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Job titles on the staffing table. Name of positions in the staff list Possible positions in the organization

In order to determine the positions that, according to the work of the organization, should appear in the state schedule, you need to rely on the obligation of the act: if the enterprise is listed as state, then strict control over the staffing table and an indication of all potential vacancies at the enterprise are necessary, and as well as the designation of the total number of positions occupied by workers.

The staffing units of the schedule may include the position of a lawyer, contract manager, security guard, electrician, foreman and many other specialties.

Categories and types according to the classifier

Let us turn to Federal Law No. 79, which classifies and regulates the categories and groups of positions in the civil service of the Russian Federation.

The main groups of work positions in the staffing table:

higher;
main;
presenters;
elder;
junior.

Leaders- they occupy the highest positions in the organization and carry out activities to manage all the resources of the enterprise, including personnel. This category is divided into 3 groups: top, chief and leading managers.
Helpers- these employees are otherwise referred to as advisers. They are responsible for supporting their superiors, in other words, they follow their orders and take full responsibility, taking on the position of leader for a while if necessary.
Specialists- are engaged in professional activities within the framework of specific tasks set by the management. This category is divided into 4 groups: higher, chief, leading and senior specialists.
Providing specialists- are typified on ensuring the activities of the enterprise, their scope of work is extensive and includes the following items: business, documentation, organizational, financial, economic and information.

Below is a sample staffing table indicating the staff units:

Profession codes - what is it, what is it used for?

The job classifier is a catalog of all professions related to the activities of the enterprise; for convenience, it indicates the codes used in the staffing table.

Code and category are structural indications of subordination. Let's say the main department is numbered 03, in which case the employees who are subordinate to it will be displayed as 03.01, 03.02, and so on. The categorization also adds the appropriate digits to the common code if a subsequent division occurs.

Institutions engaged in state activities are a priori required to have this directory, while other organizations are not subject to such requirements.

The catalyst for such actions is the increase in the number of employees in the company. or optimization of existing processes.

This work has the right to take on the bosses, employees of the personnel and legal services and accounting, besides, you should not forget that ordinary employees can also do this work if they have a power of attorney drawn up in writing.

To introduce a new position, first of all, it is published, certified by the signature of the head,. It states:
- period of the staffing table;
- date and place of approval;
- the person who is executing the order;
- and the reasons for making adjustments, this may be due to an improvement in the structure of the organization, reorganization of the unit, optimization of managerial work, etc.
And after that, the content of the staffing column changes and a new position is introduced in accordance with the general procedure.

Change procedure: subtraction and renaming

In all these procedures, as well as for the introduction of a new position, it is necessary to issue an appropriate order, certified by the signature of the main person of the company.

If the position is unoccupied, then you can get by with just issuing an order and proceeding with the implementation of your plans.

However, if the position is occupied by an employee, he must be notified without fail. And after receiving his consent, a document-agreement is drawn up in addition to the labor contract. This is due to the fact that the name of the occupied vacancy is prescribed both in the contract and in the work book.

Therefore, the procedure for reducing and renaming a vacancy involves making adjustments to all related documents.

Sample notice to an employee about renaming a position:

Sample supplementary agreement to the employment contract:

What to do if any unit is not in the schedule - is it possible to accept an employee?

You can hire an employee in such circumstances in a non-governmental organization, where the order of all internal processes is regulated by the authorities, however, it must be understood that if there are no positions in the staff list, then this may somewhat complicate the event to reduce the number of employees in the future.

In addition, in certain situations, this is regarded as a violation of paragraph 4 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation by the tax authorities. And as a result of the organization, it is necessary to start a court case in order to challenge the illegal actions of the Federal Tax Service employees.

Conclusion

If the enterprise is non-state, then the management willfully solve the issue of adding the staffing table to the documentation.

But still, for a company, such a tool is very convenient for doing business with a large number of human resources, since staffing makes it easier to analyze ongoing processes; and besides, with the inevitable inspection of the tax authorities, the staffing helps to avoid unfair remarks on their part.

The law establishes requirements for the title of positions in the staff list. Find out which employers must adhere to them, and for whom such requirements are not mandatory.

Read our article:

How to correctly name a position in the staff list

First of all, the employer should remember that when hiring employees, the title of the position must correspond to the staff list (Article 57 of the Labor Code of the Russian Federation). Therefore, the initial mention of the title of the position is reflected precisely in the “staff”. And the staffing should be in all companies.

It is worth noting that the name of the specialties must be the same for all employees performing the same job. Accordingly, wages are set equal. If differentiation is required, then division into categories is possible. Then the differences in payment are allowed.

When reference books and professional standards are required

Prior to the introduction of professional standards at the very end of 2012, the Unified Tariff and Qualification Guides (ETKS) were used. So the working specialties and specialists were named, focusing on these reference books.

Can I come up with a job title myself?

For commercial companies, matching job titles is not so important. Indeed, for them, as a rule, no benefits are provided, and, accordingly, there is no regulation of names.

In this work, one should be guided by the principle of reasonableness and name the positions so that the labor function is obvious from their name. Now the name “manager” has become widespread. At the same time, both the head of the department and the cleaner with a slight difference in the name can be called a manager.

Often, the employer comes up with beautiful, prestigious positions in order to lure the best specialist to the place. Including uses foreign names (HR-manager). There is a direct prohibition on such actions in the current legislation (clause 6 of the Rules for maintaining and storing work books, making work book forms and providing employers with them), as this can mislead candidates for vacant positions.

Change of position in the staffing table: procedure

A change in staffing may be necessary in a fairly large number of cases. One of them is job change. This procedure is not ordinary and requires compliance with a number of established rules. The procedure becomes much easier if all positions are vacant in the position being changed. Whereas busy units create many obstacles and significantly increase the workflow.

Job titles in the HR department

Code 2 corresponds to specialist positions, such as HR specialist, accountant, economist, marketer, HR inspector, etc. For specialist positions, intra-job categorization is provided for remuneration: for example, HR specialist, HR specialist of 2 and 1 categories.
For each of these categories, the "qualification requirements" section of the qualification characteristic establishes requirements for education and, as a rule, for work experience in the specialty. Job titles of employees of the personnel department 4.
In the professional standard of the personnel officer, the fifth level of qualification refers to the first generalized t / f (work with documents). The sixth level of qualification is an independent activity to determine the tasks of one's own work and (or) subordinates in order to achieve a specific goal.

The specified level refers to the generalized t / f from 02 (B) to 06 (F) and affects the work of, for example, a personnel manager, a recruitment specialist, a development and training specialist, compensation and benefits. The seventh level of qualification refers to the last two generalized labor functions (7 (G), 8 (H)) and involves the definition of a strategy, management of processes and activities, including innovation, with decision-making at the level of large organizations or departments.

The seventh level of qualification concerns the heads (heads) of the personnel department, directors of personnel.

HR or Human Resources?

Conclusion of contracts for training with employees.
Internal coach for the sales department, client department, call center.

Planning skills.
Skills of work in the role of the Customer of services.
Knowledge of modern methods of training, assessment, research and analysis of the qualitative composition of personnel
Practical skills in preparing and conducting trainings, seminars
Skills of primary control of contracts.
Personal competencies: analytical mindset, skills in MS Office (Word, Excel, Power Point), good knowledge of the organization's specialization, defending the interests of the company in front of the Contractor, communication skills.
Skills in working with special programs, for example, 1C 8.0, 7.7 (contributes learning outcomes)
Desirable skill in working with educational programs, electronic courses, simulators

Who works in the HR department? (job description)

Info

In the first case, an analysis of the state of the need for personnel is carried out, a staff schedule is developed, and personnel is selected. Employees of the personnel department of the position Skill in working with special programs, for example, 1C 8.0 Medium.

Responsible for: the correctness of the description of the requirements and the compliance of the invited candidates with these requirements; compliance of the published requirements with the current legislation; compliance with the requirements of the law in case of refusal to hire. As a rule, it does not perform the function of planning the need for personnel.
Plans and coordinates, as a rule, the second interview in the personnel service and the interview with the immediate supervisor.

HR employees

Ability to work with special programs, for example 1C 8.0 Medium. Responsible for: the correctness of the description of the requirements and the compliance of the invited candidates with these requirements; compliance of the published requirements with the current legislation; compliance with the requirements of the law in case of refusal to hire.

As a rule, it does not perform the function of planning the need for personnel. Plans and coordinates, as a rule, the second interview in the personnel service and the interview with the immediate supervisor.
Does not decide on the possibility of accepting a candidate, but may express his opinion on the compliance of this candidate with the declared vacancy 1.2.
The professional standard of a personnel officer is only 8 generalized labor functions (1 is shown in the image) According to the recommendations of the Ministry of Labor of the Russian Federation, the duties of an employee (note 2kk.info: in the employment contract itself or in the job description) should indicate labor functions and (or) labor actions that the employee must perform within the framework of his position, taking into account the tasks and functions of the structural unit. In addition to the cases provided for by federal laws, taking into account the Labor Code of the Russian Federation, the specifics of the activity, the employer may also:

distribute labor activities between several positions (professions, specialties), independently determining the content and volume of work performed by the employee;
expand the list of labor activities for individual positions (professions, specialties) in comparison with the list from the professional standard.

Job titles of staff members

Let me remind you that there are only 8 generalized t / f, but there are many times more labor functions within the framework of generalized ones, not to mention labor actions. So, to perform the first generalized t / f: documentary support of work with personnel (for all three labor functions), knowledge is required:

labor legislation and other acts containing labor law norms;
legislation of the Russian Federation on personal data;
the fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;
basics of workflow and documentation support;
organization structures;
technologies, methods and techniques for analyzing and systematizing documents and information;
standards of ethics and business communication.

Development is carried out jointly with the economic department or in it, but directly with the payment system. As a rule, it has dual subordination: organizational (Head of the Economic Department) and functional (To the Head of the Human Resources Service. 3.2 Labor rationing specialist

Development of population standards.
Carrying out population calculations.
Analysis of requests from divisions for changes in headcount.
Preparation of methodological and regulatory documents on the rationing and calculation of the number.

Knowledge of methods of rationing, calculation of the number, construction of work schedules, taking into account the TC.
Basic knowledge of business processes, functional analysis.
Skills in the development of standards and the calculation of the number in a large organization.
Confident PC user.

Important In a separate paragraph, it is worth making a list of documents that guide the personnel service in the process of activity. What are the responsibilities (nomenclature of cases) The nomenclature is a mandatory list of cases that are formed in the course of the organization's activities.

Attention

Is used for:

establishing a single procedure for the formation of cases;
accounting software;
quick documentation search;
establishing a retention period.

The list of cases will depend on the direction of the organization. When drawing up the nomenclature, current affairs and tasks planned to be completed in the coming year should be taken into account.

Cases should be placed according to their importance. When determining the storage period for cases, one can be guided by the standard list of documents adopted in 2010. A single list of documents is not provided, normative acts establish only some of them.

OKSO (classifier of specialties by education), i.e. it is assumed that the personnel officer can have any education. Although, it is still worth noting that the presence of a “profile” education is an indisputable advantage when applying for a job, the main thing is to choose a specialty that is closer to the intended personnel work (hours in labor law are required).

So today you can get an education:

manager (personnel management);
document specialist (document management and document management support);
specialist in documentary support of management, archivist (documentation support of management and archiving);
lawyer (jurisprudence), etc.

Development of control forms to control the adaptation process.
Acquaintance of an employee with his Boss (or curator)
Development together with the Head of control parameters for adaptation.
Monitoring the employee's acquaintance with the structure of the company, his job description, relationships with other employees and departments.
Entering control tasks and adaptation results into the checklist.
Summarizing and presenting conclusions on the results of adaptation to the Head of Human Resources.

Knowledge of adaptation procedures.
Knowledge of company structure and business processes.
Excellent organizational and communication skills (management of an employee older than himself in position - the immediate supervisor of a new employee)
Skills in working with special programs, for example, 1C 8.0, 7.7

The names of the positions of employees, as a general rule, must comply with the All-Russian Classifier of Professions of Workers, Positions of Employees and Wage Categories (OK 016-94), adopted and put into effect by the Decree of the State Standard of Russia of December 26, 1994 367. However, the names of positions borrowed from foreign languages, for example, a realtor (eng. realter), broker (German. Makler), logistics (gr. logistics), etc. Some of them are so specific to a particular sector of the economy that qualification characteristics have yet to be introduced for them, and some have quite specific names in the All-Russian classifier, in particular, a realtor is a real estate agent. Currently, when compiling job descriptions for such positions, special departmental regulatory documents are used.

It should also be noted that the regulatory legal documents of labor legislation contain recommendations for determining job titles in accordance with the qualification characteristics of employee positions, which, in turn, contain job titles in accordance with the All-Russian Classifier of Worker Professions, positions of employees and wage categories. Such recommendations are due to the fact that a certain regulation of job titles is due to the mechanism for creating guarantees for the social protection of workers in resolving issues of remuneration, benefits and compensation in connection with working conditions, conditions of pension provision, etc.

All job titles correspond to one of the categories: managers, specialists and other employees (technical performers).

The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the worker's work (organizational-administrative, analytical-constructive, information-technical). Consider these categories:

1. Leaders

This group includes:

A) Head of an organization (enterprise, institution) a person exercising direct management of an organization (enterprise, institution).

b) Leading employees of the organization (enterprises, institutions) persons appointed in the prescribed manner as deputy heads of the organization, with certain administrative functions and areas of work, having the right, within their powers, to act on behalf of the organization, to represent its interests in any instances, including judicial ones (vice president, technical director, deputy director, etc.).

V) Head of structural unit a person who has concluded an employment agreement (contract) with the head of the organization or appointed by the latter to manage the activities of the structural unit (head, foreman, manager, etc.), and his deputies.

The titles of the positions of managers can be as follows:

director;
supervisor;
boss;
manager.

They can also be derived from the names of specialists:

chief physician;
Chief Editor;
Chief Accountant.

2. Specialists

This group includes persons with special knowledge, skills, experience in a particular sector of the economy, who have received a specialty in higher (higher-level specialists) or secondary education (middle-level specialists), confirmed by the qualification of a certified specialist. Specialists perform work that requires a certain qualification.

The group of job titles corresponding to the category Specialists includes, for example:

administrator;
programmer;
inspector;
artist.

3. Other employees

This group is formed by employees who perform regulated and methodically elaborated, periodically recurring work related to the activities of the relevant structural unit, under the control of the immediate supervisor, technical performers. As a rule, the requirements for their qualifications are reduced to primary vocational education or secondary (complete) general education and special training according to an established program without presenting requirements for work experience.

Examples of job titles included in the category Other employees include the following:

agent;
secretary;
forwarder;
clerk.

With regard to job titles, it should also be added that the names of managers and specialists can be provided with derivative job designations. This:

Vice.
First Deputy Head.
Deputy.
Main.
Leading.
Senior.
Jr.
Removable.
First.
Second.
Third.
Fourth.
Assistant Manager and Specialist.
Major assistant.
First Assistant.
Second assistant.
Third assistant.
Fourth assistant.
Fifth assistant.
Replacement assistant.
Group.
Brigade.
District.
Precinct.
Mountain.

Let's explain some of them:

Vice(from Latin ice instead of, like) a particle added at the beginning of a word to designate a deputy of a major official, a representative of power. As a general rule, the vice has the task of designating the second person in the organization who is direct Deputy, assistant to the head of all (separate) parts of management and temporarily takes the place of the head during his absence and illness. As a rule, the use of job titles with a vice-particle is typical for large corporations (bank vice president) and government bodies (lieutenant governor, vice mayor, vice prime minister).

Deputy Head a person who performs the official duties of the head during his vacation, illness, absence, dismissal, but at the same time, without the need for replacement, performs certain work to manage the organization or ensure the activities of the organization. The job description of the deputy should define the responsibility for substitution. It should be noted that the duties of deputies, the requirements for their knowledge and qualifications are determined on the basis of the qualification characteristics of the respective managers.

Assistant Manager and Specialist. Often assistant and deputy are considered as synonyms. Nevertheless, there are differences already in the interpretation of the word assistant (a person helping, facilitating), the circle of duties is outlined. These are the responsibilities:

general character performance of work on behalf of a manager or specialist (for example, an assistant to a legal adviser, on behalf of a legal adviser, can prepare a list of legal documents on a given topic; perform small-scale work to monitor the state of affairs in state registration bodies of legal entities, etc.);

certain character execution of both part of the work assigned to the manager or specialist, and individual official assignments .

The duties of an assistant do not include replacing the head during illness, vacation, illness. The exception is those cases when the head does not have a deputy, and then the assistant can be appointed by a separate order as a temporary replacement.

It should be borne in mind that the qualification requirements for a deputy head and assistant head can also vary significantly. For example, persons with higher professional education in economic specialty can be appointed to the positions of deputy heads of financial departments, and persons who are still studying in educational institutions of higher professional education in economic specialty (last courses) can be appointed to the position of his assistant.

The positions of deputy and assistant have differences in pay. Thus, official salaries of deputy heads of non-governmental organizations, as a rule, are set at 515 percent, and assistants at 3050 percent lower than the official salaries of the respective heads.

Main job title, established by the positions of chief specialists (chief engineers, chief accountants, etc.) for their possible introduction in large organizations, with the assignment to the relevant employees of the functions of a manager and responsible executor of work in one of the areas of the institution's activities, as well as for coordination and methodological leading teams of specialists.

Senior official title, established on the condition that the employee, along with the performance of the duties provided for by the position held, manages the employees subordinate to him. The official title of senior may also be established for an employee as an exception and in the absence of employees directly subordinate to him, if he is entrusted with the functions of managing an independent work area (if it is not advisable to create a separate structural unit).

For the positions of employees for which qualification categories are established, the official title of senior is not applied. In these cases, the functions of managing subordinate performers are assigned to a specialist of a higher qualification category. Recall that qualification category the level of qualification, professionalism and labor productivity that meets the regulatory criteria, providing the employee with the opportunity to solve professional tasks of a certain degree of complexity.

Job Title Establishment leading is carried out in those cases when a specialist is entrusted with the functions of a manager and a responsible executor of work in one of the areas of activity of an organization or its structural unit, or responsibilities for coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational and technical conditions.

JOB DESCRIPTION
purchasing agent

JOB DESCRIPTION
Head of Logistics Department

JOB DESCRIPTION
administrator

JOB DESCRIPTION
secretary

JOB DESCRIPTION
legal assistant

If the content of work at the workplace provides for those that correspond to the characteristics of work from two or more positions provided for by the qualification characteristics of positions of employees and the All-Russian Classifier of Occupations of Workers, Positions of Employees and Wage Categories, then the name of the position for which the employee is hired is recommended to be determined by position with the largest share in the volume of work envisaged ...

Where does every company start? From the idea and the people who jointly implement it. Each of the participants has a specific role, a list of responsibilities and competencies. All this is determined by the position held. This article discusses what positions are in the company depending on the industry and line of business, the minimum staffing, as well as a brief digression into the responsibilities of management positions, specialists and workers.

What positions can be

Positions in the company are like roles for actors in the theater - each has its own scenario of work, duties, competencies, tasks, functions. Each individual position requires a specific person with a specialized set of knowledge, skills, experience and personal qualities. In any organization, all existing positions can be divided into three groups:

specialists;
work positions.

Each group requires certain knowledge and skills, experience and education.

Most important position

Any group of people united by common goals and interests cannot function normally without a leader. One person or a group of people must be at the helm of the company, make important decisions, correct the course of the organization and solve internal problems. In Russian companies, this role is performed by a person holding the highest position in the company. Depending on the type of company, its legal form, the number of owners and accounting policies, the dominant position may have different names. In limited liability companies, a director or general director. In joint-stock companies - the board of directors or shareholders. In agricultural production cooperatives - chairman.

An LLC can be opened by one person. In this case, the founder of the company and the director can be one and the same person, make decisions solely and independently manage all the processes of the organization. In OJSC and CJSC it is already more difficult. In joint-stock companies, the directors are elected by the board of shareholders. In carrying out his official duties, he is obliged to listen to the opinion of the shareholders of the company.

Company leaders

A newly opened LLC, with a staff of no more than two or three people, is unlikely to need a large number of leadership positions. But if the company grows, departments appear that perform fundamentally different functions, the staff increases to tens and even hundreds of people, then middle managers simply cannot be dispensed with. A person holding such a position does not have absolute power over his subordinates, does not make single-handedly important decisions, and does not manage the company as a whole. His task is to control the work of his department, coordinate the employment of his people, and resolve issues within his competence. The most common leadership positions include:

financial director, or head of the financial department;
Technical Director;
director of production and production;
Chief Engineer;
head of the personnel department;
Chief Accountant;
head of the trade department;
head of the purchasing department;
head of public relations department.

Of course, each organization has the right to include in the staff list the positions that are necessary in their direction. The names of departments and positions of the people who manage them may vary, while the functionality of the employees is quite similar.

The job of the chief engineer

Chief engineer - a position that is found in organizations that manufacture products that contain their own fleet of vehicles or a fleet of specialized equipment: agricultural organizations, plants, factories, transport companies, and so on. The work of a chief engineer requires a higher technical education in the direction of the organization. It is on him that the technical equipment of the enterprise with spare parts, fuels and lubricants, the necessary equipment and machines, the well-coordinated work of mechanics and maintenance personnel depends. From his proposal, purchases of all technical units, their spare parts, hiring of people who service all these machines and devices are made. The job of a technical director is similar. In some organizations, these are identical concepts.

Production Director

Production director - a position that makes sense in organizations that produce any product. This official is busy with the fact that he studies the structure of the market, supply and demand, studies the offers of competitors, determines what needs to be produced, at what prices and in what volumes. The volume and quality of products, their price and placement on the market depend on the effectiveness of its work. His tasks include finding suppliers of raw materials of good quality and at an acceptable cost, launching the release process, and monitoring it throughout the entire production cycle.

Specialists

Positions in the company are not limited to managers of different levels. Without ordinary specialists, they will simply have no one to manage. It is customary to call applicants with higher or secondary vocational education, who graduated from an educational institution in a certain specialty, specialists. In organizations, the positions of specialists include: accountant, managers of various directions, operators, engineers, doctors and others.

Job positions

There are also job positions in the company. Unlike the positions described above, workers do not require specific education, experience, or characteristics. Such work usually requires the performance of certain physical actions: loaders, order pickers, drivers, cleaners. To perform these works, there is no need for higher education, work experience, organizational or leadership abilities. Enough to have physical health and endurance.