Signs the position. Methodical recommendations "how to write a position". Typical template for the provision on a structural unit

The regulation implies a normative act that allows you to determine the procedure for the formation, internal structure, rights, competence, duties, as well as the main functions of the company, its individual services, commissions (collegial bodies).

Provisions are:

• typical (created by governing bodies (industry / state) for companies, manufacturing and other enterprises, commissions that are engaged in the same type of activity (in particular, for the economic service, accounting department)).
• individual (created for a specific company, taking into account the specifics of its functioning).
  Separately, you can also highlight the provisions on the conduct of certain events (the provision of the UZ "MKDTs" on taking part in the review competition for the title of "Best Medical Worker").

Organization regulations

On the basis of the submitted document, all state-owned companies of the budget type operate. In particular, it establishes the status of the enterprise, the procedure for its formation, structure, basic competence, responsibilities, place in the management system, the scheme for carrying out the reorganization procedure.

The structure of the document under consideration often includes a part where issues related to control, verification of activities, and audit of an enterprise are spelled out.

When a company draws up a regulation, it is imperative to indicate the full name of the parent company, the name of the company itself, type of documentation, registration number, date, stamp of approval.

If the administrative practice of an enterprise implies a ramified structure, a slightly different type of provision applies. In this kind of situation, its main purpose is to define / delineate the competence and functions of individual services.
Regulations on structural divisions (services)

The presented documents serve to:

• explaining to employees of the enterprise their rights, obligations, competence;
• evaluating the work of the personnel, making a decision in the future to send it to training, as well as to move it, encourage it or collect it;
• determining the actions to be carried out by personnel;
• control over the current activities of the enterprise;
• selection of candidates for a higher position;
• protection of employees of the company, employer, enterprise;
• ensuring a positive corporate culture.
  As for the structure of the text of the provision, its form, they are unified (regulated by the USORD).

Recall that the submitted regulatory act is drawn up on the company's corporate bank and contains the following information:

Subdivision name;

Name of the type of documentation;

Registration date;

The stamp of approval.

Regulations on structural divisions are signed by the person who is their developer. Then the paper is endorsed by the legal adviser, approved by the management of the company. The document takes effect from the date indicated in the stamp (certified by the seal of the enterprise). Typically, it contains a number of sections, namely:

"General Provisions"
Here the degree of subordination, the level of independence and service, the governing body to which it submits is prescribed. It also contains documents that should guide the unit in the course of its work.

"Targets and goals"
The presented section formulates the goal, the list of tasks of the service under consideration.

"Functions"
Here, the work of the service is comprehensively characterized, a detailed list of functions is provided that ensure the settlement of emerging issues, the solution of all tasks.

"Rights, obligations"
This section includes a list of the rights that the division is endowed with (while emphasizing their compliance with modern laws, regulatory and legal documentation developed by the government, governing bodies, papers that regulate the activities of the enterprise).

"Management"
In the presented section, the name of the position of the head of the service, the requirements for his level of education, length of service in the area under consideration are prescribed. At the same time, his duties, competence, and rights are also defined here. In particular, the manager must coordinate the work of the personnel, plan the activities of the service, exercise control over the work of employees, take part in the creation of methodological and other materials. At the same time, he establishes the degree of responsibility of deputies, approves certain papers, issues orders for appointment / dismissal, etc.

"Relationship with other services"
The presented section prescribes the relationships that arise between individual divisions in the course of management, economic activities, mutual rights, obligations of the parties, the frequency of data exchange.
General rules writing provisions:

1) Text of provisions it is necessary to write in a third person (in a single or plural). At the same time, it should include words like “should”, “should”, “required”, “necessary”, “not allowed”, “prohibited”.

2) The heading of the regulation should answer the question "about what?"

3) Sections of the document must be numbered (using Roman or Arabic numerals). Clauses can be divided into subclauses, which, as a rule, have alpha / numeric numbering.

The document that defines: the order of creation (formation) of the unit; the legal position of the unit in the structure of the organization; subdivision structure; tasks, functions, rights and responsibilities of the unit; the procedure for the interaction of the department with other structural units of the organization.

The procedure for developing this document is similar to the procedure for developing job descriptions. Therefore, in this section, we will limit ourselves only to considering the models of provisions and give recommendations for the development of some sections.

One of the simplest is the layout, in which the sections are highlighted:

1. General Provisions.

2. The main tasks of the unit.

3. Functions of the unit.

Also in the layouts of provisions you can find the following blocks:

1. Organizational structure of the unit.

2. The rights of the unit.

3. Relationships (service connections) of the subdivision with other subdivisions.

4. Responsibility of the unit.

Now briefly on each of the sections.

Section 1. "General Provisions"

Section 2. "The main tasks of the unit". The main tasks of the department, as a rule, are determined on the basis of the distribution matrix of management functions. If the organization does without it, the provisions of the Qualification Handbook of Positions of Managers, Specialists and Other Employees can be taken as a basis. If the subdivision includes structural units, then it is recommended to break down tasks in the same areas.

Section 3. "Functions of the department". When developing this section, the matrix of distribution of management functions is also used. If not, then you can use Qualification handbook positions of managers, specialists and other employees - to "remove" functions from the duties of the heads of the relevant departments. It will help to define the functions of the structural unit and GOST 24.525.5-81 “Management of a production association and industrial enterprise. Resource management. Basic Provisions "*.

* M .: Gosstandart USSR, 1981.

The structure of the section "Department functions" can be presented in the form of text or tables, diagrams. For example, for a regulation on the legal department:

III. Functions

The tabular form is convenient. The only difficulty is that the document is not the result of any function, therefore, dashes will be put in front of individual functions.

In order for the same functions not to be duplicated in the provisions of different departments, you can use the method that is used in the development of job descriptions (see recommendations for the development of the section " Job responsibilities"The job description in point 3.1 of paragraph 3 of this chapter- with. 61). But, in principle, the use of the matrix of distribution of management functions should exclude duplication.

Section 4. "Organizational structure of the unit". The title of this section may be different, for example "Structure" or "Structure and staffing".

Proposals for the structure of the department are developed by the head of the department together with the department of organization and remuneration. As the unit operates, the structure may change.

The structure of the department can be given by a simple listing, for example: "The personnel department includes: the reception sector, the dismissal sector, the accounting sector, the sector for consulting workers." The structure can also be represented in the form of a diagram, for example:

The diagram can be more complex - it reflects the connections between the structural units that make up the department.

In the "Structure" section, the procedure for approving the provisions on the structural units of the department should also be determined.

In small organizations, departments may not be structured into smaller units. In this case, groups of specialists performing work in certain areas, or individual specialists in general, are indicated, and it is also determined in what order the job descriptions of the department's specialists are approved.

This section also indicates the staffing of the unit. It can be provided in the position itself or drawn up as a separate application.

Section 5. "Subdivision Rights". Before developing this section, we recommend that you pay attention to the procedure for developing the "Rights" section of job descriptions (see paragraph 3.1 of paragraph 3 of this chapter - p. 66). In contrast to the job description, the position on the unit gives the rights not to an individual employee, but to the entire unit. If you wish, you can "paint" the rights of workers. But it is best to bring a list of rights common to the head of the department and his employees and to single out the rights of the head in a separate block. Endowing the latter rights, preference should be given to functional rights, since he has the same labor rights as the employees of the unit.

Here is a very general example of the "Rights" section of the regulations on the personnel department:

1.1. Supervise on issues within the competence of the department, the activities of structural divisions of the organization and individual specialists.

1.2. Request from structural divisions information, documentation and materials necessary to resolve issues related to the implementation of the tasks assigned to the department.

1.3. Invite representatives of third-party organizations to resolve issues within the competence of the department.

1.4. Submit proposals on issues within the competence of the department through the Deputy General Director for Personnel for consideration by the General Director.

3. The head of the department has a personal right:

3.1. Participate in the selection of department employees for vacant positions.

3.3. To represent, by proxy, the interests of the organization on recruitment issues in employment services, recruitment agencies.

3.4. Participate in the preparation and agreement of the organization's personnel plans.

3.6. As agreed with the Deputy General Director for Human Resources, attract experts, specialists in the field of personnel management of third-party organizations for consultations, preparation of conclusions, recommendations and proposals.

5. Employees of the department are entitled to:

5.2. Require officials of the organization to comply with labor laws, eliminate violations of labor laws.

When developing this section, you should use the recommendations given in paragraph 3.1 "Job descriptions" of this book, as well as analyze the following options for provisions.

Section 6. "Relationships (service connections) of the subdivision". All recommendations for the preparation of the section of the same name, but only job descriptions, are given in paragraph 3.1 "Job descriptions" of this book. It is only necessary to pay attention to the fact that the interaction of divisions, and not individual employees, is "signed". Therefore, first of all, you need to focus on official relations between the heads of various departments, and secondly (if there is a need for this) - on coordinating official relations between ordinary employees of departments (i.e., to determine whether you need to obtain consent from the head of your department, you need whether to coordinate their actions with the head of another department before interacting with his employees).

The design methods (text, diagrams, tables, etc.) may be the same as those specified in clause 3.1 "Job descriptions" of this handbook.

Section 7. "Responsibility of the subdivision". The procedure for the development of this block of provisions is also in many respects similar to the procedure for compiling the section "Responsibility" of the job description (see clause 3.1 of paragraph 3 of this chapter - p. 69). Meanwhile, there are some peculiarities. So, it is desirable in the position, along with the responsibility of the entire unit, to highlight the responsibility of its head, since general rule in his activities he is guided by the position and in most organizations job descriptions for him are not developed.

You can divide responsibility into personal (for example, department head) and collective (department employees).

If the above sections are not enough for the developer, we recommend the following structures for the text of the regulations on divisions:

1. General Provisions.

2. Main goals and objectives.

3. Functions.

4. Rights and obligations.

5. Interaction.

6. Responsibility.

7. Incentives.

8. Property and funds.

9. Organization of activities.

10. Labor relations.

11. Structure and staffing.

Regulations on structural divisions are drawn up by the department of organization and remuneration or laboratory (bureau) for the organization of labor. If there are no such units, you can assign this function to the legal department or HR department. Development can also be entrusted to individual specialists, for example, a production management engineer.

General control and management of the development of regulations on structural divisions is carried out by the deputy head of the organization for personnel management.

The regulation on the structural unit must contain the following details:

1. The name of the organization.

2. The name of the document.

3. Date and number.

4. Title to the text (name of the structural unit).

5. The stamp of approval.

7. Developer's signature.

8. Approval visas (if the position is subject to external approval, then the approval stamp).

The list of persons who must issue their visas, as a rule, is determined by the head of the organization in accordance with the order on the distribution of duties, as well as based on the operagrams. In order to avoid inaccuracies and duplication of individual functions, official relations, and, accordingly, subsequent disagreements between the heads of various departments, it is practiced to endorse the position of a particular department by the heads of those departments with which it interacts. If the number of visas is more than 3, then they are issued on a separate page or in the form of a separate "Approval Sheet".

A number of organizations provide for the endorsement of regulations on divisions by the head of the legal department or the organization's lawyer.

The head of the organization approves the regulations on structural divisions. Other top executives (for example, deputy heads of an organization who support the activities of groups of departments) may also be vested with the right of approval.

The employees of the unit must be familiarized with the regulations. This can be a column on familiarization or a column on bringing the situation to the attention of employees. In this case, signatures are affixed in order of seniority (first the head of the unit, then all the others). To fix the familiarization with the position, the method indicated for the job descriptions and consisting in drawing up an acquaintance sheet can also be used.

The basis for amending the regulation on the structural unit is the order of the head of the organization. The procedure and methods for its execution are similar to the procedure for issuing an order to amend job description... However, it should be borne in mind that amending the regulation on a structural unit may, and in some cases should entail a revision of the job descriptions of employees of this unit.

In order to show the different models of provisions, the examples below are designed for one department - the human resources department. Samples of regulations for other divisions (over 60) are given in the practical manual “Enterprise personnel. 60 samples of regulations on departments and services "*.

* Schur D.L., Trukhanovich L.V. Personnel of the enterprise. 60 examples of regulations on departments and services: A practical guide. 2nd ed. - revised and add. - M .: Publishing house "Business and Service", 2002.

1. General Provisions

1.1. The personnel department is an independent structural unit of the organization, subordinate directly to its head.

1.2. The personnel department is headed by the chief.

1.3. The appointment and dismissal of the head of the personnel department is made by order of the general director.

2. The main tasks of the personnel department

2.1. Organization and implementation of work on the selection, placement and education of personnel.

2.2. Studying the qualities of workers in their practical activities.

2.3. Creation of a personnel reserve for promotion to managerial and financially responsible positions.

2.4. Organization of all types of accounting and reporting on personnel.

3. Functions of the HR department

Human Resources Department:

3.1. Develops proposals on the nomenclature of positions of employees appointed and dismissed by the General Director.

3.2. Together with the heads of the interested divisions, he selects employees and makes appropriate proposals for their appointment to the specified positions, prepares the necessary documentation for this.

3.3. Together with the heads of departments, he studies the business and moral qualities of employees in the process of their practical activities and makes proposals for the movement and promotion of employees.

3.4. Ensures the certification of employees, constantly monitors the implementation of the recommendations of the certification commission.

3.5. In accordance with the requirements of labor legislation, with the participation of heads of departments, makes proposals for the release and relocation of workers and makes the necessary registration.

3.6. Taking into account the development of the organization, it determines the need for specialists and workers of mass professions, determines the sources of staff replenishment.

3.7. Arranges for the placement of young professionals and ensures their correct use.

3.8. Considers complaints and applications of employees on issues of admission, relocation and dismissal, violations of labor legislation, makes proposals to resolve these complaints.

3.9. Keeps records of employees of the organization, in accordance with the established procedure, draws up and stores their personal files and other personnel documents.

3.10. Receives, filling out, storing and issuing work books.

3.11. Carries out control over the timely provision of regular vacations to employees.

3.12. Together with the legal department, he controls the correctness of the organization and the application of liability to the employees of the organization.

3.13. Together with other divisions, he makes proposals and prepares the appropriate documentation for the rewarding of employees and other incentives.

3.14. Prepares reports on personnel according to approved forms.

3.15. On behalf of the organization, he represents on issues of work with personnel in state and municipal bodies, organizations, enterprises and institutions.

The personnel department, within the limits of its competence, has the right to:

4.1. Request in structural divisions the necessary data on employees, and when hiring and moving employees, the opinion of the heads of the relevant structural divisions.

4.2. Require, upon hiring and in other established cases, the submission of relevant documents and materials (work books, copies of educational diplomas, etc.).

4.3. Control in structural divisions compliance with labor legislation in relation to employees, as well as the procedure for providing established benefits and advantages.

4.5. Submit proposals to the management of the organization on issues of work with personnel, including on improving the work of employees.

5. Leadership

5.1. The work of the department is supervised by the head of the personnel department.

5.2. Head of HR department:

Organizes the work of the department;

Taking measures to improve the work of the department;

Provides interaction with other structural units.

5.3. The head of the personnel department is personally responsible for the implementation of the tasks assigned to the department.

5.4. Job duties, rights and responsibilities of employees of the personnel department are established by job descriptions.

I. General Provisions

1. The personnel department is an independent structural unit of the organization.

2. The department is created and liquidated by the order of the general director.

3. The department reports directly to the General Director *.

* May also report to the Deputy General Director for Human Resources.

4. The department is headed by a chief * appointed to the position by order of the general director.

* The head of the HR department may be the Deputy Director of HR.

5. The head of the department must have professional education and work experience in organizing personnel management in engineering and technical and managerial positions for at least 5 years.

6. In its activities, the department is guided by:

6.1. The Constitution of the Russian Federation.

6.2. The Labor Code of the Russian Federation and other regulatory legal acts containing labor law norms.

6.3. The charter.

6.4. Staff Regulations.

6.5. These Regulations.

7. The work of the department is carried out according to annual and quarterly plans.

8. The head of the department once a quarter * submits to the general director a report on the work of the department.

* Other regularity may be indicated.

II. Structure

1. The structure and staffing of the department is approved by the general director, based on the conditions and characteristics of the organization's activities, as advised by the head of the personnel department and in agreement with the department of organization and remuneration.

2. The personnel department includes structural divisions (groups, sectors, bureaus, sections, etc.) according to the scheme below *.

* As part of the personnel department, other structural units may also be formed, for example, a bureau (sector) for registering pensions, for monitoring the state of labor discipline, etc.

3. The division of responsibilities between the employees of the bureau (sectors, groups) is carried out by the head of the personnel department.

4. Chief specialists (heads) of bureaus (sectors, groups, etc.) as part of the personnel department, other employees of the department are appointed and dismissed by order of the general director on the proposal of the head of the personnel department.

5. Employees of the department are guided in their activities by job descriptions.

III. Tasks

1. Selection, placement and education of personnel.

2. Studying the business and moral qualities of employees in their practical activities.

3. Personnel accounting.

4. Ensuring the rights, benefits and guarantees of employees of the organization.

5. Control over the state of labor discipline in the organization.

IV. Functions

1. Development of personnel policy and strategy of the organization.

2. Development of forecasts, determination of the current demand for personnel and the sources of its satisfaction based on the study of the labor market.

3. Providing the organization with cadres of workers, employees and specialists of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the organization, the changing external and internal conditions of its activities.

4. Formation and maintenance of a data bank on the quantitative and qualitative composition frames.

5. Selection and selection of employees together with the heads of the interested divisions and the introduction of appropriate proposals for their appointment to the specified positions, execution of orders for employment and other necessary documentation.

6. Development of proposals for employment on a competitive basis in accordance with the procedure established by law, preparation and organization of the work of the competition committee.

7. Informing employees of the organization about available vacancies; using the media to hire workers.

8. Establishing direct links with educational institutions and employment services.

9. Registration of admission, transfer and dismissal of employees in accordance with labor laws, regulations, instructions and orders of the General Director.

10. Personnel registration.

11. Issuance of certificates on the present and past labor activity of employees.

12. Reception, filling, storage and issuance of work books.

13. Maintaining the established personnel documentation.

14. Preparation of materials for the presentation of staff for incentives.

15. Preparation of materials for attracting employees to material and disciplinary liability.

16. Placement of personnel based on an assessment of their qualifications, personal and business qualities.

17. Control over the correct placement of workers and the use of their labor in the structural divisions of the organization.

18. Studying the professional, business and moral qualities of employees in the course of their work.

19. Organization of certification of employees of the organization, its methodological and informational support, participation in the analysis of certification results, implementation of constant control over the implementation of decisions of the certification commission.

20. Preparation of relevant documents on pension insurance and their submission to the social security authorities.

21. Issuance of certificates of work in the organization, the position held and the amount of wages.

22. Provision of social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of redundant workers, provision of established benefits and compensations to them.

23. Scheduling vacations, accounting for the use of vacations by employees, registration of regular vacations in accordance with the approved schedule and additional vacations.

24. Registration and accounting of business trips.

25. Time keeping.

26. Control over the state of labor discipline in the organization's divisions and over compliance by employees with the Internal Regulations.

27. Analysis of staff turnover.

28. Development of measures to strengthen labor discipline, reduce staff turnover, loss of working time, control over their implementation.

29. Consideration of complaints and applications of employees on the issues of admission, relocation and dismissal, violation of labor legislation.

30. Taking measures to identify and eliminate the causes that give rise to complaints from employees.

1. To perform the functions assigned to it, the personnel department has the right to:

1.1. Control in structural units the observance of labor legislation in relation to employees, the established procedure for the provision of benefits and advantages.

1.2. Request in structural divisions the necessary data on employees, and when hiring and moving employees - the opinion of the heads of the relevant structural divisions.

1.4. Provide heads of structural units with binding instructions on issues within the competence of the department

1.5. Conduct correspondence on recruitment issues, as well as on other issues that are within the competence of the department and do not require approval from the general director.

2. The rights granted to the department are exercised by the head of the department, as well as by the employees of the department in accordance with the distribution of duties established by the job descriptions.

3. The head of the personnel department is endowed with the following rights:

3.1. Submit proposals on issues within the competence of the department for consideration by the General Director.

3.2. Make proposals for the activities of other divisions of the organization.

3.3. To represent in the prescribed manner on behalf of the organization on issues related to the competence of the department in relations with state and municipal authorities, as well as other enterprises, organizations, institutions, including recruitment agencies and employment services.

3.4. Participate in the preparation and approval of the organization's plans in terms of personnel.

3.5. Provide subordinate employees with binding instructions.

3.6. In agreement with the General Director, attract experts from third-party organizations, specialists in the field of personnel management for consultations, preparation of conclusions, recommendations and proposals.

3.7. To dispose of the allocated labor, material, financial and technical resources and distribute them among structural units.

4. The head of the personnel department signs (endorses) documents related to the selection and movement of personnel, registration forms.

5. Employees of the personnel department are entitled to:

5.1. Visit the divisions of the organization to monitor the state of labor discipline, observance of labor rights of employees.

5.2. Require officials of the organization to comply with labor laws.

5.3. Set deadlines and monitor compliance with requirements.

5.4. If violations of labor legislation are detected, draw up acts, memoranda, reports and submit them to the legal department for legal analysis and subsequent transfer to the General Director for consideration to bring the perpetrators to justice.

5.5. Attend meetings and participate in the discussion of issues within the competence of the department.

Vi. Relationships (service connections)

To perform functions and exercise rights, the HR department interacts with the organization's divisions according to the following scheme:

Vii. A responsibility

1. Responsibility for the proper and timely performance by the department of the functions provided for by these Regulations is borne by the head of the personnel department.

2. The head of the personnel department is held accountable for:

2.1. Inadequate organization of the department's activities to fulfill the tasks and functions assigned to the department.

2.2. Untimely and poor-quality preparation of documents.

2.3. Incorrect record keeping in accordance with applicable rules and regulations.

2.4. Providing inaccurate information on issues within its competence.

2.5. Non-observance by employees of the department of labor and production discipline.

2.6. Failure to take measures to eliminate large-scale violations of labor discipline in the organization.

2.7. Failure to ensure the safety of the property in the department and non-observance of fire safety rules.

2.8. Inconsistency with the current legislation of the draft orders, instructions, regulations, decrees and other documents signed by him.

2.9. Irrational use of labor and material resources.

3. The head of the personnel department for committing offenses in the course of his activities is brought to responsibility in the manner prescribed by labor, administrative, criminal legislation.

4. Employees of the personnel department, when assessing the business qualities of employees of an organization, are obliged to proceed only from officially obtained data and materials and are not entitled to disclose available data about the personal life of employees.

5. The responsibility of employees of the personnel department is established by their job descriptions.

* Visas for heads of structural divisions with whom the department interacts, other officials.

* Positions, signatures of other employees of the personnel department, dates of acquaintance.

1. General Provisions

1.1. This Regulation defines the main tasks, functions, rights and responsibilities of the personnel department of a closed joint stock company"Alcotrade" (hereinafter - joint stock company).

1.2. The personnel department in its activities is guided by labor legislation Russian Federation, The Charter of the joint-stock company, the Regulations on personnel, rules and standards for documentary support of management, other regulatory legal and regulatory-methodological documents on personnel work.

1.3. The personnel department is an independent structural unit of the joint-stock company and reports to the general director.

1.4. The staffing and structure of the department are determined by the general director of the joint-stock company.

1.5. This Regulation determines the procedure for carrying out work on the selection, placement and education of personnel, personnel records, management of labor discipline in a joint-stock company.

1.6. The direct management of the work of the department is carried out by the head of the personnel department, to the position of which, by the order of the general director, a person with a higher professional education and work experience in organizing personnel management in engineering and technical and managerial positions is appointed for at least 5 years.

1.7. For the period of absence of the head of the department (vacation, business trip, illness, etc.), his duties are assigned to the senior HR engineer, who acquires the corresponding rights and is responsible for non-performance of duties.

2. The main goals and objectives of the department

2.1. The main purpose of creating a personnel department is to implement the personnel policy in the joint-stock company.

2.2. The main tasks of the department are:

Selection, placement and education of personnel;

Registration and accounting of personnel;

Ensuring the rights, benefits and guarantees of employees of the joint-stock company;

Control over the state of labor discipline in a joint-stock company.

3. Functions of the department

To solve the assigned tasks, the personnel department carries out the following functions:

3.1. Develops personnel policy, as well as a set of measures for its implementation.

3.2. Draws up calculations of the need for personnel and determines the sources of its satisfaction based on the study of the labor market.

3.3. Provides the joint-stock company with personnel of workers and employees of the required professions, specialties and qualifications in accordance with the goals, strategy and subject of the joint-stock company.

3.4. Forms and maintains a data bank on the quantitative and qualitative composition of personnel.

3.5. Together with the heads of structural divisions, he selects and selects employees and makes proposals for their appointment to positions.

3.6. Informs employees of the joint-stock company about available vacancies.

3.7. Establishes links with educational institutions, employment services, recruiting agencies for recruiting personnel, as well as the media to advertise the hiring of workers.

3.8. Draws up the admission, transfer and dismissal of employees in accordance with labor laws, regulations, instructions and orders of the general director of the joint stock company.

3.9. Keeps records of personnel, established personnel documentation.

3.10. Issues certificates about the labor activity of employees, the position held and the amount of wages.

3.11. Carries out reception, filling, storage and issuance of work books.

3.12. Prepares materials for presenting employees to incentives, to attract employees to material and disciplinary responsibility.

3.13. Together with the heads of structural divisions, he assigns personnel based on an assessment of their qualifications, personal and business qualities.

3.14. Organizes the certification of employees of the joint-stock company, its methodological and informational support.

3.15. Analyzes the results of certification.

3.16. Organizes, in accordance with regulatory legal and methodological documents, inspections in the divisions of the joint-stock company:

Compliance with the correct use of labor in structural units;

The state of labor discipline;

Execution of decisions of the attestation commission.

3.17. Carries out a record and analysis of the results of inspections and, if necessary, the intervention of the General Director informs him about the existing violations and ways to eliminate them.

3.18. Prepares documents for registration of pensions and submits them to the social security authorities.

3.19. Provides social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.

3.20. Draws up a vacation schedule, keeps records of the use of vacations by employees, draws up holidays in accordance with the approved schedule.

3.21. Draws up business trips and keeps track of business trips.

3.22. Provides timekeeping.

3.23. Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, and monitors their implementation.

3.24. Considers complaints and applications of employees on the issues of hiring, moving and dismissing, violations of labor laws.

3.25. Takes measures to identify and eliminate the causes that give rise to complaints from employees.

4. Department rights

4.1. The personnel department has the right to:

Request in structural divisions the necessary data on employees, and when hiring and moving employees - the opinion of the heads of the relevant structural divisions;

Exercise control over the activities of any structural unit of the joint-stock company on compliance with labor legislation, the Internal Labor Regulations, as well as on other issues within its competence;

Participate in the work of commissions, which consider personnel issues, as well as hold meetings on issues within the competence of the department;

Submit for consideration by the management of the joint-stock company proposals, acts, conclusions on bringing to responsibility the heads of structural divisions for violations of labor legislation committed by them.

4.2. The specific rights of the head of the department and employees of the department are established by job descriptions.

5. Responsibility

5.1. The HR department is collectively responsible for:

The quality and timeliness of the tasks and functions assigned to the department, as well as for the full implementation of the rights granted to the department;

Compliance with the requirements of labor legislation;

Correctness, completeness and quality of measures to implement personnel policy in a joint stock company.

5.2. Individual (personal) responsibility of employees of the department is established by job descriptions.

6. Interaction

6.1. The personnel department performs its functions in close contact with all structural divisions of the joint-stock company on the placement of personnel, the preparation of personnel documentation, the application of incentives and penalties to employees, the conduct of attestations, the registration of vacations, and the observance of labor discipline.

6.2. To perform its functions and exercise the granted rights, the HR department interacts:

With the main accounting department on the exchange of information: on the wages of employees; the number of staff; accounting of working time; financial support vacations, business trips, dismissals; other objects and items;

With the department of organization and remuneration for the exchange of information: on the management structure; staffing table; salary schemes; payroll calculations; labor standards; calculations of the need for personnel; hiring, moving and dismissing employees; staff turnover; other objects and items;

With the personnel training department on the exchange of information: on the needs for qualified personnel for certain positions, specialties, professions; the qualitative composition of employees; the procedure for sending executives and specialists to educational institutions for advanced training; lesson plans; information about student progress and terms of study; the results of final exams, qualification tests, professional skill competitions; the composition of certification commissions; other objects and items;

With the economic department for the provision of office equipment, stationery, as well as for the repairs in the premises assigned to the personnel department.

6.3. Interaction with structural divisions of a joint-stock company should not go beyond the competence of the personnel department, and also lead to the performance of the functions of the personnel department by other divisions.

7. Logistics

7.1. The material and technical basis of the department's activities is made up of the premises assigned to it, furniture, office equipment, Computer Engineering, software, documents required to perform the tasks assigned to the department.

7.2. The employees of the department are individually and collectively responsible for the safety of property and funds assigned to the department.

8. Organization of work

8.1. The work of the personnel department is carried out in accordance with the approved plans.

8.2. Department plans are drawn up by the head of the department.

8.3. The instructions of the head of the department are mandatory for subordinate employees.

8.4. The employees of the department perform the functions assigned to the department. It is prohibited to require employees to perform duties not specified in the employment contract and not specified in job descriptions.

8.5. For high-quality and complete performance of functions in the department, groups of employees are created responsible for the following areas:

2) dismissal;

3) moving, holidays, business trips;

4) study and assessment of personnel;

5) the state of labor discipline;

6) registration of pensions.

8.6. The staff of the department is 12 people.

9. Changes

Changes and additions to these Regulations are coordinated with the head of the personnel department and are introduced into the Regulations on the basis of the order of the General Director.

* Visas for heads of structural divisions with whom the department interacts, other officials.

* Positions, signatures of other employees of the personnel department, dates of acquaintance.

Regulations, cf. 1. Location, location in space. The position of the moon at an eclipse of the sun. Determine the position of the ship. The division took the most advantageous position. Set the watch in a strictly vertical position. 2. Pose; special ... ... Ushakov's Explanatory Dictionary

Location, placement, state, attitude, staging, posture, position, setting, situation; conditions, circumstances (plural), life. Picture (theatrical) pose. He's in bad circumstances. See aphorism, dignity, law, opinion, thought, ... ... Synonym dictionary

Position- State ♦ Situation State is one of the 10 categories of Aristotle. In this case, it means the same as a place or position (Place and Position). In the widespread sense, the position of any creature is called the share occupied ... ... Sponville's Philosophical Dictionary

Position- a regulatory legal act that has a consolidated meaning and determines the status of a state body or state bodies. Example Regulations on the Interdepartmental Commission on the Protection and Use of Industrial Property and its ... Elementary principles of the general theory of law

POSITION- (position). Place a taxon as an element of a higher rank taxon; so, for example, Antirrhinum spurium is in its position an element of the genus Antirrhinum, but when it is transferred to the genus Linaria, its position becomes such ... ... Botanical nomenclature terms

A. A normative act that defines the order of formation, structure, functions, competence, duties and organization of the work of the state body. B. A normative act establishing the rights, obligations, forms, procedures for activities, responsibility ... ... Business glossary

POSITION, I, cf. 1. Location in space. Determine the item of the vessel. 2. Location, positioning of the body or parts of it, posture. P. hands when resting. In a sitting position. 3. The state of someone what n., The prevailing circumstances. Difficult item in the family. ... ... Ozhegov's Explanatory Dictionary

See Title (Source: "Aphorisms from all over the world. Encyclopedia of wisdom." Www.foxdesign.ru) ... Consolidated encyclopedia of aphorisms

position- Usually about a difficult or unpleasant set of circumstances. Ahovoy (colloquial), hopeless, hopeless, stupid, ambivalent, ambiguous, stupid (colloquial), difficult, catastrophic, crisis, critical, painful, tense, ... ... Dictionary of epithets

Position- a document defining the general rules for organizing and performing work in a specific area of ​​activity ... Source: ORDER of Rostekhnadzor dated 23.10.2006 N 928 ON APPROVAL AND INTRODUCTION OF INSTRUCTIONS FOR BUSINESS PRODUCTION IN ... ... Official terminology

Books

• Regulations on the School of Ensigns of the Settlement Grenadier Corps,. Regulations on the School of Ensigns of the Settlement Grenadier Corps, approved in St. Petersburg on October 15, 1827. Reproduced in the original author's spelling of the 1827 edition ...
• Regulations on the Higher Courses for Women in Moscow,. Regulations on the Higher Courses for Women in Moscow and speeches made at the opening of the Courses on November 1, 1872 by professors of the Moscow University of St. A. M. Ivantsov-Platonov, S. M. Soloviev ...

Administrative and organizational documents are intended to ensure the solution of a wide range of tasks of managing people and economic objects, both at the global (interstate and state) level, and at the local level - by enterprises, organizations, production teams, etc.

Administrative and organizational documents include: regulations, plans, charters, rules, reports, contracts, agreements, instructions, etc.

REGULATION, RULE, INSTRUCTION

Regulations - a regulatory act that has a consolidated nature and determines the structure, functions, competence of a body or system of bodies (Regulations on the department of the chief designer, Regulations on the gymnasium), or the procedure for their actions in certain cases (Regulations on the procedure for convening and holding a general meeting of shareholders of a private society), or regulating the totality of organizational, property, labor relations on a specific issue (Regulation on the procedure for concluding and executing contracts, Regulation on the procedure for accrediting journalists).

Rules - a normative act that regulates the organization and procedure for activities in any particular area of ​​relations. In particular, the rules establish the organization and procedure for the activities of a state or other body, enterprise, institution (for example, the Internal Labor Regulations of an enterprise). The rules establish norms and requirements that must be met.

Instructions (from lat. Instructio - device, instruction):

1. A management act containing norms and rules governing the procedure and conditions for the implementation of any activity, as well as norms defining the procedure and conditions for the implementation of regulations issued by this or a higher authority (for example, Instruction on the procedure for sanatorium and resort provision in federal bodies government communications and information).

2. A normative act that defines the procedure and methods for carrying out any activity (for example, Job description of a warehouse manager).

The text of the draft regulation (rules, instructions) is printed on a common form.
General structure of the document:

1. The name of the body, organization, institution that issued this document.
2. The signature stamp.
3. Title.
4. The ascertaining part.
5. The main text.
6. Signature of the person who prepared the draft document, date.

Clauses 2 - 5 are mandatory. In a number of documents, the name of the organization is included in clause 2 and is not duplicated in clause 1.
Clause 6 is usually used if the document is prepared and signed by the head of the department, and approved by the parent organization.

The basic rules for the design of the stamp of approval, heading and signature are discussed in the section "Requirements for the design of the details of the document". Here we will focus only on the design features inherent in the documents under consideration.

The heading to the text of the regulation (rules, instructions) answers the question "about what?", For example: Regulation on the procedure for concluding and executing contracts; Staff Regulations; Instructions on the procedure for preparing draft orders.

The heading to the instruction containing job requirements and the procedure for carrying out work (job description) answers the question “who ?, whose?”, For example: Job description of the chief specialist; Job description of the warehouse manager.

The ascertaining part of the regulation (rules, instructions) indicates the grounds for the development, the main purpose of the normative act and the scope of its distribution, responsibility for violation established rules and technologies, etc.

The establishing part is drawn up either as a separate paragraph before the main text of the document, or as a section "General provisions" of the document (see examples).

The main text of the regulation (rules, instructions) has the following language features:

• the use of special terms, abbreviated prepositions, words belonging to clerical speech;
• predominant use of passive constructions;
• stereotyped presentation of the text;
• the use of categorization necessary when listing the provisions of the charter, paragraphs of the plan and report, obligations and rights of the agreement and contract. The text of the document can be divided into chapters, paragraphs and subparagraphs. Chapters should have titles. Chapters are numbered in Roman numerals. Clauses and subclauses are numbered in Arabic numerals;
• summary of the third person singular or plural. Typical verbs used in the text: “should”, “should”, “necessary”, “prohibited”, “not allowed”, “establishes”, “developed”, “recognized”, “assigned”, etc.

Rules for drawing up provisions

The regulation implies a normative act that allows you to determine the formation procedure, internal structure, rights, competence, responsibilities, as well as the main functions of the company, its individual services, commissions (collegial bodies).

• typical (created by governing bodies (industry / state) for companies, manufacturing and other enterprises, commissions that are engaged in the same type of activity (in particular, for the economic service, accounting department)).
• individual (created for a specific company, taking into account the specifics of its functioning).
  Separately, you can also highlight the provisions on the conduct of certain events (the provision of the UZ "MKDTs" on taking part in the review competition for the title of "Best Medical Worker").

Organization regulations

On the basis of the submitted document, all state-owned companies of the budget type operate. In particular, it establishes the status of the enterprise, the procedure for its formation, structure, basic competence, responsibilities, place in the management system, the scheme for carrying out the reorganization procedure.

The structure of the document under consideration often includes a part where issues related to control, verification of activities, and audit of an enterprise are spelled out.

When a company draws up a regulation, it is imperative to indicate the full name of the parent company, the name of the company itself, type of documentation, registration number, date, stamp of approval.

If the administrative practice of an enterprise implies a ramified structure, a slightly different type of provision applies. In this kind of situation, its main purpose is to define / delineate the competence and functions of individual services.
Regulations on structural divisions (services)

The presented documents serve to:

• explaining to employees of the enterprise their rights, obligations, competence;
• evaluating the work of the personnel, making a decision in the future to send it to training, as well as to move it, encourage it or collect it;
• determining the actions to be carried out by personnel;
• control over the current activities of the enterprise;
• selection of candidates for a higher position;
• protection of employees of the company, employer, enterprise;
• ensuring a positive corporate culture.
  As for the structure of the text of the provision, its form, they are unified (regulated by the USORD).

Recall that the submitted regulatory act is drawn up on the company's corporate bank and contains the following information:

Name of the type of documentation;

Regulations on structural divisions are signed by the person who is their developer. Then the paper is endorsed by the legal adviser, approved by the management of the company. The document takes effect from the date indicated in the stamp (certified by the seal of the enterprise). Typically, it contains a number of sections, namely:

"General Provisions"
Here the degree of subordination, the level of independence and service, the governing body to which it submits is prescribed. It also contains documents that should guide the unit in the course of its work.

"Targets and goals"
The presented section formulates the goal, the list of tasks of the service under consideration.

"Functions"
Here, the work of the service is comprehensively characterized, a detailed list of functions is provided that ensure the settlement of emerging issues, the solution of all tasks.

"Rights, obligations"
This section includes a list of the rights that the division is endowed with (while emphasizing their compliance with modern laws, regulatory and legal documentation developed by the government, governing bodies, papers that regulate the activities of the enterprise).

"Management"
In the presented section, the name of the position of the head of the service, the requirements for his level of education, length of service in the area under consideration are prescribed. At the same time, his duties, competence, and rights are also defined here. In particular, the manager must coordinate the work of the personnel, plan the activities of the service, exercise control over the work of employees, take part in the creation of methodological and other materials. At the same time, he establishes the degree of responsibility of deputies, approves certain papers, issues orders for appointment / dismissal, etc.

"Relationship with other services"
The presented section prescribes the relationships that arise between individual divisions in the course of management, economic activities, mutual rights, obligations of the parties, the frequency of data exchange.
General rules for writing regulations:

1) Text of provisions you must write in the third person (singular or plural). At the same time, it should include words like “should”, “should”, “required”, “necessary”, “not allowed”, “prohibited”.

2) The heading of the regulation should answer the question "about what?"

3) Sections of the document must be numbered (using Roman or Arabic numerals). Clauses can be divided into subclauses, which, as a rule, have alpha / numeric numbering.

Regulations. Rules for their compilation and design

The most diverse and least regulated group of organizational and legal documents are provisions, instructions, regulations, rules. These documents can be developed in any direction of the organization's activities (internal regulations, regulations on remuneration, regulations on the protection of personal data of employees, instructions for office work).

Position- this is:

1) a legal act establishing the basic rules for the activities of organizations, their structural divisions, as well as subordinate (subordinate) institutions, organizations and enterprises;

2) a set of rules governing a specific area of ​​activity (cultural, political, economic, etc.).

A separate group should be allocated to the provisions governing the totality of organizational, labor and other relations on a specific issue, for example: government bodies, at enterprises, in institutions "; "Regulation on the accounting and accounting statements In Russian federation"; "Regulations on documents and workflow in accounting"; as well as regulations on competitions, shows, festivals and other events.

Provisions are typical and individual. Typical provisions are developed by a higher organization for the same type of subordinate structures, and individual ones - for a specific organization, body, structural unit, etc.

- a normative act, the main purpose of which is to regulate the activities of this unit.

The document is drawn up on the general letterhead of the organization and includes the details:

Name of the type of document,

Registration number of the document,

Heading to the text,

The regulation on the structural unit, as a rule, consists of the following sections:

1) "General Provisions" - the full and abbreviated (if any) name of the structural unit is given, its place (status) in the organizational structure of the organization is characterized, the degree of its economic and economic independence is determined. It also provides information on the subordination of this unit to the management of the enterprise, specifies the position of the person directly in charge of the unit, the procedure for appointing and dismissing him from his post.

A separate paragraph provides a list of the main regulatory, legal, directive and instructive documents that the division is guided by in its work. If the subdivision contains any internal divisions (for example, the division is subdivided into several sectors), the section "Internal structure" is included in the section. It contains a list of internal divisions, their full and abbreviated names, the name of the position of the head of each internal division, indicating to whom they are directly subordinate.

The final paragraph of the "General Provisions" section contains information on the availability of a print department, its description, purpose and storage conditions.

2) "Goals and objectives of the unit" - formulates the main goals and objectives of the unit, its main purpose, which justifies the existence of the unit in the structure of the enterprise. The goals should be long-term, realistic and closely related both to each other and to the goals of the enterprise (organization) as a whole.

3) "Functions" - contains a complete list of the functions of the unit, indicating which of them are performed by the unit as a whole, and which - in conjunction with other units. In this case, the form of participation is specified.

If there are departments in the unit, the subsections corresponding to their names are entered into the text of the section, in which a description of the functions for each division is given in the same way.

4) "Rights and obligations" - contains a list of powers that are implemented by this department; the characteristic of specific rights that similar structures usually do not have is given. The right of a subdivision in relation to other structural subdivisions is understood as the legalized ability to demand (offer, use, prohibit) the performance of any actions or the provision of any information. The rights of a unit are usually established to the extent necessary for the effective implementation of its functions.

5) "A responsibility" - the types of disciplinary, administrative (if necessary, criminal) liability are established, which may be borne by the head of the unit if the unit fails to fulfill its duties. The section accurately formulates the economic responsibility of the unit within the framework of internal cost accounting.

6) "Relations with other structural units" - contains a description of various kinds of relationships with other structural units within the enterprise (organization) and outside it. It also regulates the documentary flows of the department, indicates a list of the main documents created by it, and documents developed jointly with other departments, as well as the frequency and timing of the submission of documents.

The regulation on the structural unit is signed by its head and approved, as a rule, by the first person of the enterprise (organization).

Regulation on collegial and advisory bodies- an organizational and legal document that has a normative character and determines the composition, formation procedure, competence, work procedure, rights and responsibilities of collegial and advisory bodies. Collegial (advisory) bodies can be both governing (board of directors, management board) and specialized (academic council, teachers' council, scientific and technical council, etc.) (8).

The regulation on a collegial or deliberative body determines:

· The status of a collegial or advisory body;

· The order of work planning;

· The procedure for preparing materials for consideration at the meeting;

· Submission of materials for consideration;

· The procedure for considering materials and making decisions at a meeting;

· Keeping minutes of the meeting;

· The procedure for communicating decisions to the executors;

· Material and technical support of meetings.

A number of commercial organizations are developing Staff Regulations. This is a document in which:

· Reflects the issues of professional and social development of the labor collective;

· Establishes the basic principles of labor relations between the administration and personnel;

· Methods of labor organization are determined;

Discloses the personnel concept of the enterprise - systems and principles of recruitment, personnel planning, labor incentives, social politics enterprises;

· Mutual responsibility of administration and personnel is formulated.

Staff Regulations - a document borrowed from foreign office work practice - began to be actively used to regulate social and labor relations during the formation of modern Russia the institution of private property and the emergence of the first commercial organizations.

Various specialized specialists should take part in the development of the personnel regulation - the organization and remuneration department, the personnel department, the legal department and other divisions of the organization. The team is usually led by the development director or deputy head of the HR organization.

The Labor Code of the Russian Federation does not contain an instruction on this document. Therefore, the provision on personnel does NOT apply to persons performing work (providing services) on the basis of civil law relations.

The staff regulation defines the principles of relations between staff and administration, the main of which are:

· Observance of nom legislation;

· The authority of the representatives of the parties;

· Voluntary acceptance of obligations;

· Avoidance of forced or compulsory labor and discrimination in the world of work;

· The reality of ensuring the assumed obligations.

When developing a staff regulation, it is necessary to take into account these, as well as other principles of relations between staff and administration, for non-observance of which social, but not legal, liability is possible.

Very often, company owners demand to include in the provision the obligation of staff not to criticize the company's policy when communicating with customers and competitors, as well as a ban on reporting temporary difficulties of the company to anyone outside the company, on taking actions that undermine the company's reputation.

There are no uniform forms and layouts of the personnel regulations. They are developed independently in each organization.

One possible layout for the text structure is as follows:

1. General Provisions.

2. The basic principles of the organization of work in the company and the relationship between the company's management and personnel.

3. The procedure for registration of labor relations.

4. Basic rights and obligations of personnel.

5. Basic rights and obligations of the company's management.

6. Working hours and rest time.

8. Social package.

9. Professional development of personnel.

10. Employment guarantees for personnel.

11. Measures of disciplinary action (incentives and penalties).

12. Final provisions.

Regulations on personnel are drawn up on the general letterhead of the organization indicating the type of document, signed by the head of the personnel management service, agreed at the general meeting of personnel. The document is approved by the Board of Directors.

If the organization has a provision on personnel, then the accepted employees are introduced to them on receipt even BEFORE the employment contract is signed.

Provisions on temporary bodies (meetings, commissions, councils) are created for the period of validity of such a body. The structure of the text is not normatively fixed. Approved by the authority responsible for the creation of the provisional authority.

Regulations on material and moral encouragement - local document, therefore the pension and social insurance in the event of disputes in relation to certain payments, this document is often not taken into account as an analogue of the provision on bonuses.

The purpose of the provision on material and moral incentives is to interest employees in greater labor productivity, in improving the quality of the tasks assigned to them, timely and conscientious performance of labor duties, and increasing the level of responsibility for the assigned work area.

The provision on material and moral encouragement should define:

1. Principles of encouragement.

2. The main indicators of the application of incentive measures.

3. Forms and measures (types) of encouragement.

4. The procedure for presenting employees for promotion.

5. Competence of the organization's management to apply one or another incentive measure.

6. Grounds for the application of incentive measures (order of the head of the organization, order of another official, etc.).

7. The procedure for carrying out incentive measures (solemn atmosphere, meeting of the labor collective, etc.).

8. Other information.

As a rule, the organization and remuneration department together with the legal department and the personnel department develops regulations on material and moral incentives. Compilation can also be entrusted to individual specialists - a labor organization engineer, a personnel engineer, a legal adviser, a labor economist, etc.

Signs position of the deputy head of the HR organization, endorsed by the head of the legal department or other official responsible for legal work.

The approval by the chief accountant of the organization can also be provided (especially if the regulation provides for a significant number of forms of material incentives). The position is approved by the head of the organization.

Regulation on attestation- a document that regulates the certification of employees of the enterprise: its goals, principles and methods, organization of the work of certification commissions, contains forms of characteristics (reviews), certification cards, certification sheets.

Regulations as an organizational and legal document

The organizational and legal documents are the foundation of the organizational activity of any institution. They regulate the status of the organization, its structure, staff size, official composition, and also determine the rights, duties, responsibilities and the procedure for interaction of its separate, structural divisions and officials.

In this article, we will dwell in detail on such an organizational and legal document as a provision.

Our reference

Organizational and legal documents include:

• charter;
• memorandum of association;
• organization regulations;
• provisions on structural, separate subdivisions, about the collegial (advisory) body of the organization, etc .;
• regulations;
• staffing table;
• instruction;
• job description;
• internal labor regulations, etc.

All organizational and legal documents are subject to approval either by a higher organization, or by the head or collegial body (if any) - by the board of directors, meeting of shareholders, etc. All norms contained in these documents are binding.

Types of provisions

V commercial organization several types of provisions may apply:

• Organization Regulations;
• regulations on structural divisions, for example, the Regulation on accounting or the Regulation on the personnel department;
• provisions governing the activities of the commission or group, for example, the Regulation on the expert archival commission;
• regulations governing the work of officers, such as the Regulation on the General Director;
• provisions governing organizational relationship on any specific issue, for example, the Regulation on the certification of workers or the regulation on working with statements and claims of individuals.

The practical use of the provisions lies in the fact that they are as specific as possible, who should do what, what tasks to perform and what to be responsible for. In turn, this greatly facilitates the control over the implementation of the orders of the head. When two departments of an organization "throw" on each other the implementation of a task, delaying its solution, and cannot agree among themselves who will do what, they will help to understand the provisions on the divisions. For this reason, forward-thinking leaders usually have a personal stake in having their department statement prepared and as detailed as possible.

The simplest example: a department wants to file unregistered documents into the archive - in binders or even in bulk. The documents are not sorted and it is not known what cases they refer to. The head of the department insists that the secretary should sort these documents and form them into files. The secretary, having opened the Regulations on the Archives, draws the chief's attention to the fact that the archive accepts documents formed into cases in accordance with the nomenclature of cases. This is an internal corporate law and must be reckoned with.

Regulations on the structural unit

Provisions on structural divisions are perhaps the most widespread and demanded type of provisions. Since the requirements for the provisions on structural divisions and the rules for their development are not legally established, each organization independently decides which issues of the activities of a particular division should be regulated in these local regulations. The main sections of the standard Regulations on the subdivision are presented in the table.

The main sections of the Regulations on the division and their content

Section provisions

• full name of the structural unit (hereinafter - JV);
• name, number, date of the legal act on the basis of which the joint venture was created;
• regulatory documents by which the joint venture is guided in its activities;
• who heads the joint venture;
• to whom the joint venture is subordinate;
• the procedure for appointing and dismissing the head of the joint venture;
• availability of a seal

Tasks for the solution of which the joint venture has been created and operates

Specific types of work performed by the joint venture as part of solving its main tasks

Rights and obligations

Rights and obligations of the manager and employees of the joint venture in the performance of their functions

Types of liability that the manager and employees of the joint venture may incur in case of failure to fulfill their duties (disciplinary, administrative, and in some cases criminal)

The procedure for interaction between the joint venture and other divisions of the organization: in what form it is carried out, what documents are created in this case, etc.

Position details

When preparing the regulation, the following details of the document are drawn up:

• name of company;
• name of the type of document;
• heading to the text;
• date of the document;
• place of compilation or publication of the document;
• stamp of approval of the document;
• the text of the document;
• visa approval document.

Let us consider in more detail the design features of these details in the provisions.

• Name of company. The name of the author organization is indicated in accordance with the constituent documents. If in these documents, along with the full name, there is also an abbreviated name, then it is also indicated (Example 1). Names in the languages ​​of the constituent entities of the Russian Federation or in foreign languages are indicated below the name in Russian or to the right of it at the same level.

The authors of the statement can be two or more organizations (for example, if a Statement of Relationship is created). In this case, the names of organizations are located at the same level (if we are talking about companies that are not subordinate to each other), as in Example 2, and at different levels (if one institution is subordinate to another).

• The name of the type of document. This requisite is printed in capital letters: POSITION, no full stop after it.

• Heading to the text. It is typed on a new line and answers the questions: about what (about whom)?(see options for the location of the variable in Examples 1 and 2).
• Date of the document. The date of the document is the date of its approval. It is entered in the appropriate field by the approving officer. If the regulation is signed by two or more organizations, then its date will be the date of the last approval (see Example 2).

• Registration number of the document. Even if this provision is the first and only one of its kind, then a number must still be assigned to it: the state standard requires the numbering of absolutely every document created in the organization. A position created by two organizations is given two numbers, which are written with a fraction (see Example 2).

• Place of compilation or publication of the document. This requisite is drawn up in the event that the place of publication of the regulation cannot be determined by the name of the organization. So, for example, for ZAO Tomsk Utility Systems, it is not required to fill it, unlike OAO Srednevolzhskaya construction company". If in the first case it is clear where the enterprise is located, then it is impossible to determine the exact location of the organization by the second name.

On the other hand, if a document is issued by a branch of Tomsk Utility Systems CJSC located in the regional center of the Tomsk region, then this particular regional center will be indicated as the place where the document was drawn up (see Example 1).

• Document approval stamp. Usually the regulations are approved by the head of the organization. But within the framework of his competence and in the presence of the appropriate powers, this can be done by another official. For example, the Administrative Director can approve the Regulations on Records Management on Citizens' Appeals. The stamp of approval in the regulation consists of the word APPROVED, the name of the position of the person approving the document, his signature, initials, surname and the date of approval (see Example 1).

In addition, the position can be approved by an administrative document - usually an order for the main activity. In this case, the stamp of approval consists of the word APPROVED, the name of the approving document (in the instrumental case), its date and number (see Example 2).

Example 1

Upper part of a statement issued by a branch of the organization

Preparation of regulations on the structural unit

Enterprises, institutions and organizations (hereinafter - the organization) of all forms of ownership in their activities, along with acts state power, are guided by regulations, statutes, instructions and rules. It is these organizational documents that secure the specific functions, rights and obligations of the governing bodies for a long time.

Provisions can be typical and individual... Model provisions, as a rule, are developed by top-level organizations for their subordinate structures. Individual provisions are created directly in organizations on the basis of standard ones.

Each organization should have regulations on all its structural divisions (departments, offices, divisions, divisions, sectors, services, groups, etc.).

According to its status structural unit regulation(hereinafter referred to as the regulation) is an internal regulatory document on the basis of which the daily activities of this unit are organized, the results of work are evaluated, job descriptions are drawn up, the tasks, functions, rights and obligations, and most importantly, the responsibility of employees are determined.

The draft regulation is developed, as a rule, by the head of the structural unit on the basis of a standard regulation on the corresponding service.

On behalf of the head, the developer of the draft regulation may also be a working group of specialists in the relevant direction of the organization's activities, an employee of a department or a specialist in the field of labor law and management.

The prepared draft regulation must be coordinated with the legal service of the organization, if necessary - with the personnel service, as well as with the heads of other structural divisions or officials with whom the division interacts. The finalized and agreed upon with all interested services provision is signed by the head of the structural unit (members working group), is coordinated with the deputy head of the organization of the relevant direction of activity (if any) and approved by the top-ranked leader in the manner established for the approval of regulatory documents (signature and date are affixed in the approval stamp).

Requirements for registration

The position must be drawn up on a general or special letterhead of the organization or on blank slates A4 paper. It is advisable to issue it on the letterhead of the structural unit (if such forms are available in the organization).

If the position is printed on blank sheets of paper, the following details must be provided:

• the name of the top-level organization (if any);
• Name of the organization;
• the name of the structural unit;
• stamp of approval;
• name of the position;
• place of publication or creation;
• registration number of the document;
• heading to the text of the regulation;
• text;
• signature;
• approval signature;
• visas.

The text of the regulation can be divided into sections, subsections, clauses, subclauses. Each part of the text should have its own number. They are numbered with Arabic numerals. The number of each constituent part of the text must contain all the numbers of the corresponding constituent parts of higher divisions.

The structure of the regulation on the division of the institution

The regulation on the personnel service may have the following sections:

1. General Provisions.
2. Tasks.
3. Functions.
4. Rights and obligations.
5. HR management.
6. Human resources personnel.
7. Final provisions.

In the first section "General Provisions" the full name of the structural unit must be indicated; its status, place in the organizational structure of the organization, subordination; the procedure for creation, reorganization and liquidation; structure; the position of the head of the unit and the procedure for replacing him in the absence; the procedure for enrolling and dismissing employees of the unit; the procedure for making changes and additions to the regulation; a list of the main legislative and regulatory documents, instructions, standards, regulations, which should be guided by the unit in the process of work.

A separate sub-clause may include issues of the structure of the personnel service, which may include the following divisions: managerial personnel and the formation of a personnel reserve; training and professional development of personnel; HR department; social security department; life safety department. The personnel service may include: a group for registration of documents; subdivision for the registration of documents and control over their implementation; department of automation of work with documentation; group of consideration of letters (complaints); bureau of passes. The staffing table of a full-fledged personnel service may also include the positions of a sociologist, psychologist, and medical worker.

The factors that determine the organizational structure of the HR department can be:

• the scale of the organization and how to achieve the goal set for it;
• volume and assortment of products;
• type of activity, type of organization (plant, transport company, school or bank) and the specifics of the tasks;
• form of ownership (public or private organization);
• financial condition;
• stages of development of the organization;
• the total number of employees and the number of structural units;
• the territorial distribution of divisions and the volume of their work, the number of decision-making levels and management standards;
• adopted system for documenting and organizing the movement of documents;
• the level of mechanization and automation of processes for working with documentation;
• traditions and stereotypes.

In the second section "Tasks" the formulation of the main directions of activity and the content of the tasks to be performed by the units in the process of work are given. Thus, the tasks of the HR department can be as follows:

• forecasting needs, search and selection of personnel;
• effective use of personnel, promoting the development and professional development of personnel;
• development of a system of work motivation and incentives, assistance in its introduction;
• control over the efficiency of personnel by introducing systems for evaluating their activities;
• direction, coordination, methodological guidance and control over the implementation of personnel work in subordinate bodies;
• analytical and methodical work on personnel activities, personnel management;
• documentary registration of labor relations;
• ensuring the creation of favorable working conditions.

In the third section "Functions" comprehensively discloses the activities of the unit and the degree of its independence in making managerial decisions in the main directions of the organization's functioning. So, the personnel service can perform the following functions:

• regarding forecasting needs, searching and recruiting personnel:
  • determine the current and future need for personnel;
  • carry out organizational and methodological management of the formation of a personnel reserve, organize work with a personnel reserve, analyze and generalize the practice of forming a personnel reserve in structural divisions, make proposals for its improvement;
  • study, together with other structural divisions, the personal, professional, business qualities of persons applying for positions;
  • provide organizational support for competitive selection;
• regarding the control over the effectiveness of the work of the staff public service:
  • carry out measures to ensure and control the state of compliance with labor discipline;
  • contribute to the elimination of conflicts of interest;
  • provide organizational support and take part in the annual assessment of the performance by employees of the tasks and responsibilities assigned to them, promote the application of its results in career planning;
• regarding the development of a system of work motivation and incentives, promoting its introduction:
  • to develop and agree on drafts of normative legal acts regulating the issues of social and labor relations and remuneration of workers;
  • take part in the development and definition of the personnel remuneration system;
  • jointly with other structural divisions to develop a system of material and non-material incentives for employees;
  • advise heads of structural divisions, inform employees about the principles and approaches to stimulating work;
  • consider proposals and prepare documents on the encouragement, rewarding and awarding of honorary titles to employees;
• regarding the direction, coordination, methodological guidance and control over the implementation of personnel work in subordinate units
  • carry out methodological and informational support of the work of personnel services of subordinate units;
  • generalize and analyze the practice of working with civil service personnel in subordinate units, develop recommendations for its improvement;
  • organize training for personnel services employees of subordinate units;
  • monitor the state of personnel management, personnel work in subordinate units, conduct inspections on these issues.

Fourth section "Rights and obligations" should contain a list of the rights granted to the structural unit that are necessary for its employees to perform certain tasks: check and control, receive, take, make, explain, represent interests, etc. This section should define the responsibilities of the structural unit.

In the fifth section "Management of the structural unit" the official who manages the division is determined, and also lists the main positions for which the employees of the organization division are collectively responsible for the untimely and independent performance of the tasks and functions assigned to the division, non-compliance with the requirements or non-use of the granted rights, inaccurate data in the organization's management documentation.

The responsibility of a subdivision of an organization is determined by the responsibility of its head and employees, depending on their job functions. In practice, the relationship between departments, for example, personnel, with other structures of the organization is rarely formalized. In many organizations, these links are established. Formal consolidation of the relationships between structural units is a means of preventing conflict situations in them.

Sixth section "Personnel of the structural unit" must contain information on the procedure for appointment to and dismissal from office; subordination; educational and qualification requirement for management and employees; rights and obligations; a responsibility.

For example, in the requirements for the head of the personnel service of the executive authority, it is supposed to indicate that:

• a person with full higher education the corresponding professional direction according to the educational and qualification level of a specialist, master and work experience of at least five years;

In the duties of the head of the personnel service of the executive authority, it should be noted that he:

• organizes the work of the personnel service and directs it to the implementation of certain tasks and functions;
• submits proposals to the head of the executive body regarding the appointment and dismissal of personnel service employees, their encouragement and disciplinary action;
• distributes duties between employees of the personnel service and monitors their implementation;
• coordinates and controls the activities of personnel services of subordinate bodies;
• coordinates the appointment of heads of personnel services of subordinate bodies, initiates their encouragement or disciplinary action.

In the last section "Final provisions" the specifics of the interaction of this unit with other structural units, as well as the specifics of ensuring its activities should be indicated: the size of the room, provision of telephone communications, office equipment, appropriately equipped places for storing documents, as well as legislative and other normative acts, reference materials on issues belonging to the competence subdivisions.

The date on which a regulation is approved is usually the date it enters into force. If the head of the organization approves the regulation on the personnel department at the end of the calendar month (year), and plans to enter into force thereof from the beginning of the new calendar month (year), it is advisable to place an appropriate mark on the time of entry into force of the document under the approval stamp.

After approval, one copy of the regulation should be kept by the head of the department, the second - in the personnel department of the organization.

When reorganizing or changing the structure of an organization or redistributing functions between structural divisions, additions (changes) to the regulation can be made only by order of the head of the organization. When the subordination, name of the organization or its subdivision changes, new regulations on its structural subdivisions are developed.

The regulation on the structural divisions of organizations whose documents enter the state archives are kept permanently, and those whose documents do not enter the state archives - until the organization is liquidated.

The effectiveness of the work of personnel services and the limitation of the growth of their quantitative composition depend on two factors: the transfer of work with personnel to a modern information and technical base and the development of the management infrastructure that facilitates the implementation of the most complex personnel work.

Position

The provisions - normative acts that have a consolidated codification nature and determine the order of formation, competence, organization of work. For example: “General regulation on ministries”, “Regulation on state automobile inspection”. The regulations can regulate the activities of individual officials. In management practice, they create provisions that regulate the totality of organizational, labor relations on specific issues. For example: "Regulations on accounting and reporting in the Russian Federation", "Regulations on documents and workflow in accounting." *

* T.V. Kuznetsova Office work (Documentation management). - M .: JSC "Business School" "Intel-synthesis", 1999, p. 108.

The most common type of provision is a document intended for legal regulation of the activities of an organization or its structural unit. The regulation on the organization determines its status, the procedure for its creation, place in the management system, internal structure, functions, competence, responsibilities, the procedure for reorganization and liquidation. In the practice of administering organizations with an internal organizational structure, the regulation is the main document designed to consolidate and delineate the functions of each structural unit.

The structure of the text of the regulation and its form are unified in the USORD *. The position is drawn up on the general letterhead of the organization, i.e. this document must contain the name of the organization, structural unit, type of document, as well as the date and stamp of approval. The text of the regulation includes the following sections:

* Unified system of organizational and administrative documentation. Unified forms, instructional and methodological materials for their application. - M., 1982, p. 12, 21.

General Provisions.

Targets and goals.

Functions.

Rights and obligations.

Management.

Relationships (service connections).

The section "General Provisions" indicates the exact name of the structural unit, the degree of its independence, subordination - the management body (or official) at the disposal of which the structural unit is located. A list of basic legal, directive, normative and instructive materials, which this structural unit is guided by in its activities, is given.

In the section "Goals and objectives" in a generalized form, the main goal of the structural unit and its main tasks are formulated.

Section "Functions" is the main section of the regulation, it should include a comprehensive description of the activities of the structural unit, a detailed list of all functions that should ensure the solution of the main tasks.

The section "Rights and Responsibilities" lists the rights that are assigned to the unit for the implementation of the tasks assigned to it. When setting out the rights, their compliance with the current legislation, regulatory legal documents of the Government, higher management bodies and documents regulating the activities of this organization is emphasized.

The section "Management" contains the name of the position of the head of the department, requirements for the level of education and experience of practical work. The duties of the head are not regulated by a separate document (job description), therefore, in this section, the duties of the head are singled out separately, among them, as a rule, they indicate the function of coordinating the activities of the structural unit, planning its work, monitoring the work of employees, improving the organizational structure, participating in development of normative and methodological support, etc. To differentiate the rights of the unit and its head, the section establishes the personal rights of the head. Among them, there is usually the right to establish the circle of responsibility of their deputies, to approve certain ones. documents, issue orders on a certain range of issues, appoint and dismiss employees of the unit (or submit documents for these procedures), apply incentives and penalties, etc. The section "Management" lists the main positions for which the manager is personally responsible for the fulfillment of the tasks of the service (structural unit), for the state of documentation, its compliance with the requirements of legal and regulatory documents, the reliability of information, its leakage, organization of the service, work with personnel, as well as for failure to fulfill the tasks assigned to the head by these Regulations.

The section "Relations with other divisions" defines the relationship with other divisions arising from production, economic, management activities, records documentary links - the names of documents, the frequency of their submission, terms, mutual obligations are established, the composition of documents developed by the structural division together with other structural divisions.

The regulations are signed by officials who are their direct developers (for example, heads of structural divisions, deputy chief executives, etc.), the legal service (legal adviser) endorses the position, the head approves. The regulation takes effect from the moment of its approval.

See also: