Job Description for HR Manager

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Job Description for Human Resources Manager. Full Document

Occupational Safety and Health

Occupational Safety and Health / Job descriptions

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I. General Provisions

The personnel manager is appointed to the position and dismissed from it by order of the director of the enterprise _______ on the proposal of the head of the department.
The Human Resources Manager reports to the Head of Department.
In its activities, the HR manager is guided by the Constitution of Ukraine, the laws of Ukraine, resolutions of the Verkhovna Rada of Ukraine, decrees and orders of the President of Ukraine, resolutions and orders of the Cabinet of Ministers of Ukraine, the charter of the enterprise, the Regulations on the Human Resources Department, internal labor regulations and other regulations, as well as this Instruction.
A person with a higher education in the direction of training "Management" (master, specialist) without requirements for work experience is appointed as a personnel manager; or complete higher education (specialist, master) and work experience in the specialty - at least 2 years and postgraduate education in the direction of "Management".

II. Must know

The HR manager must know:

legislative and regulatory legal acts, methodological materials regulating the activities of an enterprise, institution, organization for personnel management;
goals, development strategy and business plan of the enterprise;
labor law;
fundamentals of a market economy, entrepreneurship and business;
conjuncture of the labor market and educational services;
methodology for planning and forecasting the needs of personnel;
methods for analyzing the quantitative and qualitative composition of employees;
modern concepts of personnel management;
a system of labor standards, labor and social standards;
fundamentals of production technology and development prospects, management structure and personnel;
bases of sociology and psychology of work;
ethics of business communication;
advanced technologies of personnel work, standards and unified forms of personnel documentation;
methods of information processing with the use of modern technical means of communication and communication, computer technology;
rules and norms of labor protection, fire safety and industrial sanitation.

III. Official duties

HR manager:

organizes work on providing personnel in accordance with the general goals of the development of the enterprise, institution, organization and specific areas of personnel policy for the purpose of effective use, renewal and replenishment of personnel;
provides work on staffing the enterprise, institution, organization with employees of the necessary professions, specialties according to the qualification levels and the profile of the training they received and business qualities, taking into account the possibilities of maximizing the labor potential of each employee;
directly participates in the development of business plans in terms of providing labor resources, taking into account the prospects for the development of the enterprise, changes in the composition of employees through the introduction of new equipment and technology;
studies the labor market in order to determine possible sources of providing the necessary personnel;
organizes work on conducting research, forecasting and determining the need for personnel on the basis of plans for the economic and social development of the enterprise;
develops and implements a set of programs for working with personnel on hiring, firing, transferring employees, attracting and retaining employees, taking into account the prospects for their professional protection and expansion of independence in modern economic conditions;
informs and advises managers of different levels on the organization of personnel management;
leads the work on organizing staff training, training and advanced training, as well as motivating the business career of employees;
organizes work on the evaluation of the results of the labor activity of employees, attestations, competitions for filling vacant positions;
ensures the creation of a regulatory and methodological base for personnel management and the practical implementation of methodological and regulatory developments;
organizes the development and adoption of measures to improve personnel management, controls the execution by the heads of departments of resolutions, orders and instructions on issues of work with personnel
participates in planning the social development of the team, resolving labor disputes and conflicts;
monitors compliance with labor legislation in work with personnel. Provides continuous improvement of personnel management processes based on the introduction of socio-economic and socio-psychological management methods, advanced personnel work technologies, the creation and maintenance of a personnel data bank, standardization and unification of personnel documentation, the use of computer and office equipment, communications and communications;
organizes timekeeping, drawing up and fulfilling vacation schedules;
controls the state of labor discipline and compliance with the internal labor regulations by employees;
provides for the preparation of established reporting on the accounting of personnel and work with personnel.

IV. Rights

The HR manager has the right to:

represent the enterprise in other organizations on issues within the competence of the Department on behalf of the director of the enterprise, his deputy or head of the department;
receive, in accordance with the established procedure, from employees of the management apparatus of the enterprise information and documents necessary to fulfill the duties assigned to the Department;
check the work on personnel in the structural divisions of the enterprise management apparatus;
make suggestions to the head of the department on measures to improve work with personnel.

IV. A responsibility

The Human Resources Manager is responsible for:

For improper performance or non-performance of their official duties, as well as for non-use or directly to their rights provided for by this Job Description - to the extent determined by the current legislation of Ukraine.
For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of Ukraine.
For causing material damage - within the limits determined by the current labor legislation on labor of Ukraine.

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Workaholics have fatter kids 07.08.2019

Parents' long working hours increase their children's risk of being overweight and obese during preschool years, scientists at the Research Center for Social Research in Berlin have concluded.

The researchers studied data from 2,4 thousand children under the age of 6, taken from SOEP (Germany's regular socio-economic survey). Preschool age is crucial in shaping the weight of children, the publication notes. - The study found that children of mothers who work 35 hours a week or more are at increased risk of becoming overweight and obese - compared to children whose mothers do not work. The risk also increases when fathers work long hours (55 hours a week or more). In this case, even shorter working hours of mothers (24-34 hours a week) negatively affect the weight of children.

The researchers suggest that "along with the increase in working hours, the quality of nutrition and the level of physical activity of preschool children decreases." A possible reason for this relationship may be the disturbed sleep rhythm of children whose parents stay at work for a long time, the publication reports.

The negative impact of long-term work of parents on the weight of children was recorded mainly in families with medium and high incomes. No such relationship was found in low-income families. "Low-income parents are likely to be less informed about the impact diet and movement have on overweight and obesity in children. Therefore, for them, changing working hours may not have much effect on the quality of nutrition and physical activity," Jianghong, the author of the study, suggests. Lee: It is also possible that in low-affluence families, the negative effects of lack of time are offset by the benefits of higher earnings due to increased working hours.

Kindergarten attendance reduces the chances of children becoming overweight and obese, regardless of their social background, as children are physically active there.

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