New Qualification Handbook designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation of the labor activities of workers in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.
In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Characteristics take into account the latest legislative and regulatory legal acts Russian Federation.
Profound socio-economic transformations Russian society in the conditions of transition to a market economy, they require fundamental changes in the regulation of labor relations, labor organization and regulation of the labor activities of workers.
A change in the technological mode of production based on the widespread introduction of computer technology and information, the increasing role of science and scientific and technological progress as a factor of economic growth, the strengthening of the social orientation of production activities, the implementation of privatization, the development of entrepreneurship, including medium and small businesses, determined the evolution of property relations and types of management in the direction of the diversity and plurality of their forms, the relationship between the employer and the employee, the intensification of their participation in share capital and management, the development of collective bargaining relations.
The program of social reforms in the Russian Federation provides for the creation of economic and social conditions to significantly increase labor productivity, labor activity, development of entrepreneurship and business initiative, as well as the introduction of reliable mechanisms for compliance by enterprises, institutions and organizations of all forms of ownership with legal guarantees provided to employees. The solution to these problems can be achieved through qualitative improvement of systems and methods of leadership and personnel management, the fullest use of the professional and creative potential of workers, the rational organization of their work and increasing its efficiency, as well as competence, discipline, and exactingness. At the same time, in order to overcome crisis phenomena, the formation and effective functioning of the market mechanism, maximum mobilization of economic growth reserves is required, the activation of organizational, economic and socio-psychological factors, compliance with the principles of correct selection, placement and use of personnel based on the establishment and compliance with qualification requirements for them , clear distribution of responsibilities of employees, increasing the level of their professionalism and responsibility of each for the assigned work.
This Qualification Guide for the positions of managers, specialists and other employees (technical performers) is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities, and clear regulation of the labor activities of employees in modern conditions of development of market relations. Being a normative document, the Qualification Directory ensures continuity with the previously valid one.
The qualification characteristics of employee positions used so far were mainly developed and approved ten or more years ago. They reflected the organizational, technical and economic conditions that had developed by that time, and, consequently, the level of professional qualifications, as well as the official division and organization of labor. The task of the developers of the Handbook was not only to create it at a qualitatively new level, to eliminate the shortcomings and gaps identified during the application process, but also to supplement it with the characteristics of positions that appeared in the new economic conditions.
The enormous changes that have taken place over the last decade in economic, social and organizational-technical relations, as well as in the practice of applying current standards of labor organization, what are the qualification characteristics of employee positions, have necessitated their revision and further improvement taking into account the new stage of development of society, new requirements for employees, their knowledge and qualifications.
This Handbook has been supplemented with new qualification characteristics of positions of employees whose functions are related to the formation and development of market economic relations. These, for example, include the qualification characteristics of the positions of auditor, auctioneer, broker, dealer, manager, appraiser, marketing specialist, etc. New characteristics reflect modern requirements and meet the objectives of the reforms being carried out in the country.
Special attention requires a description of the manager's position. In countries with highly developed market economies, managers are professional managers with special education, often obtained in addition to engineering, legal, and economics. Managers carry out qualified management of the activities of the enterprise (top echelon), its structural divisions (middle echelon) or ensure the implementation of certain activities and areas of business (lower echelon).
Top and middle level managers in relation to the current job structure can be considered all managers - directors of enterprises, institutions and organizations and other line managers - heads of workshops and other structural divisions, as well as functional departments.
As for lower-level managers, in the context of the development of commercial activities and small and medium-sized businesses, a need arose to determine their place and functional role as organizers of this activity, ensuring its compliance with the conditions of the external environment (economic, legal, technological and other requirements).
In the conditions of transition to a market economy, the role of workers involved in appraisal activities at facilities belonging to the Russian Federation, constituent entities of the Russian Federation or municipalities. Establishing the value of valuation objects is necessary during their privatization, carrying out accounting, commercial use, which requires the determination of balance sheet, rental, liquidation, insurance, borrowed and other types of value depending on the specific needs and goals. In this regard, the Handbook includes the basic qualification characteristics of the position of an appraiser. Taking into account the demands of life, this edition of the Directory is supplemented by the qualification characteristics of the position of intellectual property appraiser approved by the Ministry of Labor of Russia.
At the same time, there was an objective need to review the current qualification characteristics of traditional positions, introducing significant changes and additions to them in connection with the transformations that have taken place, as well as taking into account the practice of applying these characteristics. In all qualification characteristics, both new and revised, the labor functions of various categories of employees were regulated in order to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on their complexity. When selecting personnel and determining requirements for the level of qualifications of employees, changes made by federal legislation should be taken into account. Thus, for positions whose qualification characteristics require higher education, it is necessary to be guided by No. 125-FZ of August 22, 1996 “On Higher and Postgraduate Professional Education” (Collected Legislation of the Russian Federation, 1996, No. 35, Art. 4135). In accordance with this, higher professional education has three levels: bachelor, diploma, master.
When hiring and conducting certification, one should proceed from the fact that the qualification (degree) “bachelor” is awarded to a graduate of a higher educational institution after 4 years of mastering the basic educational programs of higher professional education; qualification "certified specialist" - after 5 years of mastering the basic educational programs of higher professional education; The qualification (degree) “master” is awarded after 6 years of mastering the basic educational programs of higher professional education.
The qualification characteristics of employee positions included in the Directory have been revised taking into account the Russian Federation, as well as those adopted for recent years legislative and regulatory legal acts.
Each qualification characteristic is a normative document that defines the employee’s labor function and regulates its content, helping to ensure optimal technology for the work performed, rational division of labor, high organization, discipline and order at each workplace, as well as improving the personnel management system. As a regulatory framework, the qualification characteristics of employee positions are intended for use in enterprises, institutions and organizations of various forms of ownership, organizational and legal forms and sectors of the economy, regardless of their departmental subordination.
Based on the qualification characteristics, job descriptions are developed for specific employees, the drafting of which specifies the responsibilities provided for in the characteristics, taking into account the peculiarities of the organization of production, labor and management, and the technology of performing labor processes. At the same time, it is important that both in the qualification characteristics and in the job descriptions of the personnel management service, labor organization and wages, training and advanced training of personnel ensured exact correspondence of the names of positions, professions of workers, positions of employees and tariff categories.
This Handbook includes the qualification characteristics of mass positions that are common to all sectors of the economy and are most widely used in practice. Qualification characteristics of positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.
A new stage in the development and improvement of the entire legal framework of labor relations was the adoption and entry into force of the Russian Federation on February 1, 2002, which legislated the rights and obligations of both employees and employers. The Labor Code pays much attention to the issues of labor regulation of workers, which means the establishment and strict observance of certain rules, regulations and standards in accordance with which the labor activities of personnel are carried out.
Labor regulation of workers and its components - the names of professions and positions determined by the labor function performed, as well as qualification characteristics and qualification reference books - are in close connection with the most important areas of legal regulation of labor - labor relations, employment contracts and wages. Thus, the Code defines labor relations as relations based on an agreement between an employee and an employer on the employee’s personal performance for payment of a labor function (work in a certain specialty, qualification or position), the employee’s subordination to internal labor regulations while the employer provides working conditions stipulated by the labor regulations. legislation, collective agreement, agreements, employment contract.
The Labor Code establishes that one of the essential, i.e. The mandatory conditions of the employment contract concluded between the employer and the employee are the name of the position, specialty, profession indicating qualifications in accordance with the staffing schedule of the organization or a specific job function. If in accordance with federal laws Since the performance of work in certain positions, specialties and professions is associated with the provision of benefits or the presence of restrictions, then the names of these positions, specialties or professions and the qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved by the Government of the Russian Federation.
Thus, determining the content of the employment contract, it establishes the following three important conditions: firstly, in the contract the names of positions, specialties, professions must be indicated in accordance with the labor function that characterizes them, stipulated by agreement of the parties; secondly, the names of positions, specialties or professions, if by federal laws the performance of work on them is associated with the provision of benefits or the presence of restrictions, must correspond to their names and requirements specified in the qualification reference books; and thirdly, these qualification reference books must be approved in the manner established by the Government of the Russian Federation. The plan for the preparation of draft regulatory legal acts of the Government of the Russian Federation necessary for implementation (Order of the Government of the Russian Federation dated April 17, 2002 N 516-r, paragraph 6), in particular, provides for the establishment of a procedure for approving the Unified Qualification Directory of positions of managers, specialists and employees ( Collection of Legislation of the Russian Federation, 2002, No. 16, Art. 1596).
Correct Application in accordance with the qualification directories of job titles, specialties and professions determined by the labor function, ensures that employees entitled to various benefits, guarantees and compensation established by law receive them in the form of: additional leave and a shortened working day for work during harmful conditions labor; preferential pension provision; free provision of special clothing, special shoes and other personal protective equipment, etc.
The Labor Code of the Russian Federation (), along with the instruction on the use of the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS) for tariffication, also provides for the use of the Unified Qualification Directory of Positions of Managers, Specialists and Employees (hereinafter referred to as EKSDS). And if the ETKS of workers has been used in practice for many years in the tariffication of work and the assignment of tariff categories, i.e. Since significant experience in its application has been accumulated, there is currently no Unified Qualification Directory regulating the labor activities of managers, specialists and other employees.
As practice shows, there is now a need, taking into account the accumulated experience and new labor legislation, to revise the current industry tariff and qualification characteristics and qualification reference books for employees, especially those adopted many years ago, to create a Unified qualification reference book for employee positions similar to the ETKS of workers. The General Agreement between all-Russian associations of trade unions, all-Russian associations of employers and the Government of the Russian Federation for 2002 - 2004, in particular, provides for the development of a national system of professional standards, as well as the preparation of proposals with appropriate justification for giving this Qualification Directory a status mandatory for use in organizations, regardless of their organizational legal form and forms of ownership (Bulletin of the Ministry of Labor of Russia, 2002, No. 2, p. 80).
When developing a Unified Qualification Directory for positions of managers, specialists and other employees, it is important to ensure a clear and reasonable establishment general principles pricing of all work performed, primarily in terms of complexity, taking into account the specifics of managerial work and grouping of these works, based on their functional purpose in the management system. Taking into account the peculiarities of the organization of work of employees, determined by the nature and content of the labor functions they perform, the Qualification Handbook must provide a description of the work and determine the requirements for knowledge (education), skills and the necessary experience (experience) for employees who will occupy the relevant positions.
The preparation of the Unified Qualification Directory of positions for managers, specialists and other employees should be based on the accepted division of them into three categories: managers (carry out general and functional management, make management decisions and organize their implementation, coordinate the activities of structural divisions and performers, etc.), specialists ( are engaged in solving engineering, technical, design, economic, information, planning, procurement and other tasks) and technical performers (perform accounting, copying and duplicating work, conduct primary processing and transmission of information, carry out time records, etc.).
The development of a Unified Qualification Directory for positions of managers, specialists and other employees can be facilitated by research work carried out by the Institute of Labor of the Ministry of Labor of Russia, as well as within the framework of its cooperation with scientific organizations of the CIS countries.
Currently, the main industry-wide regulatory document, the use of which creates the possibility of establishing unity in determining the job responsibilities of employees and qualification requirements for them, is the published Qualification Directory of Positions of Managers, Specialists and Other Employees, developed by the Institute of Labor and approved by a resolution of the Ministry of Labor of Russia dated August 21, 1998 . N 37, with amendments made to it. Along with this Qualification Handbook for employees of the public sector, which covers 15 million people, or every fourth employed worker in the country, industry tariff and qualification characteristics (requirements) are applied. Such normative acts defining job responsibilities and other requirements for employees include tariff and qualification characteristics for positions of employees of educational institutions, health care workers, workers of science and scientific services, etc. In a number of sectors of the economy, there are qualification reference books for managers and specialists. An example of such a directory would be
The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of workers and the qualification requirements for them, as well as decisions made on compliance positions held during certification of managers and specialists.
2. The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.
All-Russian classifier of workers' professions, employee positions and tariff categories OK-016-94 (OKPDTR), put into effect on January 1, 1996.
3. The qualification directory contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in manufacturing sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of workers.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the implementation of which does not require another specialty and qualifications.
Where does any company start? From an idea and people who implement it together. Each participant has a specific role, a list of responsibilities and competencies. All this is determined by the position held. This article examines what positions there are in a company depending on the industry and area of activity, the minimum composition of the staffing table, as well as a brief excursion into the responsibilities of management positions, specialists and workers.
What positions can be
Positions in a company are like the roles of actors in a theater - each has its own work scenario, responsibilities, 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;
- working positions.
Each group requires certain knowledge and skills, experience and education.
The most important position
Any group of people united by common goals and interests cannot function normally without a leader. One person or group of people must be at the helm of the company, make important decisions, adjust the course of the organization's development and solve internal problems. In Russian companies, this role is performed by a person occupying the highest position in the company. Depending on the type of company, its legal form, the number of owners and accounting policies, the leading position may be different names. In societies with limited liability- director or general manager. In joint stock companies - the board of directors or shareholders. In agricultural production cooperatives - the chairman.
An LLC can be opened by one person. In this case, the founder of the company and the director can be the same person, make decisions individually and independently manage all processes of the organization. It is already more difficult in OJSC and CJSC. In joint stock companies, directors are elected by the board of shareholders. While carrying out his official duties, he is obliged to listen to the opinions of the company's shareholders.
Managers in the company
A newly opened LLC, whose staff does not exceed two or three people, is unlikely to need large quantities leadership positions. But if the company grows, departments appear that perform fundamentally different functions, and the staff increases to tens or even hundreds of people, then it simply cannot be done without middle managers. A person holding such a position does not have absolute power over subordinates, does not make single-handed important decisions, and does not manage the company as a whole. His task is to monitor the work of his department, coordinate the employment of his people, and resolve issues within his competence. Some of 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 HR department;
- chief accountant;
- head of trade department;
- Head of Purchasing Department;
- Head of Public Relations Department.
Of course, every organization has the right to include in the staffing table positions that are needed specifically in their area. The names of departments and positions of the people managing them may differ, but the functionality of the employees is quite similar.
Chief engineer's work
Chief engineer is a position that is found in organizations that produce products and maintain their own fleet of vehicles or a fleet of specialized equipment: agricultural organizations, factories, factories, transport companies, and so on. The work of a chief engineer requires higher technical education in the organization's field of activity. It is on him that the technical equipment of the enterprise with spare parts, fuels and lubricants, the necessary equipment and machines, and the well-coordinated work of mechanics and maintenance personnel depend. With his proposal, all technical units and their spare parts are purchased, and people who service all these machines and devices are hired. Working as a technical director has similar functionality. In some organizations these are identical concepts.
Production Director
Production Director is a position that makes sense in organizations that produce any product. This official is busy exploring the structure of the market, supply and demand, studying the offers of competitors, determining what needs to be produced, at what prices and in what volumes. The volume and quality of products produced, their price and placement on the sales market depend on the effectiveness of its work. His tasks include finding suppliers of raw materials of appropriate quality and at an acceptable cost, launching the production process, and monitoring it throughout the entire production cycle.
Specialists
Positions in the company are not limited to managers at different levels. Without ordinary specialists, there will simply be no one to manage it. Specialists are usually called applicants with higher or secondary vocational education who have graduated from an educational institution in a certain specialty. In organizations, specialist positions include: accountant, managers in various areas, operations officers, engineers, doctors and others.
Job positions
There are also working 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. It is enough to have physical health and endurance.
