What are the responsibilities of HR and the recruiter? HR specialist (Human Resource): features of the profession and necessary qualities

Personnel is the most important component of any company, no matter how many people there are - one or tens of thousands.

What does HR do?

HR employees have many functions and, as a rule, this department consists of several specialists whose responsibilities differ from each other. HR managers are engaged personnel records management(registration for work, dismissal, sick leave, vacations, payment of monetary compensation, etc.). This is quite a routine job and it never ends! Secondly, in organizations where timesheets are kept, as a rule, the calculation of hours and salaries is carried out in the personnel department. Also, employees, if there is no dedicated department, are responsible for developing the corporate culture of the enterprise, organizing preferential travel packages, holding corporate evenings and outings, purchasing gifts, etc. But, probably, the most important responsibility of the HR department is the selection of new employees. This requires not only competence, knowledge of personnel selection techniques and work experience, but also human intuition and insight. It’s good if the company can afford to keep such a qualified and highly focused specialist in its department. And if not? Then they come to the rescue recruitment agencies, where recruiters get down to business.

Who is a recruiter?

A recruiter is a person whose goal is to find the ideal employee for the employer. It's difficult, but that's his job. To begin with, the recruiter finds out the necessary details from the employer, then draws up a “portrait” of potential candidates and begins the search. The search is carried out by everyone accessible ways: on the Internet, through newspapers, communications, etc. Of course, in our century, most vacancies are both posted and searched for by applicants via the Internet. Moreover, the recruiter not only “posts” the vacancy on websites, but also studies published resumes. Depending on the type of vacancy, the recruiter can contact the local labor exchange, place an advertisement in the newspaper, etc. In fact, it should reach as wide an audience as possible so that it never misses someone who would be ideal for the job. A recruiting specialist reviews hundreds of resumes a day and calls not all of them, but only those who meet the minimum requirements: education, experience, place of residence, expected salary level, etc. A telephone call to an applicant is sometimes also a selection stage, and not just an invitation to come for an interview. Further, at the interview, direct contact is established, during which the recruiter receives Additional information about the candidate’s professional life, but he also looks at his behavior: is he overly nervous, how can he speak, how does he look, etc. Only then does he, with his notes, transfer the data of the applicants who have passed the initial selection to the client-employer, because the decision is his to make!

is a versatile person whose competence is not measured only by a diploma and work experience. This is also a psychologist who can read between the lines and make the right conclusions.

Job seekers often see unfamiliar job titles in advertisements. And it becomes unclear what needs to be done, what his responsibilities are and whether he is suitable this option. Over the past 20 years, many such positions have appeared. One of the newest is the ichar manager. Who it is, what it does and what it is responsible for we will look at below.

Origin of the profession and basic concepts

In fact, “ichar” (“HR”) comes from the English abbreviation HR ( Human Resource - human resources. Accordingly, an HR manager is a person who deals with human resources at an enterprise.

But it is a mistake to compare him with the “personnel officer” we are used to. HR - definition of a specialty that combines work in the HR department and HR manager. That is, his responsibilities are much broader than just accepting a new employee and drawing up the relevant documents.

Experts evaluate this type of activity, as one of the administrative .

Eichar- assistant to the head of the organization, who shares responsibility equally with the director decisions made and develops an enterprise management strategy, relying on existing human resources and their capabilities.

Today, more and more companies are creating “HR departments” instead of “HR departments,” since their capabilities are much wider.

HR Manager Competencies

To make it clearer, let’s break down what qualities and knowledge are needed to solve production problems:

1. Awareness in the following areas: marketing and sales, information technology, human resources activities;
2. Professionalism, you must be able to: develop a remuneration system, attract suitable employees, write clear messages for employees;
3. It is necessary to understand how to manage change: encourage creativity in others, identify problems that impede business development, build trusting relationships, play an active role in the process of introducing change;
4. You need to know how to become a leader in a team, to inspire personal trust: make fair comments, offer ideas for solving problems, take risks, get along with stakeholders.

And that's not it. An HR specialist must be able to manage the culture of the enterprise and focus it on meeting customer needs. Thus, it turns out that the modern “personnel officer” must not only manage staff, but also fully participate in all affairs of the organization, take responsibility for possible risks.

What qualities should a candidate for the position of HR specialist have?

In modern universities they do not yet train to become HR officers. How then to get a job, what do employers focus on? You must be a person of a certain type and have the necessary data:

• Be able to understand people. You must understand at first glance who came to apply for a job and whether this candidate is suitable. Or feel what behavioral line to choose when communicating with a particular employee, partner, competitor. To do this, you don’t have to be a psychologist or receive higher education, some people are naturally insightful;
• Important communication skills and flexibility. It is important to understand how to behave in internal and external conflict situations in order to resolve them with minimal damage to everyone;
• Goodwill- one of the main features of such a specialist. A competent personnel officer must be able to take care of his employees, within reason.

And, of course, you just need to be stress-resistant, because you will have to constantly “be between two fires.”

HR Manager: Responsibilities

To achieve the goals set by the organization, each employee must know his responsibilities. Their implementation helps move the common cause forward.

The HR manager should also know their responsibilities, although they may differ at different enterprises:

• Personnel search;
• Maintaining relevant documentation: drawing up contracts, agreements;
• Work assessment of employees and their certification;
• Development of a payment system;
• Organizing events related to the induction of new employees;
• Calculation of personnel requirements;
• Labor market research;
• Carrying out activities designed to determine the employee’s qualifications, professionalism and psychological qualities;
• Organization of workplaces.

Among other things, specialists who are legally savvy and know foreign languages ​​are more valued.

Area of ​​responsibility

There is also HR manager's area of ​​responsibility. The HR officer must monitor:

• Compliance with the rules of the routine;
• Quality of performance of duties;
• Execution of instructions, orders and assignments;
• Dissemination of trade secrets and confidential information of the company.

Ichar (HR manager) is a universal specialist, he has many responsibilities. But the salary will be appropriate. A person without experience receives little, on average from 35,000 rubles. However, once you gain experience in this area, you can earn 50,000 and above. And if you have additional skills and communication skills, and the desire to study further, your earnings increase significantly.

Today, in large enterprises, preference is given to HR departments. It's more profitable and efficient. Therefore, the demand for specialists in this field is growing and many vacancies are appearing where an ichar manager is required. Who they are and what they do has now become a little clearer, and you will be able to assess whether this position is right for you.

Video about HR managers

In this video, Elena Vlasova (HR manager) of the Sanita company will tell you why she chose a profession related to personnel recruitment and management, which is part of her responsibilities:

HR specialist is a profession, like many others that came to us from the West, today in Semey it is applied to the so-called “HR officers”. Who are HR specialists, what do they do and why are they needed in the enterprise? People directly involved in this profession are talking about this today.

Currently, the term “HR specialist” is actively used. What do local leaders mean by this concept?

- Usually our managers use this term in relation to personnel inspectors, that is, specialists who: keep records of the organization’s personnel; formalize the hiring, transfer and dismissal of employees; form and maintain personal files of employees; keep records of the provision of vacations to employees and draw up documents for the assignment of pensions. In most cases, HR specialists at enterprises in our city are limited to these functions. But this is not true. HR specialist (stands for human resource - human resource specialist) is a broader concept, and his functional load includes many parameters, namely:

1. Planning of personnel policy (participation in the development of the corporate culture of the enterprise, calculation of needs for labor force, development of ITD and job descriptions etc.);

2. Organization of resources (in addition to the usual hiring/dismissal of employees and document management, conflict management is added, as well as the organization of communication space);

3. Development of an incentive system (determining the group’s potential and personnel rotation, forming a reserve, developing personnel through corporate training, etc.);

4. Evaluation of employee performance (employee certification, monitoring the socio-psychological microclimate, etc.).

- But are there any enterprises in our city that have HR specialists performing all these functions?

- The problem is that specialists of this level must have knowledge at the intersection of many fields, such as socionics, psychology, management, economics and others. It is clear that such specialists are difficult to find. Therefore, usually in the head offices of large enterprises (located in other cities) there is a whole staff of HR services, in which these functions are distributed among narrow specialists. These are: analyst, recruiter, psychologist, HR manager, career guidance consultant, HR inspector, moral inspector, etc., who serve their regional units located in our city. Local large enterprises usually maintain personnel departments, which include personnel inspectors (from 1 to 4 people). However, there are still specialists of this level in the city - these are employees of our company.

What about small companies? Do small businesses need a specialist of this level for a team of, say, 10 to 30 people?

- Of course, maintaining such a specialist in a small enterprise is, firstly, expensive, and secondly, he will not be busy. However, every manager must understand that it is for a small, and not for a large enterprise, that keeping an unqualified employee is fraught with consequences, and the departure of one specialist may well lead to the collapse of the business. Therefore, at SME enterprises, it is the issues of personnel management that the manager must pay serious attention to and either take on these functions himself, or work through consulting centers specially created for these purposes, which in our city is TsORP Consulting LLP.

- Lyana Yuryevna, from your point of view, what is the role of HR specialists in the enterprise?

- the main problem Many enterprises in our city experience staff turnover, so the main task of HR specialists at the local level is to be able to create a favorable climate at the enterprise, each member of which, from a simple worker to a manager, would feel comfortable in it. Any finisher should feel like a part of the team, understand that her work is no less important than, say, a foreman.
Contrary to popular belief, an HR specialist is not a desk worker who communicates only with pieces of paper. For example, I try to visit all the sites where our workers work every 2-3 days, talk to people, find out their problems and help solve them. It is necessary to be as close to people as possible, only then can we know exactly how to organize the work process for more efficient production.

- What aspects of your activity are the most important?

- In my work, everything is important: from hiring an employee to stimulating him to work. Therefore, when interviewing people, I don’t just look at his personal file and diploma, I try to determine from the very first conversation how honest this person is, how balanced he is, whether he will work diligently or quietly drink work time. It is also important to realize that every type of business requires individual approach, so every time coming to new company, I am developing the entire complex of work with personnel anew.

- How in demand are these specialists in Semey today?

- Today, these specialists are necessary for everyone large enterprise, which is why the demand for HR people in Semey is quite high. In a good way, these days, for every 100 people in an enterprise, one HR specialist is needed. Although at the dawn of the development of entrepreneurship in our city, this profession practically disappeared. Fortunately, the labor inspectorate and tax services contributed to the restoration of human resources departments at enterprises. Today this position is also quite promising and, in addition to a good salary of 35-50 thousand, is stimulated by bonuses.

- And lastly, what personal qualities should HR specialists have?

- Contrary to popular belief, HR specialists should not only be attentive and diligent, their main qualities should be communication and initiative. Only a communicative person will be able to find an approach to each employee entrusted to him, and only an initiative person will find a way to increase labor productivity in his enterprise.

Alina Olga Petrovna, head of the Personnel Assessment and Development Center Consulting LLP, answered the questions.

The first person the applicant meets at the interview stage at the company is the HR manager. Depending on the structure of the company, this could be an ordinary recruiter, a research engineer, or a real manager.

What is the difference between a recruiter and an HR person?

Almost every HR manager will consider it an insult if he is called a personnel officer. If they call him a recruiter, he will grin slightly. And if they ask what the difference is, he will give a lecture on what HR is and what its functions are.

HR stands for Human Resource. Not Research, as most people think. Search is only a small part of what a hiring manager does. And search and selection are also two big differences.

Rersource is the main word in this abbreviation. It is working with human resources, high-quality personnel management, setting priorities, developing employees, drawing goals for them - the main tasks of a manager.

The role of HR

The role of the HR manager in most companies is undeservedly relegated to the background. It is generally accepted that a business is built by the general director, profits come from sales, and the staff comes according to advertisements, on their own.

In fact, advanced corporations have long realized that the HR department should be on the same line as the CEO and operating departments. This is due to the fact that the HR manager must clearly understand the company’s strategy, know what kind of people are needed for the job, what tasks are required to be performed.

The climate in the team, the mood in the workplace - things that seem insignificant, but take up to 30% of the efficiency of departments.

Attitude to business

Almost 85% of employers ask candidates for the role of HR manager the question: who is an HR manager? And many hear the answer that this is an employee who should do good to people and help them find work. No matter how rude it may sound, an employer should not hire such employees.

HR position is clear and understandable, he - right hand business. Without a clear understanding of what the company wants to achieve, what the development plans are and the strategy for their implementation, there will be no quality selection.

A real HR manager is a tough, sometimes tyrannical businessman. You must be able to combine humanity with toughness. In an attempt to be good and kind, afraid of rejecting a candidate, many recruiters never grow beyond the average recruiter. In order to learn how to develop personnel and help the company achieve global goals, you must have will and determination, and consider the company’s goals as your own.

Responsibilities

The HR manager must perform responsibilities 120% or more. In his position, there is no concept of a standardized work schedule; thoughts are always busy searching for the best solution.

Each company has its own job description for an HR manager. However, the main points will always be approximately the same. The HR manager must:

• Study the labor market to find candidates for the required vacancies.
• Navigate the regional market if necessary.
• Establish relationships with professional educational institutions and universities to enter into agreements to attract students to practice with subsequent employment.
• Notify Central Control, educational institutions about available vacancies and staffing needs.
• Evaluate candidates based on the qualifications, business and personal qualities of the applicant.
• Organize certification events for company employees.
• Conduct certification activities and analyze their results.
• Work on the formation of a personnel reserve. The basis for the formation of a reserve can be the results of certifications, selection, analysis of responses to resumes, personnel rotation, results of training of individual employees or internships in relevant positions.
• Participate in reorganizations and personnel changes of personnel and organizational structure of the company.
• Develop and implement various activities aimed at managing the number of employees.
• Analyze the work of staff, suggest ways to improve the quality of staff work.
• Develop and implement motivational programs for personnel at all levels.
• Develop career maps for employees, implement them together with management and staff.
• Conduct long-term planning for employee development, analyze the results and recommend measures to management to improve the quality of personnel.
• Provide consulting support to management on personnel management issues.

Interaction with employees

An HR manager is a multitasking position; in addition to the responsibilities described above, he has a list of additional important functions:

• help employees by answering their questions about the prospects for their personal and professional development within the company;
• select personnel within the timeframe agreed with the customer (immediate supervisor or head of department or division);
• use modern and non-standard methods search, selection of personnel;
• adapt new employees to work in the company, accompany them throughout probationary period;
• receive periodic feedback from the manager about the completion of the probationary period by employees;
• receive feedback from management about the work of employees and their interaction with the team;
• maintain contact with all company employees to provide feedback to management, inform about assigned tasks, and impartial attitude of immediate managers;
• develop a system for assessing personal and business qualities employees;
• submit reports to management within the agreed time frame;
• obey the laws Russian Federation and adhere to them in matters of searching and selecting personnel, preparing vacancy announcements, and conducting interviews.

Personal and professional competencies

Many employers believe that HR is a personnel specialist. The functions of filling out personnel documentation and issuing certificates are transferred to him, and he is given a stack of vacancies that need to be filled.

Unfortunately, most HR employees are unaware of the tools that a professional HR manager has. When approaching the issue of searching for an employee for a vacant position, the HR manager most often misses personal aspects - whether the candidate will fit into the department or whether he will be able to work in a team. Do his career goals coincide with the company's values?

Core competencies

HR Manager Competencies:

• Understanding the company's goals and sharing them.
• Empathy (the ability to empathize). It must be present in doses, otherwise HR will not be able to refuse unsuitable candidates and will quickly “burn out.”
• Result oriented.
• Ability to provide only necessary information.
• The ability to see and hear a person. Often this competence is confused with the ability to “read like a book” of your counterpart. As practice shows, in this case, judgment about a person is more based on stereotypes.
• Stress resistance.
• Analytical thinking.
• Strategic thinking.
• Ability to manage talent.

Personal qualities

The personal qualities of an HR manager should help him in working with people. Too much sensitivity, weakness, and short-sightedness will not allow the employee to efficiently perform the duties assigned to him.

Qualities of an HR manager that are useful in his work:

• communication skills;
• impartiality;
• active life position;
• adaptability;
• strategic thinking;
• ethics;
• self-control;
• self confidence;
• stress resistance;
• attentiveness;
• integrity;
• creativity.

HR rights

An HR manager has equally important responsibilities and rights. The HR manager has the right:

• receive information from senior management about plans for the company’s development in order to form a reserve and personnel search strategy in advance;
• attend management meetings related to changes in personnel policies;
• participate in discussions of issues related to the personnel management system;
• make proposals for talent management;
• interact with all employees, request the necessary information to perform their direct duties;
• manage document flow related to his direct activities;
• inform the head of the structural unit or your direct supervisor about the difficulties that arise in the process of selecting an employee for the position;
• monitor changes in the labor market.

Required skills and knowledge

In your work, HR must be used a large number of modern progressive instruments. Considering what an HR manager does, this knowledge needs to be constantly refreshed and supplemented.

Important skills:

• knowledge of labor legislation, fundamentals of sociology;
• ability to conduct business negotiations;
• literacy;
• knowledge of tools and methods for personnel assessment, the ability to analyze their effectiveness;
• ability to organize;
• planning, quality time management skills.

Where to apply your talents?

Let's look at what the actual work is. An HR manager most often works in an office and a meeting room. Most companies need such employees. Functionally, it can relate to both the personnel department (department) and the operational department. Companies in which cooperation between the operational and HR departments has been established estimate an increase in their profitability and efficiency by 12% (data relates only to indicators of the effectiveness of employees as a human resource).

HR specialists also attend conferences and meetings at universities. Such meetings take place regularly, but the frequency is regulated by the holding of job fairs in the institution itself and the need for young personnel in the company.

People management

An HR manager is, first of all, a huge responsibility. Responsibility to the business, to the staff. A professional employee will never leave the employee potential development map half-finished. The thirst for improving not only oneself, but also the employees of one’s company is fully inherent in HR.

The HR manager is the engine of the company. Understanding his goals and objectives, he supplies high-quality personnel capable of implementing the tasks set by senior management. If the manager does not understand what kind of employee is needed and focuses only on the requirements, without taking into account the peculiarities of the company’s culture or wishes for the employee’s personality, then the vacancy will be closed formally. The time interval between the submission of an application by the head of the department until the end of the internship and the employee’s acceptance into the ranks of the organization is reduced if the HR manager is able to capture the personality characteristics of the candidate and compare them with the personality of the manager.

An HR manager is an essential link in the structure of a large organization.

It doesn’t matter what the position will be called - personnel manager, HR, recruiter. The main thing is how management understands this position and what powers it grants to the employee.

I received a specialized education at the Plekhanov Academy. But then the department of human resource management was merged with general management due to lack of demand. And in general, HR training in universities is so-so. Therefore, people enter the profession simply from humanitarian universities. The best HR people are those who have been leaders in their industry and realized that they are best at managing people.

How is HR different from an employee?
personnel service

The HR department handles documentation. Registers people for work, makes entries in work books, transfers to another position, issues reprimands. The HR service includes many other functions: motivation, training, personnel development, corporate culture and HR brand development. This is working not with papers, but with people, personnel management.

Depending on the staff of the company, HR is divided into different functions. They can be briefly described by the following formula: attract, captivate and involve. In a company of 50 people, one HR handles everything, including office work. A company of 50 thousand people may have an entire HR department. Among them will be specialists in training, motivation, and recruiting. But each of them will be called an HR manager.

About interviews

What should you not do during interviews? Come in sandals with socks. The Runet is littered with recommendations on how to behave during interviews. Everyone reads them, but then makes the same mistakes. On the other hand, sometimes even mistakes that seem fatal are not so in the end. In my career, there were cases when people outright lied during an interview, they were caught, but they were hired anyway - and got an excellent employee. However, I really don’t recommend lying. Everything will be revealed anyway.

No one came to me in pink shorts, with a guitar or a dog. Everything was moderate. Attention is paid to appearance if it is necessary to perform official duties. If a company is looking for a girl at the reception, then an attractive one. And if CEO is looking for a receptionist, it could be an older woman who will be a Cerberus at his door.

I usually ask questions regarding appearance directly: “Your work will involve visiting a client. Are you ready to buy yourself a suit? And if a person came all licked, then vice versa: “Are you ready to go to work every day looking like this?” Not everyone answers in the affirmative. Many admit that they are not ready.

In interviews it is generally necessary ask uncomfortable questions to see how a person behaves V stressful situations

In interviews, you generally need to ask awkward questions to see how a person behaves in stressful situations. My favorite technique is very quick and varied questions, to which I expect a quick answer. For example, the question: “Did you make a profit at your previous job?” Everyone says yes. The next question: “How was the company able to part with you?” Here either a person’s brain turns on or it gets lost.

I also really love business games. They involve six to eight people who come for an interview. They split into teams and trade gems with each other. During the game, the price of gems, that is, market conditions, constantly changes. The task of each player is to maximize their own profit. After three minutes of playing, people forget that they came for an interview. All the most interesting things come out of them. At one of the interviews, I really liked a personable young man. But after five minutes of the game, he began to almost swear at his business partners in the game. I had to give up the idea of ​​hiring him.

It was the other way around. The neat little sparrow girl blew everyone away in terms of sales in the game, and she did it intelligently and correctly. Such a little tank girl. It was impossible to refuse her.

I have never heard of a candidate being driven to hysterics during an interview. Although I once had a similar case. They brought me a boy and told me that he needed to be taken in immediately. I started checking him - and he acted as if he had a temperature of 39, he was terribly stupid. Then he admitted that he wanted to come to work with us so much that he fell into a stupor. In the end they took him - and we did a great job with him.

About salary assignment

The salary of a new employee is planned before the vacancy is announced. Define average around the market and dancing from it. The lower the position, the lower the potential salary range. The salary of a salesperson in a grocery chain may generally be fixed. And, for example, a programmer has a wider fork and more room for bargaining. The company goes beyond the fork only if the candidate is very good.

About adaptation

Adaptation is a probationary period or a little less. Usually this is a tour of the office, meeting colleagues, a welcome book. If there is a mass recruitment into a large company, adaptation groups are formed in which people undergo training and play business games. MTS has a wonderful board game dedicated to their values. They make up the acronym SIMPLE. All beginners play it.

A more advanced adaptation is mentoring. HR finds an employee who takes over the newcomer. In large companies, specially trained people do this.

If a new employee does not get used to the team, you first need to answer the question: does he need to interact with a large number of people? If an HR manager does not join the team, he needs to change his job. What if an accountant wages, then it's not scary.

There are situations when I don't like a person,
but I have to support him and ask management for it

If a person goes to work and realizes that his expectations did not coincide with reality, he should be let go. If the newcomer is good, you can offer him alternative options- another project or position. But if it doesn’t work out, you can’t force it. I was such a newbie myself once. Came in very good company. Everything was great - the salary was good and the people were wonderful. But things didn’t work out in love - and that’s it. Why continue to force yourself?

There are situations when I don’t like a person, but I have to support him and ask management for him. If he is a good professional, my personal sympathy should not play any role.

About motivation

U Maslow's pyramids there are two laws. Until a lower level need is satisfied, it is useless to motivate a person more. high level. If a person is hungry, interesting work and love, then first of all he wants to eat. The second law is that when a lower level need is satisfied, further fulfillment of it ceases to motivate a person. If we feed an employee well, and then offer to feed him again, but at the same time ask him to work better, this will not work. He will say: now provide me with regular feeding, variety and pleasant company at the table.

A salary increase is The best way increase employee motivation for the next three months. After which, performance will drop to the previous level, and the employee will again feel like he is underpaid. The desire of everyone to join the company is not bought, but won through a good atmosphere, recognition of merit, and gratitude.

Salary is a hygiene factor that should always be there. And then the more subtle spheres begin. Companies that work with them invariably win. A person is held at work by several strings: salary, employment contract, interesting tasks, favorite team, career growth, recognition. If one of these strings becomes thinner - for example, salary during a crisis - others will keep him in the company. This was especially evident during the 2008 crisis. The wider the range of motivators a company covers, the less often employees leave it. And if a crisis occurs, such a company has a better chance of staying afloat.

A person is held at work by several strings: salary, employment contract, interesting tasks, favorite team, career growth, recognition

About salary increase

Employers increase wages due to market influences. For example, in the near future, salaries for programmers will jump and grow steadily. The second option is when a person runs out of steam, starts going left, or asks for a promotion. Usually the employer responds by going away to think. He comes back and says: this is how much I can pay you. This is where the bargaining ends. Instead of a salary increase, they may offer an additional day off. Or they reduce the fixed amount, but increase the interest. These clever things captivate many people.

There are also situations of blackmail. A person writes a letter of resignation, at the last moment the management makes him a drop-dead offer - and he remains in the company. But if a person resorted to blackmail once, then this will happen a second and a third time. Confidence in such an employee decreases.

Salaries are rarely raised just like that - except in those companies where annual indexation is adopted. Nobody is surprised by recycling now.

About employee development

HR either trains themselves or organizes training for employees. If you are offered to improve your skills, it is an investment. One large company the clerk continued the contract for a very large amount and came to surrender to the management: “I made such a mess, fire me.” The management was surprised: “We just invested several million in your training. Go to work". If you are sent to study, it means they are definitely not going to fire you.

About the HR brand

HR brand is how a company is perceived by people as a place to work, how attractive or tough it is. An HR brand can be external or internal. External is how applicants see the company. But since there is now a demographic hole and everyone is concerned about the quality and quantity of personnel in the market, companies are focusing their efforts on retaining those who already work for them. This is where the internal HR brand comes into play. This is real marketing to sell the company to our employees. Every day, employees need to be reminded how wonderful their company is, how much it cares about them, and what prospects it provides.

About dismissal

When dismissing, the reasons must be objectively explained. I have not had any cases where there was a risk of a person falling into depression. I have never seen such cases on the market as in the movie “Up in the Air,” where a specially trained consultant conducts a psychological conversation with those who are being fired because they might suddenly jump out of a window. In Russia, everyone is already accustomed to uncertainty, and dismissal is not the tragedy of a lifetime. Usually, everything was resolved during the conversation, getting feedback from the person, and agreeing on whether I was ready to give recommendations.

Usually there is no smoke without fire. Being fired due to professional incompetence is never a shock. Shock happens during crisis situations, like in 2008. Then layoffs happened suddenly. I personally was unlucky then. The company where I worked was voluntarily and compulsorily fired. People were informed that if they did not write a statement now at will, they will receive three reprimands for being late. This has had a terrible impact on the HR brand. I couldn’t do anything except serve as a vest for my colleagues.

In Russia
everyone is already used to it to uncertainty, and dismissal - not the tragedy of a lifetime

About corporate events and fun

The funniest thing happens in interviews when you ask funny questions like “Why are manhole covers round?” The answers are the strangest. The second most fun thing is organization. corporate holidays. To ensure that all employees have a good time, HR needs to do a good job. The most fun corporate event I had happened when I was still a student. It was New Year. I did everything possible functions, starting from ordering a country club and ending with playing the role of the Snow Maiden. It turned out fabulous. After the holiday, I had the feeling that this was one hundred percent my company and my favorite people. And on Monday I returned to work and discovered a pile of tasks that had accumulated while preparing for the corporate event. A week later I quit.

What is a good HR specialist?

It is not necessary to know the Labor Code by heart. There are a lot of help systems where you can take a peek. Oddly enough, half of my colleagues are misanthropes. Although a good HR must love people. HR is the mother spirit of the company. Every employee should have the opportunity to come to the office where HR sits and have a heart-to-heart talk. Complain about your boss, knowing that he won’t get anything for it. Cry into your vest. HR is like a full-time psychotherapist.

Men are especially valued among HR. There are not many of them in the profession, but they are usually very successful. As a rule, men come to HR consciously. They differ from women in having a more structured approach. They don’t drown in the routine, but look forward.

About violations of the law

HR systematically breaks the law when it comes to employee compensation. For example, upon dismissal, a certain amount of salary must be paid. Naturally, no one wants to do this. Dancing with a tambourine begins. Let's write it on your own, otherwise we won't give you a recommendation. Or we threaten with reprimands. It’s even better if the employees are on a gray salary. Can only be paid white part, which will amount to three thousand rubles. No one is going to court.

About what's new in the profession

Firstly, a new direction is “talent management”. When people are viewed not as a resource, but as talents, trying to find something for everyone best use. Secondly, behavior analytics, big data. We try to digitize and analyze human behavior as much as possible. How KPIs are performed, what is written on the corporate portal, how much Email sent per day. Google does the same. They then publish their research. For example, they found that women who returned from maternity leave became the most productive employees. The opportunity to quietly go on maternity leave increased their loyalty.

Thirdly, “gamification”. In some places we turn work into a game to arouse increased interest among employees. This is a combination of already known methods of non-material motivation with IT.

Illustrations: Masha Shishova