One of the most important structural divisions of any enterprise is the personnel department. If we assume that its commercial success depends on the qualifications and professionalism of the company's employees, then the selection of personnel with such qualities is the task of the employees of this department. However, it should also fulfill many other functions.
Instructions
Step 1
Think over what the main functions will be performed by the department. Of course, in addition to operational and traditional personnel work for any enterprise, the department should be engaged in long-term planning and professional development of personnel. Issues of wages, social programs and labor relations are also within his competence. But modern requirements for the functionality of the personnel department include issues of employee motivation, the development of a mechanism to stimulate their work, and even the task of maintaining a favorable climate in the team.
Step 2
Determine the size of the department based on the financial condition of the company, the total number of employees, the presence of subsidiaries and the number of structural divisions. In a small enterprise, all of the above functions can be performed by one person, provided that he does not have to deal with office work and personnel management. If we take into account Russian realities, then on average one employee of the personnel department accounts for 100-500 people of company personnel. For an enterprise with 250 people, a personnel department consisting of a chief and two managers will be sufficient. One of them will deal directly with the selection of personnel and their training, the other will conduct personnel work and draw up documentation. The function of the chief will be to provide general leadership.
Step 3
If the enterprise is large and the number of personnel in the personnel department is more than 3 people, then entrust the distribution of responsibilities between them and the creation of working groups to the head of the department. The names of sectors and groups should reflect the main tasks that they are called upon to solve. The list of such tasks for each enterprise can be different. Traditional, for example, include: hiring and firing employees, planning jobs, conducting training programs and events, social issues, legal support of labor relations.
Step 4
Define the area of responsibility and authority of the HR department. The most successful in production has proven to be a model when department employees advise line managers working directly with personnel on issues that arise in the course of work.
