skills.
- Skills to work as a customer of services.
- Knowledge of modern methods of training, assessment, research and analysis of the qualitative composition of personnel
- Practical skills in preparing and conducting trainings and seminars
- Primary contract control skills.
- Personal competencies: analytical mind, skills in MS Office (Word, Exel, Power Point), good knowledge of the organization's specialization, defending the interests of the company before the Contractor, communication skills.
- Skills in working with special programs, for example, 1C 8.0, 7.7 (introduces learning results)
- Skill in working with educational programs, electronic courses, and simulators is desirable.
Who works in the HR department? (job descriptions)
Info
In the first case, the state of staffing needs is analyzed, a staff schedule is developed, and personnel are selected. HR staff positions Skill in working with special programs, for example 1C 8.0 Average.
Responsible for: the correctness of the description of the requirements and the compliance of invited candidates with these requirements; compliance of published requirements with current legislation; compliance with legal requirements when refusing employment. As a rule, it does not perform the function of planning personnel requirements.
Plans and coordinates, as a rule, a second interview in the personnel service and an interview with the immediate supervisor.
HR employees positions
Skill in working with special programs, for example 1C 8.0 Medium. Responsible for: the correctness of the description of the requirements and the compliance of invited candidates with these requirements; compliance of published requirements with current legislation; compliance with legal requirements when refusing employment.
As a rule, it does not perform the function of planning personnel requirements. Plans and coordinates, as a rule, a second interview in the personnel service and an interview with the immediate supervisor.
Does not make a decision on the possibility of accepting a candidate, but can express his opinion on the suitability of this candidate for the declared vacancy 1.2.
The professional standard of a personnel officer is a total of 8 generalized labor functions (the image shows 1) According to the recommendations of the Ministry of Labor of the Russian Federation, the duties of the employee (note 2kk.info: in the employment contract itself or in the job description) should indicate labor functions and (or) labor actions that the employee must perform within the framework of his position, taking into account the tasks and functions of the structural unit. In addition to the cases provided for by federal laws, taking into account the Labor Code of the Russian Federation and the specifics of the activity, the employer can also:
- distribute labor actions between several positions (professions, specialties), independently determining the content and volume of work performed by the employee;
- expand the list of labor actions for individual positions (professions, specialties) in comparison with the list from the professional standard.
Names of HR positions
Let me remind you that there are only 8 generalized t/fs, but there are many times more labor functions within the generalized ones, not to mention labor actions. So, to perform the first generalized t/f: documentation support for work with personnel (for all three labor functions), knowledge is required:
- labor legislation and other acts containing labor law norms;
- legislation of the Russian Federation on personal data;
- fundamentals of archival legislation and regulatory legal acts of the Russian Federation, regarding the maintenance of personnel documentation;
- basics of document flow and documentation support;
- organization structures;
- technologies, methods and techniques for analyzing and systematizing documents and information;
- standards of ethics and business communication.
Development is carried out jointly with the economic department or in it, but directly with the payment system. As a rule, he has a double subordination: organizational (Head of the Economic Department) and functional (to the Head of the Personnel Service. 3.2 Labor standardization specialist
- Development of headcount standards.
- Carrying out headcount calculations.
- Conducting an analysis of requests from departments for changes in headcount.
- Preparation of methodological and regulatory documents on rationing and calculation of headcount.
- Knowledge of standardization methods, headcount calculations, construction of work schedules taking into account the Labor Code.
- Basic knowledge of business processes, functional analysis.
- Skills in developing standards and calculating headcount in a large organization.
- Confident PC user.
Important A separate paragraph should include a list of documents that guide the HR service in the process of activity. What are the responsibilities (nomenclature of affairs) Nomenclature is a mandatory list of affairs formed in the process of the organization’s activities.
Attention
Is used for:
- establishing a uniform procedure for the formation of cases;
- accounting support;
- quick search for documentation;
- establishing a retention period for the file.
The list of cases will depend on the direction of the organization’s activities. When preparing the nomenclature, you should take into account current affairs and tasks planned to be completed in the coming year.
Cases should be ranked according to their importance. When determining the storage period for files, you can be guided by the standard list of documents adopted in 2010. There is no single list of documents; regulations establish only some of them.
OKSO (classifier of specialties by education), i.e. It is assumed that a personnel officer can have any education. Although, it is still worth noting that having a “profile” education is an undeniable advantage when applying for a job, the main thing is to choose a specialty that is closer to the intended personnel work (hours in labor law are required).
This is how you can get an education today:
- manager (personnel management);
- document specialist (document management and documentation support for management);
- management documentation support specialist, archivist (management documentation support and archival science);
- lawyer (jurisprudence), etc.
- Development of control forms to monitor the adaptation process.
- Introducing the employee to his boss (or supervisor)
- Developing, together with the Head, control parameters for adaptation.
- Monitoring the employee’s familiarity with the company structure, his job description, relationships with other employees and departments.
- Entering control tasks and adaptation results into the checklist.
- Summarizing and presenting conclusions based on the results of adaptation to the Head of HR.
- Knowledge of adaptation procedures.
- Knowledge of the company's structure and business processes.
- Excellent organizational and communication skills (managing an employee older than himself in position - the immediate supervisor of a new employee)
- Skills in working with special programs, for example, 1C 8.0, 7.7
