Job description of the deputy head of the office. Job Description for Assistant Head of Legal Department

1. General Provisions

1. Department: frames.

1.Full job title: Deputy Head of the Human Resources Department for Administrative Work.

2. Appointment and removal from office are carried out by the General Director.

3.The executor of this position reports directly to the head of the HR department.

4. The holder of this position is replaced during the period of absence by the senior inspector of the personnel department.

5.The executor of this position is replaced by the head of the HR department during his absence.

6. In his activities, the employee is guided by the following legal acts and regulatory documents:

GOST 6/30-97,

Charter of LLC "Kolpino",

Internal labor regulations,

Orders (instructions) of direct management,

Regulations on the HR department,

Personnel policy and strategy,

The concept of a personnel development system,

Regulations on certification,

Other regulatory documents of the personnel service.

8. Qualification requirements:

Work in this position requires the employee to have the following qualifications:

Higher professional education (direction “Management”, “Psychology”, “Documentation”) with additional advanced training in the specialty “Human Resources Management”.

Minimum 2 years of experience in HR administration.

1.The holder of this position must know:

Labor legislation.

Legislative and regulatory legal acts, methodological materials on personnel management.

The structure and staff of the enterprise, its profile, specialization and development prospects.

Personnel policy and strategy of the enterprise.

The procedure for drawing up forecasts, determining future and current staffing needs.

Methods for analyzing the professional and qualification structure of personnel.

The procedure for registration, maintenance and storage of documentation related to personnel and their movement.

The procedure for creating and maintaining a data bank about the personnel of the enterprise.

Organization of timekeeping.

Methods for recording the movement of personnel, the procedure for drawing up established reporting.

Fundamentals of sociology, psychology, pedagogy and labor organization.

Fundamentals of economics, organization of production and management.

Means of computer technology, communications and communications.

Labor protection rules and regulations.

Work culture and work ethics;

1.Functions

The holder of this position is assigned the following functions:

Operational management of the statistics and personnel accounting group and coordination of the activities of group employees.

Organization and maintenance of personnel records of the State Enterprise and branches of Kolpino LLC and personnel records management.

Prepare and submit department budgets and other departmental reports as required by regulations.

1.Job responsibilities

The Deputy Head of the Human Resources Department for Administrative Work is obliged to:

1. Organize timely registration of admission, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise, accounting for personnel, issuing certificates of current and past labor activities of employees, storing and filling out work books and maintaining established personnel documentation , as well as preparing materials for presenting personnel for incentives and awards.

2. Ensure the preparation of documents on pension insurance, as well as documents necessary for the assignment of pensions to employees of the enterprise and their families, as well as their submission to the social security authorities.

3. Organize timekeeping, draw up and implement vacation schedules, monitor the state of labor discipline in the departments of the enterprise and employees’ compliance with internal labor regulations, analyze the causes of turnover, develop measures to strengthen labor discipline, reduce staff turnover, loss of working time, monitor their implementation .

4. Organize the preparation of established reporting on personnel records and work with personnel.

5. Organize the provision of information on the company’s personnel at the request of department heads.

6.Organize and timely submit department budgets and established financial reporting forms.

7. Organize birthday congratulations for the Company’s employees.

8.Participate in the preparation of company-wide events to the extent determined by regulatory documents, orders and instructions of the General Director.

9.Provide methodological assistance in conducting personnel records management in the companies of the Kolpino LLC group of companies.

10. Timely respond to requests from other employees in the area of ​​professional activity, provide the required information in full.

11. Treat other employees objectively, evaluate their contribution to achieving the Company’s goals based on the results of their work, regardless of personal attitude.

12.Comply with the established deadlines for completing tasks and instructions. Monitor the fulfillment of deadlines for assignments by employees of the statistics and personnel accounting group.

13. Provide assistance to work colleagues in solving problems in their activities if assistance can lead to a qualitative improvement in performance results.

14.Continuously improve your professional level.

15. Observe confidentiality rules when working with personal information of the Company’s employees.

IV. Rights

The Deputy Head of the Human Resources Department for Administrative Work has the right to:

1. Get acquainted with the draft decisions of the head of the organization regarding the activities of the HR department.

2.Attend meetings of committees and working groups, meetings of management and employees on issues of the organization’s activities.

3.Participate in the discussion of issues related to the activities of the personnel service.

4. Submit proposals for improvement of the company’s activities and improvement of working methods for consideration by the HR Director and Head of the HR Department; comments on the activities of structural divisions; options for eliminating existing shortcomings in the company’s activities.

5. Interact with employees of all structural divisions.

6. Request personally or on behalf of management from other structural units information and documents necessary to fulfill his official duties.

7. With the permission of the HR director or head of the HR department, involve specialists from all structural divisions in solving the tasks assigned to the statistics and personnel accounting group in terms of ensuring the performance of the group’s functions.

8.Sign and endorse documents within your competence and in accordance with the table of delegation of authority.

9. Require the head of the organization and heads of structural divisions of the company to provide assistance in the performance of official duties and in the exercise of the rights provided for in this job description.

10.Act on behalf of the HR department and represent its interests in relations with other structural divisions of the organization within its competence.

11.Represent the personnel service of Kolpino LLC in relations with external organizations in the area of ​​its activities.

12. Submit for consideration the HR Director and the Head of the HR Department on the appointment, transfer and dismissal of employees of all structural divisions of the company; proposals to encourage them or to impose penalties on them.

13.Inform the heads of all structural divisions about shortcomings identified in the departments entrusted to them.

1.Responsibility

The Deputy Head of the Human Resources Department for Administrative Work is responsible for:

1. Fuzzy and untimely performance of one’s official duties - penalties within the limits determined by the current labor legislation of the Russian Federation.

2. Offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation

3. Causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

4. Violation of labor discipline and non-compliance with internal rules of labor activity - within the limits determined by the internal regulatory documents of the company.

5. Incorrect attitude towards subordinates and employees of the company - within the limits determined by the general director and HR director.

1.Relationships

6.The holder of this position, in the process of work, interacts with the heads of all structural divisions in the area of ​​activity of the statistics and personnel accounting group.

2. Criteria for the effectiveness and evaluation of the work of the deputy head of the personnel department for administrative work

1. Compliance with the requirements of labor legislation, internal orders and regulations related to personnel work as part of the implementation of the company’s personnel policy.

2.Fulfillment of all orders and instructions for the company relating to the work of the HR department.

3. Implementation of the functions of the personnel service indicated in this job description.

4. Competent management of the statistics and personnel accounting group.

Head of HR Department __________________ V.L. Pavlov

Agreed

Head of Legal Department __________________ A.T. Mikhneva

HR Director __________________ E.R. Bondarchuk

I have read the instructions :

_________________ “____” ______________ 2001

In this article we want to introduce one of the leadership positions that exists in almost every large organization. This is the deputy head of the department. Let's consider and also analyze the position from the applicant's point of view - the necessary personal and professional qualities, a sample resume, education, work experience.

General provisions

And we will start with the job description of the deputy head of the department. The document contains a number of fundamental general provisions. Let's look at them:

1. Deputy Head of Department - a leadership position. Specialist in the "top manager" category.
2. Citizens with higher professional education (in a field related to the activities of the employer’s company) are accepted for the position. Work experience specifically in the specialty - at least 3 years.
3. Both appointment to the position of deputy head of a department and dismissal from it are the prerogative of the director of the organization or enterprise. Acceptance and dismissal are carried out according to an order signed by this official, as provided by the head of this department.
4. Deputy reports
5. During the absence of this official from the workplace (vacation, sick leave, maternity leave, etc.), his duties are transferred to an employee appointed by management in the prescribed manner. This employee temporarily assumes the responsibilities of the deputy head of the department (director). He also bears full responsibility for their (responsibilities) incomplete, improper fulfillment or for ignoring it.

Basic requirements for a specialist

The Deputy must know the following:

• Directives, orders, other guidelines and regulatory official directions regarding their field of activity.
• Fundamentals of labor protection, economics, work organization, personnel management.
• Labor legislation of the Russian Federation.
• Internal working rules of the employing organization.
• Rules and standards of safety, fire protection, industrial sanitation.

Specific requirements for a specialist

The job description of the deputy head of a department is not a universal document. Further requirements for a specialist’s qualifications vary depending on the department or organization in which he works. For example, consider the material and technical support department.

The specific requirements for a "deputy" are as follows:

• Know the basics of organizing technical and material support, loading and unloading work.
• Know the rules and procedures for receiving and sending cargo, ordering suitable vehicles and containers.
• Be able to correctly draw up official documentation for the receipt and dispatch of goods, as well as for their complaints in case of non-compliance with the delivery conditions and technical requirements of the employing company.
• Know current regulations, rules on product supply nomenclature, standards for fuel consumption or raw materials, equipment, instruments, materials, etc.
• Be aware of the conditions of transportation and storage of your company’s or partners’ products.

List of job responsibilities

This section of the department will also not be universal. Its content is unique for each of the areas of activity of companies and their divisions. We invite you to familiarize yourself with the approximate content of the section for the same example (deputy department of technical and material support of the organization):

• Managing the work of a subordinate department in calculating the needs of a company or enterprise for raw materials and materials (in the case of a production line of activity).
• Providing the head of your department for approval of planning documents and projects based on the company’s need for any materials, raw materials, products in a specific period of time (for example, for the next calendar year).
• Analysis of the movement of products and materials in the company’s warehouses.
• Adjustment and control of the needs of the company’s production departments for material resources (including when changing the product range).
• Drawing up an executive balance sheet for materials for the production of the main category of goods, establishing deviations based on the presence/absence of necessary materials.
• Preparation of proposals to the head of your department (technical and material support) about materials that are in warehouses without movement - if possible, their successful use and sale.
• Direct participation in the commission for the inventory of raw materials in the company’s warehouses.
• Preparation of statistical reporting on the movement and use of material resources along already approved paths and forms.
• Taking part in the implementation of measures for the economical use of raw materials, supplies, equipment by reducing the costs of purchasing, delivering and storing it.
• Control over the activities of the enterprise’s workshops (if any) regarding the use, storage and accounting of material assets available there.

Feedback

Feedback implies that the “deputy” receives the following from other structural divisions of the company or organization:

• Production departments of the enterprise. Production plans, both for the current and for the next period of activity, to calculate the need for certain material resources.
• Warehouses of the technical/material supply department. Information on the balance of material assets, their movement in the warehouse.
• Heads of the company's technical departments. Consumption rates for materials and raw materials for the manufacture of a specific type of product. As well as changes in the design, production, structure, composition of goods, which require recalculation of the need for raw materials or other material.

Specialist rights

The rights of the deputy departments of personnel, material support, cooperation, payments and transfers will be the same - regardless of the specialization of the official.

This section includes the following - rights to:

• Familiarity with the projects of the director of an enterprise or organization that directly or indirectly relate to the work activities of the department.
• Submission for consideration by the management of an enterprise, company, firm of a number of proposals to improve their own activities, as provided for in the job description of the deputy.
• Within the boundaries of your competence, notify the head of your own department about identified shortcomings and shortcomings in the work of this structural unit. And also make proposals for their eradication, avoidance, etc.
• Carry out interaction necessary for work with managers and their deputies of other structural divisions of the organization.
• Endorse and sign official documentation within the scope of their competence.
• Make proposals to reward outstanding employees of your own department. And also on the imposition of penalties (according to the Russian Labor Code) in relation to those who violated labor and/or production discipline.
• Demand from the head of your structural unit, the director of the entire organization, assistance in the implementation of their labor rights and the performance of official duties.

Responsibility of an official

The deputy head of the department will be responsible for decisions made, documents and contracts signed, work performed improperly or inaction.

Labor legislation implies the following responsibilities for this official:

• For improper performance or failure to fulfill one’s job duties, which are provided for in the deputy’s job description. Within the limits implied by the labor legislation of the Russian Federation.
• For offenses during the performance of their work activities. The limits of liability are limited by the administrative, criminal and civil legislation of the Russian Federation.
• For causing material damage to the employing company. The limits of liability are regulated by labor and civil legislation of Russia.

Deputy's resume

There are a lot of resumes from applicants for the position of deputy head of department both on labor exchanges and in responses to proposals from organizations. Actually, today you do not need to have certain skills in drawing up such documents: you can find a lot of templates, samples, examples where you can enter information about yourself, education, and career quite competently, informatively and concisely. Many labor exchanges even offer standard resume forms for filling out.

But when looking for a job as a deputy head of a department, it is important not to forget to provide the following personal information about yourself:

• Type of employment you are ready for: full-time/part-time, willingness to travel, shift work.
• Place of residence, possibility of relocation.
• Age, marital status.
• Information about education: full name of the university or secondary vocational educational institution, faculty and specialty for which the training was carried out. Bachelor, Master or Specialist. Form of education - full-time, seminar, correspondence, distance learning. If the applicant has a diploma with honors or other differences in training, then it is advisable to note this (especially for young specialists).
• Information about additional education, completed seminars and trainings, retraining/advanced training courses. It is presented according to the following plan: name of the educational center, direction of training, name of the course, number of hours, diploma. Of course, it is important to indicate only what is relevant to the work to be done.
• Knowledge of a foreign language (category according to the international standard).
• Possession of a driver's license (category).
• Personal qualities of the applicant.
• Experience. Whether you are looking for a job in the police department (deputy, chief of the police department) or in the information, trade, production environment, this point will be the most important and fundamental everywhere. The employer will pay close attention to it in the resume. After all, any leadership position requires the applicant to have work experience, moreover, successful and productive one. Places of past employment are indicated in reverse chronological order - from most recent to most recent.
• Expected salary. As a rule, experienced applicants do not write down specific numbers here, limiting themselves to a modest “by agreement.”

Personal qualities of a specialist

This column in the resume is not the main one for an HR specialist. However, it is important for the applicant himself. Certain personal qualities and character types help to work successfully as a deputy head of the department - investigation, personnel, sales and sales.

The general characteristic qualities for officials are as follows:

• Stress resistance.
• High degree of responsibility.
• Punctuality.
• Performance.
• Organizational talent.
• Communication skills, ability to find an approach to different people.
• Openness to new knowledge and experience.
• Initiative.

Column "work experience"

We have already said that this section is the most important in the resume of an applicant for a leadership position. Therefore, the specialist must pay great attention to filling it out. The information presented should be concise and succinct. The reader's attention is focused only on important details in the career. And most importantly, the data must be exclusively truthful. It is possible that the HR manager will contact the former employer of the deputy head of the HR department to check the accuracy of certain facts of the work history.

Information about each past place of work is indicated in the following way:

• Busy period. The time period is indicated exactly as in the work book.
• Full job title.
• Full name of the organization, brief information about its activities - bank, metallurgical company, etc.
• The official website, email address, phone number of the person in charge, which will give the HR manager access to your former employer.
• Type of employment: full/part-time, shift, business trips.
• Professional skills used in the performance of their duties.
• List of achievements at this workplace.

Let's look at a small example:

• Head of the Cooperation Department.
• PJSC "Purchases-Omsk".
• Field of activity: procurement, supply.
• Operating period: 3.10.2010-5.08.2014. Total term: 3 years 9 months.
• Professional skills used: purchasing products, organizing and planning according to the range of purchasing activities; managing the company's budget, controlling expenses; pre-contractual/contractual work with partners, claims activities; selection of suppliers, assessment of their competitiveness; search for alternative partners.
• Achievements in the workplace: optimization of production costs, reduction of enterprise costs, stable provision of the company’s material needs throughout the entire working life.

Deputy head of department is a position that is typical for different enterprises and organizations. Hence, the job descriptions of deputies will differ in the content of the sections. However, when searching for a job, general standards for writing a resume and indicating information about work experience are relevant.

I APPROVED

(name of enterprise, organization, institution) (head of enterprise, organization, institution)

JOB DESCRIPTION

00.00.0000 No. 00 (signature) (full name)
Structural division: Legal department

Position: Head of Legal Department

00.00.0000
1. General Provisions

1.1 This job description defines the functional duties, rights and responsibilities of the head of the legal department.
1.2 The head of the legal department belongs to the category of managers.
1.3 The head of the legal department is appointed and dismissed in accordance with the procedure established by the current labor legislation by order of the director of the enterprise.
1.4 Relationships by position:
1.4.1 Direct subordination to the Director of the enterprise
1.4.2. Additional submission?
1.4.3 Gives orders to Legal Department Employees
1.4.4 The employee is replaced by the Deputy Head of the Legal Department
1.4.5 Is the employee replacing?

2. Qualification requirements for the head of the legal department:

2.1 education higher professional education
2.2 work experience of at least 5 years
2.3 knowledge Legislative acts regulating the production and economic activities of the enterprise.
Methodological and regulatory materials on legal activities.
Civil, labor, financial, administrative law.
Tax, environmental legislation.
The procedure for maintaining records and drawing up reports on the economic and financial activities of the enterprise.
The procedure for concluding and formalizing business contracts, collective agreements, tariff agreements.
The procedure for systematizing, recording and maintaining legal documentation using modern information technologies.
Fundamentals of economics, labor organization and management.
Means of computer technology, communications and communications.
Internal labor regulations.
Labor protection rules and regulations.
2.4 skills in the specialty
2.5 additional requirements?

3. Documents regulating the activities of the head of the legal department

3.1 External documents:
Legislative and regulatory acts relating to the work performed.
3.2 Internal documents:
Charter of the enterprise, Orders and instructions of the director of the enterprise; Regulations on the legal department, Job description of the head of the legal department, Internal labor regulations.

4. Job responsibilities of the head of the legal department

Head of the legal department:
4.1. Ensures compliance with the law in the activities of the enterprise and protection of its legal interests.
4.2. Carries out a legal examination of draft orders, instructions, regulations, standards and other acts of a legal nature prepared at the enterprise, endorses them, and also participates, if necessary, in the preparation of these documents.
4.3. Takes measures to amend or repeal legal acts issued in violation of current legislation.
4.4. Organizes the preparation of opinions on legal issues arising in the activities of the enterprise, as well as draft regulations submitted to the enterprise for review.
4.5. Provides:
4.5.1. Methodological guidance of legal work at an enterprise.
4.5.2. Explanation of current legislation and the procedure for its application.
4.5.3. Providing legal assistance to structural units in claims work.
4.5.4. Preparation and transmission of necessary materials to judicial and arbitration authorities.
4.6. Represents the interests of the enterprise in court, arbitration court, as well as in state and public organizations when considering legal issues.
4.7. Conducts judicial and arbitration cases.
4.8. Participates in the preparation and conclusion of collective agreements, industry tariff agreements, development and implementation of measures to strengthen labor discipline, regulate social and labor relations at the enterprise.
4.9. Heads the work of analyzing and summarizing the results of consideration of claims, court and arbitration cases, as well as the practice of concluding and executing business contracts.
4.10. Develops proposals to improve control over compliance with contractual discipline for the supply of products, eliminate identified deficiencies and improve the production, economic and financial activities of the enterprise.
4.11. Manages the preparation of materials on theft, embezzlement, shortages, production of substandard, non-standard and incomplete products, violations of environmental legislation and other offenses for their transfer to investigative and judicial authorities.
4.12. Takes measures to compensate for damage caused to the enterprise.
4.13. Participates in the development and implementation of measures to strengthen contractual, financial and labor discipline, and ensure the safety of the enterprise’s property.
4.14. Prepares conclusions on proposals to bring enterprise employees to disciplinary and financial liability.
4.15. Participates in the review of materials on the status of accounts receivable in order to identify debts requiring forced collection, ensures the preparation of conclusions on proposals to write off bad debts.
4.16. Monitors compliance at the enterprise with the procedure for product certification established by law, acceptance of goods and products in terms of quantity and quality.
4.17. Organizes systematic accounting, storage, introduction of adopted changes to legislative and regulatory acts received by the enterprise, as well as those issued by its head, provides access to them for users based on the use of modern information technologies, computer technology, communications and communications.
4.18. Provides information to employees of the enterprise about current legislation, as well as organization of work on the study by officials of the enterprise of regulations related to their activities.
4.19. Organizes the provision of legal assistance to public organizations of the enterprise, consulting employees on legal issues.
4.20. Manages the work of the department.

5. Rights of the head of the legal department

The head of the legal department has the right to:
5.1. Get acquainted with the draft decisions of the director of the enterprise concerning the activities of the department.
5.2. Submit proposals for improvement of the activities of the enterprise and the legal department for consideration by the director of the enterprise.
5.3. Do not endorse draft legal documents that contradict current legislation.
5.4. Request personally or on behalf of the organization’s management from divisions of the enterprise and other specialists information and documents necessary to fulfill his official duties.
5.5. Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head of the enterprise).
5.6. Interact with the heads of all (individual) structural divisions of the enterprise.
5.7. Submit proposals for the consideration of the director of the enterprise on encouraging distinguished employees and imposing penalties on violators of production and labor discipline.
5.8. Require the director of the enterprise to provide assistance in the performance of his official rights and duties.

6. Responsibility of the head of the legal department

The head of the legal department is responsible for:
6.1. For improper performance or failure to fulfill one’s official duties as provided for in this job description - within the limits determined by the current labor legislation of Ukraine.
6.2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of Ukraine.
6.3. For causing material damage - within the limits determined by the current labor and civil legislation of Ukraine.

7. Working conditions of the head of the legal department

7.1. The working hours of the head of the legal department are determined in accordance with the internal labor regulations established at the enterprise.
7.2. Due to operational needs, the head of the legal department may be sent on business trips (including local ones).

8. Terms of payment

The terms of remuneration for the head of the legal department are determined in accordance with the Regulations on remuneration of personnel.

9 Final provisions

9.1 This Job Description is drawn up in two copies, one of which is kept by the Company, the other by the employee.
9.2 Tasks, Responsibilities, Rights and Responsibilities can be clarified in accordance with changes in the Structure, Tasks and Functions of the structural unit and workplace.
9.3 Changes and additions to this Job Description are made by order of the general director of the enterprise.

Head of structural unit
(signature) (surname, initials)
AGREED:
Head of the legal department

(signature) (surname, initials)

I have read the instructions:
(signature) (surname, initials)
00.00.00

I CONFIRM:

[Job title]

_______________________________

_______________________________

[Name of company]

_______________________________

_______________________/[FULL NAME.]/

"_____" _______________ 20___

JOB DESCRIPTION

Deputy Head of the Human Resources Department for Personnel Training

1. General Provisions

1.1. This job description defines and regulates the powers, functional and job responsibilities, rights and responsibilities of the deputy head of the personnel department for personnel training [Name of the organization in the genitive case] (hereinafter referred to as the Company).

1.2. The Deputy Head of the Human Resources Department for Personnel Training is appointed to the position and dismissed from the position in the manner established by the current labor legislation by order of the head of the Company.

1.3. The Deputy Head of the Human Resources Department for Personnel Training belongs to the category of managers and is subordinate to:

• HR inspectors;
• HR manager;
• HR lawyer.

1.4. The Deputy Head of the HR Department for Personnel Training reports directly to the Head of the Company's HR Department.

1.5. The Deputy Head of the Human Resources Department for Personnel Training is responsible for:

• for the effective performance of the work assigned to him in training personnel in accordance with the current and future needs of the organization;
• for compliance with the requirements of performance, labor and technological discipline;
• for the safety of documents (information) in his custody (that have become known to him) containing (constituting) a commercial secret;
• for compliance with labor safety requirements and fire safety rules during work.

1.6. A person with a higher professional education and at least 5 years of experience in personnel training may be appointed to the position of deputy head of the personnel department for personnel training.

1.7. In practical activities, the deputy head of the personnel department for personnel training should be guided by:

• the established procedure (regulations) for the activities of the unit;
• internal labor regulations;
• rules of labor protection and safety, ensuring industrial sanitation and fire protection;
• this job description.

1.8. The Deputy Head of the Human Resources Department for Personnel Training must know:

• legislative and regulatory legal acts, methodological materials on training, improving their qualifications (as they relate);
• the procedure for interaction in the process of the unit’s activities;
• technologies and areas of personnel training;
• rules for conducting business correspondence on personnel matters;
• advanced (foreign and domestic) experience in the field of training personnel in the profile of their work.

2. Job responsibilities

The Deputy Head of the Human Resources Department for Personnel Training is required to perform the following labor functions:

2.1. Manage the work to improve the professional knowledge, skills and abilities of the organization’s employees in accordance with its goals and strategy, personnel policy.

2.2. Ensure the creation and effective functioning of a system of continuous training for all categories of employees of the organization.

2.3. Participate in the development of a strategy for developing the organization’s human resources potential, as well as programs and plans for the professional development of its employees.

2.4. Provide direct leadership in the planning of training, retraining and advanced training of the organization’s employees.

2.5. Timely and reasonably determine the directions, forms, methods and timing of training for employees of the organization.

2.6. Organize the conclusion of agreements with vocational education institutions, advanced training courses, organizations, enterprises and institutions, including foreign ones, for the training and internship of workers.

2.7. In cooperation with the financial department (accounting), determine the costs of employee training.

2.8. Carry out organizational and methodological management, equipping and developing the material base of vocational education institutions and advanced training courses included in the structure of the organization, introducing automated teaching aids into the educational process.

2.9. Manage the selection of teachers, as well as industrial training instructors and mentors from among the most highly qualified specialists of the organization, the conclusion of labor agreements with teachers and industrial training instructors, and the preparation of documents for remuneration for training.

2.10. Establish a training schedule for all types of professional training for employees of the organization in strict accordance with previously developed (approved) training programs (training plans).

2.11. Lead the work on vocational guidance and attraction of youth to the organization, its subsequent professional selection in accordance with personnel priorities and needs of the organization.

2.12. Ensure the functioning of the adaptation system for employees from among young specialists and technical performers.

2.13. Organize practical training for students and students in the organization.

2.14. Exercise effective control over the regularity and quality of classes, the progress of students, compliance with professional training deadlines, timely and complete implementation of curricula and programs, as well as the correct maintenance of established educational documentation.

2.15. Develop measures to improve the professional training and pedagogical qualifications of teachers, industrial training instructors and mentors.

2.16. Quarterly analyze the results of vocational training work and evaluate its effectiveness.

2.17. Summarize proposals for improving the forms and methods of training and advanced training, eliminating existing shortcomings, taking into account the wishes of the enterprise employees undergoing training, and regularly submit them for consideration by the organization’s management.

2.18. Systematically control the proper expenditure of funds allocated by the organization for training in accordance with approved estimates and financial plans, compiling, maintaining and submitting established reports on the training and advanced training of the organization’s employees to the relevant management bodies, as well as providing social guarantees to employees during the training period, creating the necessary conditions for on-the-job training.

2.19. Acting as the head of the HR department, manage the employees of the department.

2.20. Process and submit reporting and other official documentation to the head of the unit in a timely and complete manner.

In case of official necessity, the deputy head of the personnel department for personnel training may be involved in the performance of his official duties overtime, in the manner prescribed by the provisions of federal labor legislation.

3. Rights

The Deputy Head of the Human Resources Department for Personnel Training has the right:

3.1. Make decisions in order to ensure the daily activities of the department on all issues within its competence.

3.2. Submit to your immediate supervisor your proposals for encouraging (holding accountable) department employees in cases where your own powers are not enough.

3.3. Prepare and present to your immediate supervisor your proposals for improving the work of the department (its additional funding, logistics).

3.4. Participate in the work of collegial management bodies when considering issues related to the organization of personnel work and the activities of the department.

4. Responsibility and performance evaluation

4.1. The Deputy Head of the Human Resources Department for Personnel Training is responsible for administrative,

disciplinary and material (and in some cases provided for by the legislation of the Russian Federation, criminal) liability for:

4.1.1. Failure to carry out or improperly carry out official instructions from the immediate supervisor.

4.1.2. Failure to perform or improper performance of one's job functions and assigned tasks.

4.1.3. Illegal use of granted official powers, as well as their use for personal purposes.

4.1.4. Inaccurate information about the status of the work assigned to him.

4.1.5. Failure to take measures to suppress identified violations of safety regulations, fire safety and other rules that pose a threat to the activities of the enterprise and its employees.

4.1.6. Failure to ensure compliance with labor discipline.

4.1.7. Offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

4.1.8. Causing material damage and/or losses to the company or third parties associated with actions or inactions during the performance of official duties.

4.2. The assessment of the work of the deputy head of the personnel department for personnel training is carried out:

4.2.1. By the immediate supervisor - regularly, in the course of the employee’s daily performance of his labor functions.

4.2.2. The certification commission of the enterprise - periodically, but at least once every two years, based on documented results of work for the evaluation period.

4.3. The main criterion for assessing the work of the deputy head of the personnel department for personnel training is the quality, completeness and timeliness of his performance of the tasks provided for in this instruction.

5. Working conditions

5.1. The work schedule of the deputy head of the personnel department for personnel training is determined in accordance with the internal labor regulations established at the enterprise.

5.2. Due to production needs, the Deputy Head of the Human Resources Department for Personnel Training may go on business trips (including local ones).

5.3. To resolve operational issues to ensure the production activities of the department, the deputy head of the personnel department for personnel training may be allocated official vehicles.

6. Signature right

6.1. The deputy head of the personnel department for personnel training to ensure his activities is given the right to sign organizational and administrative documents on issues included in his functional responsibilities.

I have read the instructions ___________/___________/ “____” _______ 20__

(name of enterprise, organization, institution) (head of enterprise, organization, institution)

JOB DESCRIPTION

Position: Deputy Head of the Logistics Department for Production Issues

1. General Provisions

2. Qualification requirements of the deputy head of the logistics department for production issues:

3. Documents regulating the activities of the deputy head of the logistics department for production issues

4. Job responsibilities of the deputy head of the logistics department for production issues

5. Rights of the deputy head of the logistics department for production issues

6. Responsibility of the deputy head of the logistics department for production issues

7. Working conditions of the deputy head of the logistics department for production issues

8. Terms of payment

9 Final provisions

Head of structural unit
AGREED:
Head of the legal department

(signature) (surname, initials)

I have read the instructions:
(signature) (surname, initials)
00.00.00