Each employee expects from the employer respect for his rights, paid on time wages and well-deserved vacation. The manager, in turn, expects the employee to clearly fulfill his duties. In addition, any business owner must be legally protected. All these points are regulated by personnel records. Keeping personnel records in an LLC will help you sort through all the relationships with your employees.

HR records management in an LLC is a way of managing personnel and working with an organization's workflow related to personnel. This may be the movement of personnel, settlements with employees and working hours.

Methods of maintaining personnel records

Unlike individual entrepreneurs, personnel management in an LLC is a mandatory component, even if only one participant is registered in the LLC, performing the functions of an accountant and general director. This is explained by the fact that the founder and LLC are two different entities. Therefore, the LLC performs the role of the employer, and the founder - the employee.

HR records management in an LLC is a way of managing personnel and working with an organization's workflow related to personnel.

Accounting can be done in 3 main ways:

1. Take on the role of an HR officer.

If you are not afraid to “start” the process, you have time and your organization is not so big.

2. Hire a personnel officer.

A modern HR specialist must think creatively, be legally savvy and pedantic.

3. Trust an outsourcing company specializing in HR administration.

There are several programs designed for personnel accounting. These are APCS (automated personnel management system), ERP system (enterprise resource planning), personnel records management in the cloud (SaaS). If we talk about software, then this is 1C.

Independent management of personnel records

Step-by-step instructions for maintaining personnel documents:

1. It is necessary to determine the regulatory and information bases that will be required for conducting personnel work.

Most of the documents required for conducting personnel records management are standardized by the decree of the State Statistics Committee of the Russian Federation "On approval of unified forms of primary accounting documentation for accounting for labor and its payment" dated 01/05/2004. Documentation that does not have standardized canons is drawn up in accordance with GOST R 6.30-2003.

• Labor legislation of the Russian Federation (updated every six months).
• Instructions for maintaining work books (approved by the Decree of the Ministry of Labor of the Russian Federation No. 69 of 10.10.2003).
• Decree of the Government of the Russian Federation "On the maintenance of work books" (dated April 16, 2003).

Documents required for enrolling an employee in the state:

• Passport (registration and registration).
• SNILS (pension insurance certificate).
• Military ID.
• TIN (individual tax number).
• Medical policy.
• Specialist Diploma.

The importance of personnel documentation lies in the fact that it allows you to fix legally weighty facts, clearly regulates the rights and obligations of the employee and manager.

Depending on the characteristics of the organization, the package of documents for maintaining personnel records can be expanded. The head, solving personnel issues, can independently take regulations local nature within their powers, if they do not contradict the law.

Depending on the characteristics of the organization, the package of documents for maintaining personnel records can be expanded.

2. It is necessary to draw up the statutory documentation of the organization.

The charter should clearly spell out the conditions for recruiting the director, the terms of the head, the amount of his salary, as well as the procedure for approving the schedule of the work process.

3. You need to register a leader.

The design of the head is the first order on personnel created in the organization. It indicates the date from which the head begins to perform his duties.

4. It is necessary to compile a list of personnel documentation involved in the organization's personnel production.

It includes:

• Regulations of the internal labor regulations of the organization.
• Frame structure.
• Staff schedule.
• Vacation schedule for employees.
• Documentation defining the protection of personal data of employees.

Also, the list of mandatory documents contains labor agreements, work books and a book for recording their movement, a schedule for recording working hours, personal employee cards, personnel orders and grounds for their issuance (applications, reports, acts, notes, etc.), accrual register and payroll, pay slips, job descriptions.

5. Hiring employees.

A package of documents must be filed for each future employee. It remains only to fill out work books, personal cards, arrange the rest personnel documents(on payroll, accounting for vacations, sick leave, business trips; sign an agreement on non-disclosure of the employee's personal data).

According to Art. 419 of the Labor Code of the Russian Federation, non-compliance with labor legislation threatens with a fine of 200,000 rubles.

HR management in an LLC is a very delicate and responsible business. Many legal features that affect the observance of your rights and the rights of employees depend on the correct workflow and the chosen HR program. All personnel documents are legally binding and can be used in court.

Personnel accounting is necessary at any enterprise, regardless of the form of ownership, activity and number of employees. For its competent and qualified conduct, you need to be well versed in labor law, monitor changes in legislation and have skills in the field of personnel records management.

What is accounting of personnel and why is it needed?

An integral part of the activity of each company is personnel records. It is a legally regulated work on registration, accounting and monitoring of the movement of employees of the organization.

HR activities include:

• reception of employees;
• layoffs;
• horizontal (transfer between departments) and vertical (for example, career growth) movements;
• business trips;
• sick leave;
• time sheet;
• vacations (of any kind - annual, without pay, for pregnancy, etc.);
• personal cards for each employee, etc.

It also applies to staffing:

• maintaining military records;
• regulation of labor relations;
• creation and registration of various orders and instructions (for example, on hiring, encouraging an employee, etc.);
• organization of work and other aspects.

All documentation is drawn up only in accordance with the required norms and rules. Some forms are unified, others are established at the enterprise itself.

Competent organization of personnel records solves many problems and tasks of the company. Of course, there are thousands of nuances, but there are basic points that apply to every enterprise.

How to organize and to whom to entrust the maintenance of personnel records?

There are several ways to organize accounting. It all depends on the characteristics of the enterprise and on what choice the manager makes. The most common options:

Create an entire HR department if the company employs a lot of people

And when the staff is small, you can hire one specialist. The advantages of this method are that the work is organized by the manager in the way he likes and is regulated and controlled according to his own principles.

There are also disadvantages: it is difficult to check the professionalism of the hired specialist, so there is a risk that a not entirely competent personnel officer will be hired.

You will have to spend time and money on training or look for another employee.

The advantages of this option for organizing accounting are that if a person was recommended, then (perhaps) he really does the job, that is, he was tested in the case. Of course, with such a personnel officer, you need to negotiate working conditions so that they suit both parties.

Entrust personnel matters to an accountant or a good secretary

Pros: It saves time and money. That is, there is no need to select a personnel officer, and there are no costs for maintaining records.

Disadvantages: the main problem when choosing this method is that employees perform additional work after the main one, which leads to errors, blunders, gaps and an elementary absence required documents. And, of course, here are important professional knowledge on the subject of HR. And if the same secretary has them, then the risk of complications in this case is minimized. And vice versa.

Entrust personnel accounting to an outsourcing organization

good: all personnel activity falls on the shoulders of the outsourcing company, which assumes such responsibility on the basis of the contract. In addition, according to personnel matters there is constant, continuous assistance, the choice of this method significantly reduces costs.

Cons: you need to choose a well-established, serious company, and you also need to establish interaction, create a concept for working with specialists who will work outside the office.
The manager only has to choose the most convenient and suitable way for him to maintain personnel records, weighing all the pros and cons of each method.

Job functions of a personnel worker

They are imposed on the personnel officer in accordance with the instructions and labor agreement the following responsibilities:

This is an incomplete list of duties of a personnel worker, the requirements are approximate. There may be more of them listed (or less), but in total it is these skills and abilities that a personnel specialist must possess.

Personnel accounting: what documents are required?

Normally, each enterprise must have the following types of documents relating to personnel:

• administrative (personal and production orders);
• confirming labor activity;
• information and settlement;
• internal correspondence;
• logs of control and registration.

Some personnel documents without fail must be in the company. These include:
PVTR (internal labor regulations);

All documents are stored for a certain number of years. Are regulated:

• article or section of the Labor Code;
• resolution of the State Statistics Committee;
• Federal Law and other regulations.

If something (instructions, orders, etc.) is not available, then this fact will need to be corrected. In general, one of the principles of the work of a personnel officer is timeliness. It greatly facilitates workdays and even gives legal force to some acts. This is actually very important - not to run the current business. Otherwise, they tend to grow like a snowball.

Organization of personnel records: how to conduct, where to start?

Having settled in a new place as a personnel officer, first you need to revise the mandatory documentation. If it turns out (and it happens) that some important papers from the list are missing, then they need to be restored. Of course, it will not be possible to carry out such work in one day.

Therefore, it is necessary to highlight the most important positions and start from them. Check for availability and literacy in the design (and if you need to correct or draw up a new document): staffing, vacation schedule, employment contracts, orders, records in labor.

Keep records of employment contracts, orders for personnel. Create a workbook registration book. Understand personal cards (T-2). Work with local regulations.
The main thing is to complete all current documents on time. Work based on Labor Code and business rules. And do not destroy papers on personnel. The time of their storage is approved by the Federal Archives (“List ...” dated 06.10.2000).

All accounting documents are needed for the transparency of labor relations. The personnel system establishes norms and principles that provide stability for the employees of the organization, and administrations create favorable conditions for personnel management.

Accounting automation - 1C: the benefits of working with the program

Keep personnel records, especially in big company- This is an incredibly responsible and huge work in its scope. But here mistakes are unacceptable! But today there is a way to automate the activities of personnel officers, which can greatly facilitate and simplify the work of the department, improve activities, significantly reducing the risk of errors.

With the help of the 1C program, you can keep records in accordance with legal requirements. The database provides reliable storage of the necessary information on employees. As it accumulates, it becomes possible to build various reports that can help in analyzing the work and developing new directions. For example, reports might look like this:

• staff turnover rate;
• personnel statistics;
• movement of workers, etc.

The program helps to solve almost all problems and tasks of personnel accounting. The head of the enterprise, thanks to 1C, has the opportunity to receive information about the state of affairs in this department, analyze and make the right management decisions. And also automation allows you to synchronize the activities of several company services (accounting, personnel, accounting department), which improves work efficiency, and also creates all conditions for timely payment of salaries.

What psychological may be needed? This article will tell you about all the secrets of tests.

To conduct a tax audit, read the article: all the secrets of choosing a tax audit specialist.

Conclusion

So, summing up, we can note the following:

• Personnel accounting is an essential part of the work of any enterprise.
• There are several ways to organize accounting. The choice is up to the leader.
• The duties of a personnel worker are determined by the instruction and the employment contract.
• There is a list of documents related to personnel work that must be present in every company. And you should start your career in the personnel department by checking these particular documents.
• Keeping records is much easier if it is automated.

Personnel accounting is the core for normal and effective work any enterprise. Therefore, it must be approached with all responsibility.

In contact with

In this article, we will not provide samples of filling out forms, processing other documents, or texts of regulatory documents that an organization should have. Let us dwell only on the sequence of work on the organization of personnel records management in a company from scratch.

Normative base

When organizing HR records management from scratch, you will need the following regulatory documents:

GOST R 6.30-2003 “Unified documentation system. Unified system of organizational and administrative documentation. Documentation requirements.

Labor Code Russian Federation(in order not to get confused in changes and additions, it makes sense to acquire a new text of the Labor Code with changes about once every six months - unless, of course, your organization has a legal reference system that is regularly updated).

Instructions for filling out work books, approved by the Decree of the Ministry of Labor of Russia dated 10.10.2003 No. 69.

Rules for maintaining and storing work books, preparing forms work book and providing employers with them, approved by Decree of the Government of the Russian Federation of April 16, 2003 No. 225 (as amended on May 19, 2008).

Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1 "On approval of unified forms of primary accounting documentation for accounting for labor and its payment."

The list of standard management documents generated in the activities of organizations, indicating the periods of storage, approved by the Federal Archives on October 6, 2000 (as amended on October 27, 2003).

In addition, the book by Ya.E. Varlamova and E.A. Kosheleva "Personnel records management from scratch" (Moscow: Professional publishing house, 2008).

note

Many forms of documents in personnel records management are unified by the Decree of the State Statistics Committee of Russia of 01/05/2004 No. 1 "On approval of unified forms of primary accounting documentation for accounting for labor and its payment." You can find it in any legal reference system (Consultant Plus, Guarantor, Code) or on the Internet, there are also ready-made forms from this decree that you just need to copy to your hard drive. Documents for which there are no unified forms must be drawn up in accordance with GOST R 6.30-2003 “Unified Documentation System. Unified system of organizational and administrative documentation. Documentation requirements.

Step 1: we develop documents that must be in the company without fail

Most often, the organization of the personnel business of production begins with the development of all kinds of regulations and instructions, and rightly so. The regulatory documents that must be in the company without fail include:

internal labor regulations;

regulation on the protection of the employee's personal data;

regulations on labor protection and fire safety.

Everything else will have to wait: it is possible to take on the development of documents that are optional only when the mandatory documents are drawn up.

Step 2: adjust the staffing

Most likely, the company has already developed a staffing table, there is a staff of employees who successfully perform their tasks, with whom employment contracts have been concluded, orders for hiring have been issued and entries have been made in work books. But, as practice shows, these documents are not always drawn up correctly.

Ask the accounting department for information about the salaries of employees and the names of their positions - based on these data, you need to reconcile the staffing table.

It should be noted that the names of positions in the staff list do not always coincide with the actual positions of employees. The accounting department does not really need this information for transferring payments and taxes, but programs like 1C require filling out a section with such information, and sometimes a position is entered that does not correspond to the actual one. Therefore, before the approval of the staffing table, it is necessary to clarify the names of employees' positions with the heads of departments, company management or the employees themselves.

You can also ask accountants for personnel numbers of employees. If accounting is automated, then personnel numbers are assigned by the program, if not, then you will have to assign them yourself, starting with the employee who works the longest and ending with the one who came to the organization the latest. After the dismissal of an employee, it is better not to transfer his personnel number to anyone: let all numbers be unique and assigned to only one person who has ever worked in the company.

While accountants are preparing a summary of employees, you need to check the status of the personal files of employees and their personal cards, if they were kept, and also find out what documents are missing in the personal file of each employee. Each employee needs to write a memo about the copies of which documents need to be conveyed.

Step 3: check the compliance of information in the staff list and employment contracts

After the staffing table is drawn up, it is necessary to verify the information in it with the data in the employment contracts. If the information differs (usually the salary is incorrectly indicated or simply “Salary according to the staff list” is indicated, which is a violation of the Labor Code of the Russian Federation and may entail penalties; the dates of signing the contract fall on a day off; the signature of the representative of the Employer does not correspond to the person declared as a representative - for example, his deputy signed instead of the general director), then the contracts must be redone. In this case, one should proceed from the fact that an agreement signed by an unauthorized person, in fact, is not an agreement; in other words, there is no written employment contract. Therefore, it must be issued, of course, the current (genuine) date. In all other cases, additional agreements are made to the employment contract, which supplement the employment contract with new conditions or clarify (change) those conditions that were indicated incorrectly.

If the contract is executed correctly, but changes were made later (an increase in salary, transfer of an employee to another job), then additional agreements must be drawn up for each case for each employee. Employment contracts and additional agreements are prepared in duplicate, one of which remains with the company, and the second is given to the employee.

Step 4: check the correctness of the execution of personnel orders

Next, you need to check the availability and correctness of execution of orders for hiring, moving employees (if any), etc. (dates, signatures, information contained in them). Orders must comply with the content of the employment contract concluded with employees and the staffing table. They must be signed not only by the head of the company, but also by the employee himself. If there are no orders for hiring or transferring working employees or they are issued with violations, they must be restored, redone or “signed additionally”. By law, you are not responsible for what happened before you, but the employee has the right to require a copy of such an order, and he must provide it.

Step 5: check the correctness of maintaining work books

The next stage of work is to check the availability of work books. Books of all registered employees must be kept in the company. If you find books of retired employees, then you need to send a registered letter with a return receipt to the owners of the books with a request to come for a work book or give an address where it can be sent. After receiving a response, the work book must be sent by registered parcel post with a return receipt. If there is no answer, just put a notice of receipt of the letter in the work book. Labor books of non-working employees must be kept separately from the rest until required, but not less than 50 years.

If there is no record of employment or transfer in the work book, do not rush to do it. First, carefully read both documents regulating the filling out of work books: Instructions for filling out work books and the Rules for maintaining and storing work books, preparing work book forms and providing employers with them. And only when you are confident in your knowledge, you can start making entries in the work book. Remember: an incorrectly executed entry can lead to the fact that the employee may not be credited with the length of service in the company in which the incorrect entry was made.

Step 6: we draw up personal files or personal folders of employees (if they have not been kept before you)

Be sure to issue personal cards for employees in the form No. T-2. Today, many programs allow you to fill out form No. T-2 on a computer and print it on plain paper, which is what some personnel officers use. However, state archives still accept personal cards only on thick, “half-cardboard” paper. Therefore, if your organization is a source of acquisition of the state archive, buy forms No. T-2 at the stationery store in required quantity or purchase the appropriate paper to print them.

Personal cards are filled in by a personnel officer - such an instruction is contained in the instructions for the use of unified forms (Decree of the State Statistics Committee of Russia dated 01/05/2004 No. 1).

Copies of documents received from employees (passports, insurance certificates, etc.) must be placed in “files” folders, after which an inventory of each case is made, and your personal folders are formed. You can also attach copies of orders and contracts to them so that all information about the employee is in one place, but this is not necessary. Photos of employees can be glued to personal cards.

Often, personal files are put inside form No. T-2, which is not true: personal cards should be stored separately from all other documents.

New documents and copies are added to the personal folder as they become available.

Step 7: draw up the necessary accounting books or journals

The book of accounting for the movement of work books and inserts in them and the income and expenditure book for accounting for the forms of the work book and inserts in it can only be kept in paper form. Since these are journals of accounting for strict reporting forms, each page of the book is numbered, and it itself is stitched and sealed with the seal of the organization.

Step 8: Schedule Vacations

Two weeks before the new year, the organization must approve the vacation schedule. Work on it should begin in November. If the company is small, you can interview employees about when they would like to go on vacation, if it is large, send a letter to the heads of departments asking them to provide such information for their department.

When scheduling vacations, make sure that when employees of a small department go on vacation, the direction would not remain unclosed. For example, if there are only two sales managers in a company, then their vacations should not coincide in time, even partially, moreover, between these vacations there should be a period of joint work - to transfer cases from one manager to another.

If you yourself interview employees about the time of going on vacation and a conflict arises over who and when goes, do not try to solve it yourself - bring the information to the attention of management and draw up a schedule in accordance with the decision of management. If you are requesting information through department heads, trust the decision contentious issues them. It usually takes one to three weeks to collect information for scheduling vacations.

After registration, the vacation schedule must be submitted for approval to the head.

Two weeks before the start of the vacation, it is necessary to notify the employee of its occurrence and issue an order to grant the vacation. The start time of the vacation can be changed by agreement of the employee with the manager. If at the time of the start of the vacation the employee fell ill and provided a sick leave, it is necessary, at his request, to postpone the vacation to another time convenient for him. All these changes are made in the corresponding columns of the vacation schedule. And do not forget that an employee cannot go on vacation for two years in a row and the mandatory paid vacation can be replaced monetary compensation only in case of dismissal of an employee.

Step 9: we form personnel files

Cases can be completed on the following topics:

“Orders on personnel (hiring, dismissal, transfer, bonuses, promotion, leave without pay, sending on long business trips and business trips abroad)” (shelf life - 75 years);

"Orders on personnel (regular and study holidays, duty, penalties, short-term business trips within Russia)" (shelf life - 5 years);

"Employment contracts";

"Personal things";

"Personal cards";

"Regulatory documents of the company (regulations, instructions)";

“Correspondence on personnel matters with government agencies and commercial organizations" and etc.

Vacation schedules, duty schedules, staffing schedules are more conveniently separated into separate cases and stored in thin folders.

It is more convenient to store personal files and personal cards in alphabetical order in accordance with the names of employees, all other documents - in chronological order as the document arrives.

Orders on a personal basis have two retention periods: 5 and 75 years, therefore they are divided into at least two cases (all orders that are not listed with a 5-year retention period have a retention period of 75 years).

If the company is large enough and more than 250 sheets are formed in a file within one year, then it must be divided into several files or into volumes (for example: “Employment contracts (A-K)”, “Employment contracts (L-Z)”; “ Orders on personnel (regular and study leave)”, “Orders on personnel (duties, penalties, short-term business trips within Russia)”).

When forming cases, it is necessary to use sections 7 and 8 of the List of standard management documents generated in the activities of the organization, indicating the retention periods.

Step 10: draw up a nomenclature of cases

The nomenclature of cases can be drawn up separately according to personnel documents or included in the general nomenclature of affairs of the organization.

In general, the process of forming cases and drawing up a nomenclature in personnel office work is no different from the formation of cases and drawing up a nomenclature in general office work.

And only after all the stages, it is possible to start developing job descriptions, staff regulations and other optional (not mandatory from the point of view of the Labor Code of the Russian Federation) local regulations.

Yu.V. Eremeeva,
head of office, member of the Club of Professional Secretaries

Quite often there is a situation when a company has just opened, has a small staff, but there is nothing other than employment contracts. Often this happens in a company that has been on the market for several years, but nevertheless does not pay due attention to documenting labor relations. However, the absence of documents prescribed by labor legislation may lead to the imposition of administrative fines. This article will be useful for novice personnel officers or accountants who, in addition to their work, were also assigned to conduct personnel records management.

Normative base

For proper organization personnel records management, it is necessary to stock up on laws and other regulatory legal acts in the field of labor law, as well as special literature. A specialized software product will greatly facilitate the maintenance of personnel records: it contains almost all the necessary forms of documents. In any case, you will need, in particular:

- Labor Code;

- Rules for maintaining and storing work books, making blank work books and providing employers with them, approved by Decree of the Ministry of Labor of the Russian Federation of April 16, 2003 N 225 (hereinafter referred to as the Rules for maintaining and storing work books);

- Instructions for filling out work books, approved by the Decree of the Ministry of Labor of the Russian Federation of October 10, 2003 N 69;

— Federal Law No. 152-FZ of July 27, 2006 “On Personal Data” (hereinafter referred to as the Law on Personal Data);

— Federal Law No. 98-FZ of July 29, 2004 “On Commercial Secrets” (hereinafter referred to as the Law on Commercial Secrets);

- Regulations on the specifics of sending employees on business trips, approved by Decree of the Government of the Russian Federation of October 13, 2008 N 749;

- Decree of the State Statistics Committee of the Russian Federation of 01/05/2004 N 1 "On approval of unified forms of primary accounting documentation for accounting for labor and its payment" (hereinafter - Decree N 1);

— A list of typical managerial archival documents generated in the course of activities government agencies, local governments and organizations, indicating the periods of storage, approved by Order of the Ministry of Culture of the Russian Federation of 08.25.2010 N 558;

- The procedure and forms of accounting for employees leaving on business trips from the sending organization and arriving at the organization to which they are seconded, approved by Order of the Ministry of Health and Social Development of the Russian Federation of September 11, 2009 N 739n;

- Decree of the Government of the Russian Federation of July 22, 2008 N 554 "On the minimum amount of wage increases for night work";

- Decree of the Government of the Russian Federation of December 24, 2007 N 922 "On the peculiarities of the procedure for calculating the average wage";

- Lists of positions and works substituted and performed by employees with whom the employer can conclude written agreements on full individual or collective liability, as well as standard forms of such agreements, approved by Decree of the Ministry of Labor of the Russian Federation of December 31, 2008 N 85;

- Regulations on military registration, approved by Decree of the Government of the Russian Federation of November 27, 2006 N 719, and Guidelines of the General Staff of the Armed Forces of the Russian Federation dated 04/11/2008 on maintaining military records in organizations.

In addition to regulatory documents, it would not hurt to study founding documents companies. It is in them that the procedure for hiring the head of the organization and setting his salary can be determined. Quite often, it is in the charter that the procedure for hiring key executives is prescribed.

We determine the list of required documents

After you study the regulatory documents in the field of labor law and personnel records management, you will get an idea of necessary minimum which must be drawn up and maintained in any organization. It:

- internal labor regulations (Articles 189, 190 of the Labor Code of the Russian Federation);

- staffing (Art. 15, 57 of the Labor Code of the Russian Federation);

- vacation schedule (Article 123 of the Labor Code of the Russian Federation);

- Regulations on the protection of personal data (Articles 86-88 of the Labor Code of the Russian Federation);

- employment contracts (Art. 16, 56-59, 67 of the Labor Code of the Russian Federation);

- work books (Articles 65, 66 of the Labor Code of the Russian Federation);

- job descriptions (if official duties employees are not specified in employment contracts);

- a book of accounting for the movement of work books and inserts to them, an income and expense book for accounting for forms of a work book and an insert to it (paragraphs 40-41 of the Rules for maintaining and storing work books);

- personal cards of employees (clause 12 of the Rules for maintaining and storing work books);

- payslip (Article 136 of the Labor Code of the Russian Federation);

- orders (on hiring, dismissal, vacations, sending on a business trip, etc.) (Articles 62, 68, 84.1, 193 of the Labor Code of the Russian Federation, etc.) and the grounds for their publication (statements, acts, memos, agreements etc.);

- regulation on remuneration and bonuses (part 2 of article 135 of the Labor Code of the Russian Federation);

- statements, notes-calculations and other documents related to the calculation and payment of wages, vacation pay, compensation for unused vacations, "settlement" upon dismissal.

It is clear that the documents required by law will have to be drawn up in any case. But regarding other documents, you should ask the management (which of the optional documents may be needed for the company). Also, in advance, you can clarify with the manager what special conditions he wants to see in the internal labor regulations, other local regulations, and forms of employment contracts.

Note!According to Art. 16 of the Federal Law of December 26, 2008 N 294-FZ "On the protection of the rights of legal entities and individual entrepreneurs in the implementation state control(supervision) and municipal control” the organization must keep a register of inspections of a legal entity, an individual entrepreneur, carried out by state, municipal control and supervision.

Of course, the above list is incomplete and, under certain circumstances, other documents must be developed and executed. For example, if it is planned that individual workers will sometimes work outside the normal working hours, it is necessary to approve the list of positions of workers with irregular working hours (Article 101 of the Labor Code of the Russian Federation). In addition, taking into account the specifics of the organization's activities, it may be necessary to:

- Regulations on certification and related certification documents, if the employer conducts certification of employees (part 2 of article 81 of the Labor Code of the Russian Federation);

- a provision on trade secrets, if labor contracts with employees establish their obligation to keep trade secrets (Articles 10, 11 of the Law on Trade Secrets);

- agreements on full liability (if such liability was established for employees in a contractual manner);

- a collective agreement (if at least one of the parties (employees or employer) takes the initiative to conclude it).

Compiling separate documents

Since all labor relations must be documented, when developing local regulations and other personnel documents, it should be remembered that their provisions should not worsen the position of the employee in comparison with the established labor legislation. The norms of local regulations that worsen the position of employees or adopted without complying with the provisions of Art. 372 of the Labor Code of the Russian Federation on the procedure for taking into account opinions representative body employees (if any) are not applicable. This is emphasized in Art. 8 of the Labor Code of the Russian Federation.

So, first of all, you need to draw up a staffing table. This document is used to formalize the structure, staffing and staffing of the organization in accordance with its charter, which contains a list of structural units, job titles, specialties, professions indicating qualifications, information on the number of staff units. It is drawn up according to the unified form T-3, approved by Resolution No. 1.

Note.In connection with the entry into force in 2013 of the Federal Law of December 6, 2011 N 402-FZ "On Accounting", the forms of documents contained in the albums of unified forms of primary accounting documentation are not mandatory for use and employers can independently develop required forms. If the organization decides to introduce its own forms of documents, we still recommend taking the previously approved unified forms as a basis and making changes to them by including or removing additional lines or columns. Do not forget to fix the use of new forms of primary accounting documentation in the accounting policy.

Taking into account the wishes of the management, it is necessary to fill in all the necessary columns in the staffing table, check it for compliance with labor legislation and submit the finished version to the management for approval. Usually, a local act is approved by an order or instruction, to which a reference is made in the corresponding attribute. Also, a local normative act can be approved by affixing the stamp of approval to the document with the personal signature of the head of the organization or a person authorized by him.

The next important document is the internal labor regulations. According to Art. 189 of the Labor Code of the Russian Federation, this local normative act regulates the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to an employment contract, working hours, rest time, incentives and penalties taken against employees, as well as other issues of regulating labor relations with this employer. The document may include the following sections: employment, basic rights and obligations of employees, rights and obligations of the employer, working time and rest time, incentives, responsibility for violation of labor discipline.

After agreeing with the management of all the nuances and checking the provisions of the internal labor regulations for compliance with the current labor legislation, this local act is also submitted for approval to the head.

The regulation on the protection, processing and storage of personal data also needs to be developed and put into effect as soon as possible. This is due to the fact that the employer is obliged to take measures necessary and sufficient to protect the personal data of employees, and regulate the mechanism for their receipt, processing, storage and protection. This follows from Chap. 14 of the Labor Code of the Russian Federation and the Law on Personal Data.

In this provision, it is necessary to establish in what ways personal data is obtained, in what order the personal files of employees are formed and maintained, as well as to determine the rights and obligations of employees, methods of accounting, storage, transfer and protection of their personal data.

Note!It is necessary to resolve the issue of who will keep work books. If there is no personnel officer yet, the head of the company must take responsibility for maintaining, storing, accounting and issuing work books by issuing an appropriate order. Subsequently, the director may transfer these powers to the accepted personnel officer (also by issuing an order). Such an appointment is required by paragraph 45 of the Rules for the maintenance and storage of work books.

In addition, it is desirable to develop a standard form of an employment contract that will be concluded with employees. Recall that art. 57 of the Labor Code of the Russian Federation, which defines the list of information and mandatory conditions to be included in it, as well as other articles of the Labor Code (for example, articles 58, 59, 64.1, 70, 282, etc.).

In addition to the development of local acts, staffing, vacation schedules, etc., you need to prepare other documents that will be needed in the future for personnel work. These are various accounting books, registration journals, timesheets, order forms, liability agreements, etc.

Separately, let's talk about documents on labor protection, since this is an important part of labor legislation. In the future, when the organization grows to ensure compliance with labor protection requirements, to monitor their implementation, an occupational safety service may be created or a position of an occupational safety specialist with appropriate training or experience in this field may be introduced. In the meantime, the company is small, the responsibility for ensuring safe conditions and labor protection is assigned to the head.

Article 212 of the Labor Code of the Russian Federation enshrines the provision that it is the employer who is obliged to ensure the development and approval of rules and instructions on labor protection for employees. On May 13, 2004, the Ministry of Labor approved Methodological recommendations for the development of labor protection instructions to help employers, according to which labor protection instructions for an employee should be developed based on his position, profession and type of work performed by him.

Normative acts introducing any new forms of documents in this area, in recent times was not accepted, so we list the main ones that should be in every organization:

— regulation on labor protection in the organization;

- an order to appoint a responsible person in the organization (in the absence of a labor protection engineer);

— instructions for labor protection;

— registers for the registration of briefings on labor protection;

– programs for conducting various types of briefings on labor protection;

- program production control;

- other documents.

Organizing and storing documents

Article 17 of the Federal Law of October 22, 2004 N 125-FZ “On Archiving in the Russian Federation” obliges companies to ensure the safety of documents generated in their activities, including documents on personnel. We believe that the safety of documents without the organization of their storage is impossible. To store and use documents generated in the personnel department, you need to systematize them.

In order to streamline the documents generated in the process of personnel records management, a nomenclature of cases is compiled - a systematized list of the names of cases filed in the organization, indicating the periods of their storage in the prescribed form. Such a definition is contained in GOST R 51141-98 “Office work and archiving. Terms and Definitions”, approved by the Decree of the State Standard of the Russian Federation of February 27, 1998 N 28, and the Basic Rules for the Operation of Archives of Organizations, approved by the Decision of the Collegium of the Federal Archives of February 6, 2002. The form of the nomenclature both for structural divisions and for the entire organization is given in the named rules for the work of the archives of organizations.

Making a job offer

First of all, you need to formalize an employment relationship with the head of the organization. For this, an employment contract is concluded with him. It is drawn up in two copies, one of which remains with the head, and the other - in the organization (this is noted on the copy of the employer).

On the basis of an employment contract, an order is issued, since in accordance with Art. 68 of the Labor Code of the Russian Federation, employment is formalized by order (instruction) of the employer. The form of the order is approved by Resolution No. 1. However, if the head is the only member of the organization, then hiring is formalized by an order for taking office, which is issued by the director himself on the basis of a concluded employment contract. In the future, he also issues orders on the assignment of the duties of the director to the deputy (another employee) in case of departure on a business trip or vacation. These are the explanations of Rostrud given in the Letter dated 12/19/2007 N 5205-6-0.

The work book for the head is filled in by the person responsible for maintaining work books. At the same time, a job entry must be made after five days of work of the head (clause 3 of the Rules for maintaining and storing work books). The basis for making an entry is an order (instruction) or other decision of the employer, according to which the employee was hired (for example, the minutes of the meeting of participants).

Do not forget to get a personal card, enter information into the book of accounting for the movement of work books and inserts to them and (if necessary) to the income and expense book for accounting for forms of work books and inserts to them.

In addition, it is necessary to send to the appropriate military commissariat and (or) local authorities information about the citizen being hired, who is subject to military registration (clause 32 of the Regulation on military registration). A document that is sent to the military commissariat and (or) local governments is registered in the manner prescribed by the employer (for example, in a journal (book) for registering outgoing documentation).

Now you can hire other workers. The procedure is similar, just recall that the employee must be familiarized with the local regulations relating to his labor activity (this is indicated in Article 68 of the Labor Code of the Russian Federation). We recommend documenting the acquaintance. For this, accounting books, registration journals or familiarization sheets will come in handy.

Finally

Summing up, we note that after the proper organization of office work, paperwork will not take much time and a phase of everyday work will begin for a personnel worker: you will need to keep a time sheet, draw up a vacation schedule, take incentives and penalties, arrange business trips, transfer, combine , dismissal and much more. And on the pages of the magazine we will tell you how to do it right.

office work in personnel work

INTRODUCTION 1 THEORETICAL FOUNDATIONS OF OFFICE MANAGEMENT IN HR WORK 1.1 Documentation system in personnel records management 1.2 Mandatory personnel documents formed in personnel service enterprises 2 WORKSHOP PRACTICE IN HR WORK ON THE EXAMPLE OF CJSC "POLYGRAPH" 2.1 General characteristics of office work in the personnel work of CJSC "Polygraph" 2.2 Orders on personnel and their registration in CJSC "Polygraph" 2.3 Leader resolution 2.4 Making entries in work books. Filling out a personal card 3 OPTIMIZATION OF OFFICE MANAGEMENT IN THE HR DEPARTMENT CONCLUSION LIST OF USED LITERATURE ATTACHMENT 1 APPENDIX 2 APPENDIX 3 APPENDIX 4 APPENDIX 5 APPENDIX 6

INTRODUCTION

A feature of modern labor law is the expansion of contractual regulation of labor relations. Many of the issues that were previously resolved centrally can be the subject of consideration of a collective agreement, agreement, labor contract. Yes, Art. 179 of the Labor Code of the Russian Federation defines a specific list of employees who are given the preferential right to be left at work with a reduction in the number or staff of employees, and at the same time indicates that the collective agreement may provide for other categories of workers who enjoy the preferential right to remain at work with equal labor productivity and qualifications.

The tasks of the personnel service have now increased due to the fact that the Labor Code of the Russian Federation attributed local regulations to the sources of labor law: orders and other documents containing labor law norms. It should be borne in mind that in cases provided for by the Code, other federal laws and other regulatory legal acts of the Russian Federation, a collective agreement, agreements, the employer, when adopting local regulations, must take into account the opinion of the representative body of employees. All of the above explains the relevance of this work.

The aim of the work is to study office work in personnel work.

The tasks of the work are

• consider theoretical basis organization of office work in personnel work;
• to study the organization of office work in personnel work on the example of CJSC Polygraph;
• to consider methods for optimizing the organization of office work in the personnel work of CJSC Polygraph.

The subject of the work is the organization of office work. The object of the work is CJSC "Polygraph".

1 THEORETICAL FOUNDATIONS OF OFFICE MANAGEMENT IN HR WORK

1.1 Documentation system in personnel records management

When applying for a job, a citizen enters into an employment relationship with an organization or an individual entrepreneur. The content of these relations is the mutual labor rights and obligations of employers and employees. The employer is obliged to provide the employee with work stipulated by the employment contract, ensure working conditions and pay wages in a timely manner, and the employee must personally perform labor function determined by the employment contract, subject to the rules of the internal labor regulations.

Labor legislation provides for documenting the relationship between the employee and the employer, as well as between the job seeker and the employer (a written refusal to hire). Correct design the emergence, change and termination of labor relations is important for each employee, not only during the period of work, but also after dismissal.

Work with personnel requires the employer to solve many managerial problems: recruitment, adaptation of new employees, assessment of the activities of employees, improvement of their qualifications, labor motivation, etc. Personnel management also leads to the creation of numerous documents 1 .

In view of the foregoing, all personnel documentation can be divided into two groups:

• documents related to labor relations (for example, employment contracts, personnel orders, employee personal cards, employee applications, vacation schedules, shift schedules, etc.);
• documents related to personnel management (HR plans and reports; regulations on recruitment, employee adaptation, personnel assessment, etc.; questionnaires, tests, professiograms, personograms, etc.) 2 .

HR records management traditionally includes documents related to labor relations, most of which are necessary for processing such procedures as hiring, transfer to another job, dismissal, vacation, business trip, etc.

When documenting labor relations, numerous organizational, administrative, accounting, information and reference and other documents of various types and varieties are created. These documents can be divided into two groups:

• local regulations of the organization related to labor relations;
• documents related to the accounting and movement of personnel.

Local regulations are documents of an organization containing labor law norms (part 1 of article 8 of the Labor Code of the Russian Federation), for example, internal labor regulations. Training certain types local regulations are provided for by the Labor Code of the Russian Federation. Such documents are mandatory for application (for example, vacation schedule). Documents not provided for by the Labor Code of the Russian Federation are advisory in nature and are developed at the discretion of the organization (for example, the regulation on the structural unit of the organization).

A number of local regulations provided for by the Labor Code of the Russian Federation should be applied by all employers, including individual entrepreneurs. Such acts include: staffing, internal labor regulations, vacation schedule, regulation on remuneration, regulation on the procedure for processing personal data of employees.

Some local regulations provided for by the Labor Code of the Russian Federation are mandatory for use only by those employers who have the appropriate features of the organization of labor and work with personnel, for example, a shift schedule, a provision on certification, a provision on labor rationing, a provision on a shift work method, a provision on apprenticeship, a list positions with irregular working hours, etc.

Documents related to the accounting and movement of personnel include: documents that an employee presents when hiring, and documents created for specific personnel functions.

Documents required for employment include:

• identity documents;
• documents confirming the length of service, work experience;
• documents confirming the level of education and qualifications;
• documents related to state pension insurance;
• military registration documents;
• documents (if necessary) required taking into account the specifics future work(e.g. health certificate, driver's license, etc.) 3 .

Documents created for specific HR functions include:

• contractual documents: labor contracts, agreements of the parties, additional agreements to labor contracts, apprenticeship contracts, contracts on full individual liability, contracts on full collective (team) liability;
• administrative documents: orders (instructions) on personnel;
• reference documents: statements of employees, reports and explanatory notes, protocols, acts, etc.;
• primary accounting documents: personal cards of employees, timesheets, notes, calculations for granting holidays and dismissal 4 .

Simultaneously with the documents, books, magazines, cards are drawn up, in which the documents drawn up in the organization are taken into account (registered): a book of accounting for the movement of work books and inserts in them, an income and expense book for accounting for forms of work books and inserts in them, books of registration of employment contracts, orders, personal cards of employees, personal files, etc.

Thus, personnel records management is a set of procedures for the preparation, execution, processing, execution, formation, storage and use of personnel documentation.

At present, after the entry into force of the Labor Code of the Russian Federation, the following main changes have occurred in personnel records management:

• some traditional personnel documents have ceased to be mandatory, long years mandatory (for example, an application for employment);
• new documents mandatory for the employer have appeared (for example, documents fixing the procedure for working with personal data of employees);
• the total number of documents processed in the personnel service has increased (for example, documents when applying for annual paid leave);
• the range of documents that must be brought to the employee against signature has expanded;
• a number of documents adopted by the employer require taking into account the opinion of the representative body of employees;
• personnel documentation should be freely presented to state labor inspectors when they check compliance by employers with labor laws 5 .

The preparation of personnel documentation continues to occupy most of the working time of HR specialists and often causes serious trouble during inspections and conflict situations. An analysis of the state of work with personnel documentation in numerous modern organizations shows that the most common mistakes in this area are:

• lack of (mandatory) documents provided for by the current legislation;
• violation of the procedure for the development and implementation of documents containing labor law norms;
• incorrect execution of documents, ignorance of the rules for giving legal force to documents;
• incorrect documentation of management situations, expressed in the absence of the necessary documents or in a lack of understanding of what type of document should confirm the events taking place;
• organization of storage and destruction of personnel documentation with gross violations of the rules for the operation of archives of organizations.

One of the main tasks of each employer in the field of work with personnel is the timely and correct conduct of personnel records management.

1.2 Mandatory personnel documents generated in the personnel department of the enterprise

Accounting for labor and wages in the organization is carried out on the basis of primary documents generated in the personnel service. Poorly organized work of the personnel service inevitably affects the work of both the accounting department and the entire organization. The consequence of this is the untimely remuneration of employees, sick leave, untimely preparation of documents for submission to state social authorities. As a result, there is a decrease in the financial performance of the enterprise as a whole.

Compliance with the Labor Code of the Russian Federation, the correctness of the execution of personnel documentation is controlled by both the Federal Labor Inspectorate (Rostrudinspektsiya) and the Federal tax office. The state inspector can come to the office of any organization, regardless of the form of ownership and demand documents relating to personnel records, and other mandatory and internal regulations and orders available in the organization (Federal Law of August 8, 2001 No. 134-ФЗ “On the Protection of the Rights of Legal Entities and individual entrepreneurs in the course of state control (supervision)”) 6 .

Documenting the activities of the personnel service covers all processes related to the design and processing of personnel documentation for established rules and solves the following personnel management tasks:

• organization of work of employees;
• conclusion of an employment contract and employment;
• transfer to another job;
• granting vacations to employees;
• incentives for employees;
• imposition of disciplinary sanctions on employees;
• certification of employees;
• maintaining staffing;
• accounting for the use of working time;
• attraction of employees to work on weekends and non-working holidays;
• registration of business trips;
• termination of the employment contract and dismissal from work 7 .

The list of personnel documents that organizations must maintain, regardless of the form of ownership, is given in Appendix 1. It also contains regulatory documents regulating the obligation of the employer to maintain certain personnel documents, and the terms for their storage (in accordance with the List of standard management documents formed in activities of the organization, indicating the periods of storage, approved by the Federal Archives on October 6, 2000, as amended on October 27, 2003).

Organization of labor of employees is carried out by adoption (approval by the head of the organization or an official authorized by him) of local regulations. Each employer must have internal labor regulations and a provision on the protection of personal data. Other local regulations, such as regulations on remuneration, labor rationing, bonuses and material incentives, certification, etc., are adopted if necessary.

The collective agreement (agreement) is advisory in nature, as it is concluded by agreement of the parties (Chapter 7 of the Labor Code of the Russian Federation). Maintaining the personal files of employees is advisory for private companies. The obligation of the employer to keep personal files applies to employees of state organizations in accordance with the Federal Law of July 27, 2004 No. FZ-79 “On the State Civil Service of the Russian Federation”. For convenience, it is still recommended to form personal files or personal folders, and fix the procedure for their formation in the local regulatory act of the organization approved by the head.

In the personal file (personal folder) of the employee, you can include copies of documents that are required when applying for a job (passport, military ID, certificate of assignment of TIN, pension insurance certificate, marriage certificate, birth certificate of children - to provide income tax benefits; documents on education, etc.) and subsequently all the main documents created during the period of the employee’s labor activity that characterize his labor activity (applications for transfer to another job, letter of resignation, characteristics, documents on advanced training, copies of orders for admission transfer, dismissal, etc.).

In addition, the employer must have the following documents on labor protection:

• occupational safety instructions;
• briefing log (familiarization with instructions);
• a log of employees passing a mandatory medical examination and others 8 .

These documents can be stored in the personnel department of the enterprise, if the organization does not have a separate labor protection service, or in the office.

In accordance with sub. "a" part 1 of Art. 356 of the Labor Code of the Russian Federation, the federal labor inspectorate exercises state supervision and control over compliance by employers with labor legislation and other regulatory legal acts.

The heads of organizations are personally responsible for the documentary fund formed in the course of their activities. For violation of the legislation of the Russian Federation and other regulatory legal acts, improper maintenance of personnel documentation or lack thereof, the legislator provides for the imposition of an administrative fine: on officials - from 1,000 to 5,000 rubles, on legal entities - from 30,000 to 50,000 rubles. or administrative suspension of activities for up to 90 days, and repeatedly - entails the disqualification of an official (Articles 3.11, 3.12, 5.27, 5.44 and 14.23 of the Code of Administrative Offenses).

2 WORKSHOP PRACTICE IN HR WORK ON THE EXAMPLE OF CJSC "POLYGRAPH"

2.1 General characteristics of office work in the personnel work of CJSC "Polygraph"

Labor relations between the employee and CJSC "Polygraph" arise on the basis of the concluded employment contract (Article 16 of the Labor Code of the Russian Federation). In the future, the labor relations that have arisen, as well as their change and termination, must be properly formalized (Articles 68, 73, 80 and others of the Labor Code of the Russian Federation).

The registration of labor relations is understood as their documentation, i.e., the creation of relevant documents.

As a result of documentation, organizational, administrative, accounting, information and reference and other documents of various types and varieties are created. Simultaneously with the documents, books, magazines, cards are issued, in which the documents drawn up in the organization are taken into account (registered).

Mandatory registration of documents is directly due to the requirement of clause 4.1.2 Model Instruction office work in federal bodies executive branch, approved Order of the Ministry of Culture of Russia dated November 8, 2005 No. 536: "... all documents requiring registration, execution and use for reference purposes are subject to registration."

It must be emphasized that the very procedure for registering documents is not limited to putting registration dates and numbers in them. Registration of documents is a record of credentials about a document in the prescribed form, fixing the fact of its creation, sending or receiving (clause 4.1.1 of the Standard Instruction on Office Work in Federal Executive Authorities).

Work with personnel documentation is not limited to the preparation, registration and execution of documents. The most important component of this work is the formation of executed documents in cases for organizing their storage and use for reference purposes.

Thus, personnel records management is a set of procedures for the preparation, execution, processing, storage and retrieval of documents on personnel management. For the timely and correct implementation of these procedures, it seems most expedient to regulate as much as possible both the composition of personnel documents and the technology for working with them by creating a set of local regulations on office work: Sheet of forms of documents, Album of forms of documents, Schedule of workflow of personnel service, Instructions for personnel office work .

One of the main tasks of these acts is to reflect the characteristics of the production activities of the organization, and for beginners in the personnel department, local regulations on office work should become a guide that gives answers to their questions on documenting labor relations.

The basis of the regulatory framework for personnel records management is the Table of Forms of Documents. The purpose of preparing the Time Sheet is to determine the necessary and sufficient set of types of documents for the legal registration of situations that arise in work with personnel. The use of the Time Sheet allows you to reduce the working time and labor costs of the organization's employees in solving the problems of documenting management activities.

The form of the Time Sheet (Appendix 2) is determined by the organization itself, developed by the personnel department and approved by order of the head.

The preparation of the Table of forms of documents should be accompanied by the development of an Album of forms and samples of personnel documents included in the Table. The presence of the Report Card and the Album allows you to quickly and correctly document the work with personnel at Polygraph CJSC.

The Report Card and the Album should first of all include the documents provided for by the Labor Code of the Russian Federation, i.e., which are mandatory when registering labor relations.

2.2 Orders on personnel and their registration in CJSC "Polygraph"

The basis of personnel records management are orders (instructions) for personnel issued after the conclusion of employment contracts, with their changes and terminations. The content of the personnel order must comply with the terms of the concluded employment contract. From the orders of the head of the organization on personnel, information is transferred to accounting documents and work books of employees.

According to clause 3.5.5 of the Basic Rules for the Operation of Archives of Organizations approved by the decision of the Collegium of the Federal Archives dated February 6, 2002 (hereinafter referred to as the Basic Rules), orders for core activities and personnel are conducted separately and are formed into different cases. This procedure also applies to small organizations where a small amount of administrative documentation is created, and one of the employees (secretary, accountant, economist, etc.) is responsible for personnel records management.

Separate types documents on the personnel of CJSC "Polygraph" have unified forms, approved. Decree of the State Statistics Committee of Russia dated 05.01.04 No. 1 (Table 2.1).

The listed forms of personnel orders relate to the primary accounting documentation for accounting for labor and its payment, therefore, when filling them out, one should be guided by the Procedure for the use of unified forms of primary accounting documentation, approved. Decree of the State Statistics Committee of Russia dated March 24, 1999 No. 20.

Table 2.1

Types of personnel documents that have unified forms

In accordance with the named Procedure, additional details can be entered into the unified forms of primary accounting documentation, if necessary. In this case, all the details available in the forms should not change (including the code, form number, document name). Removal of individual details from unified forms is not allowed. The formats of forms indicated in the albums of unified forms of primary accounting documentation are recommended and may change.

When manufacturing blank products based on unified forms, it is allowed to make changes in terms of expanding or narrowing columns and lines for ease of placement and processing of information.

Changes to the unified forms of primary accounting documentation are made by issuing an order (instruction) of the head of Polygraph CJSC (see Appendix 3).

In the absence of a unified form of an order for personnel approved by the State Statistics Committee of Russia (for example, when issuing orders to change the biographical data of employees, to apply disciplinary sanctions, and in other cases), forms are used on which orders are drawn up for core activities (Appendix 4).

It seems appropriate to include in the Album forms of documents maximum amount samples of orders for personnel, as well as systematically supplement it with new examples after documenting situations that arise in the practice of working with personnel.

For orders on personnel, correct indexing and registration is of great importance. It is unacceptable to use one registration form for all personnel orders and further formation of these documents in one case. It is the requirements for the subsequent formation of cases that determine the procedure for working with orders for personnel in the "current" office work: orders for personnel are grouped into cases in accordance with deadlines their storage (clause 3.5.5 of the Basic Rules).

Orders with different storage periods must be registered in different accounting forms and have different registration indexes (numbers). The rules for indexing personnel orders are developed by Polygraph CJSC itself. In the practice of personnel services, alphanumeric indexing is most widely used.

With large volumes of documents, orders on personnel relating to various issues work with personnel, it is advisable to group them separately (clause 3.5.5 of the Basic Rules), applying different indexing, for example: the letter “k” is added to the serial numbers of orders for the movement of personnel (hiring, transfer to another job, dismissal), for orders on secondment of employees - "km", on the provision of vacations - "o", on encouragement - "p", o disciplinary action- "in", etc.

The order indexing system adopted by Polygraph CJSC is reflected in registration books (magazines), the forms of which are established by the organization itself. When developing accounting forms, you can use the recommendation forms contained in Appendix 2 to the Intersectoral Aggregated Time Standards for recruitment and accounting of personnel (1991).

In the case of maintaining an accounting form, in which information is entered on personnel orders drawn up on various issues, we can recommend the following book (magazine) for registering orders (Table 2.2).

Table 2.2

Form of the book (magazine) of registration of orders

Accounting forms developed by CJSC "Polygraph" with various options their completion must be submitted in the relevant sections of the Album of forms of documents.

Orders on personnel are issued if there are appropriate written grounds, which, in addition to employment contracts and amendments to them, include information and reference documents: statements of employees, memos (reports and explanatory notes), submissions, protocols, acts, etc.

Documents - the basis for orders must be properly drawn up and registered. Some documents (statements, memorandums, explanatory notes, submissions, notifications) are drawn up in an arbitrary form, others (protocols, acts) have unified or recommendatory forms.

2.3 Leader resolution

Applications of employees and memos are internal correspondence and require consideration and decision by the head of Polygraph CJSC. Decision is reflected in the resolution, the content of which in most cases is reduced to very brief instructions: “To the order”, “Execute”, “To the personnel department”, which do not correspond to the meaning of this attribute.

Another serious mistake when putting resolutions on documents is the semantic inconsistency of the decision taken by the leader with the content of the considered document. Most often, such errors are found in resolutions on the statements of employees.

The employee asks in the application to divide the annual paid vacation into parts and provide him with a part of the vacation lasting 5 days (from Monday to Friday). The head of the organization, disagreeing with the request of the employee, indicates in the resolution: “Give a vacation of 7 days” (from Monday to Sunday).

This resolution does not correspond to the content of the statement, which means that it is not a consideration of the issue raised on the merits. In this case, the resolution must contain a refusal to provide part of the leave.

Worker for own initiative wants to terminate the employment contract and warns the employer in writing about this, but not two weeks in advance, but a shorter period. Not wanting to satisfy the request of the employee, the manager issues a resolution: “Dismiss with working off within two weeks” or indicates in the resolution the date of dismissal after a two-week warning, i.e. not coinciding with the date contained in the employee's application.

Again, instead of refusing the request made by the employee, he is “made an offer” that does not meet his desire.

In order to avoid such errors in the Album of Forms of Documents, options for possible resolutions should be given when making decisions on the most typical, often recurring situations.

A feature of protocols and acts is the creation of these documents either in the process of collegial discussion and decision-making (minutes), or when several persons establish (confirm) the facts and events that took place in their presence (acts). Therefore, the protocols additionally include information about the members of the collegiate body present (i.e., the presence of a quorum), and when drawing up most acts, the presence of disinterested witnesses is required.

The following can be used to account for the internal documents created by CJSC Polygraph approximate form registration journals, which are maintained separately by types and varieties of documents (Table 2.3).

Table 2.3

Registration form

2.4 Making entries in work books. Filling out a personal card

Other important information in the Album of forms of documents should be examples of making entries in the work books of employees. As you know, the current Instructions for filling out work books, approved. Decree of the Ministry of Labor of Russia dated 10.10.03 No. 69 contains several samples of records (for example, on the establishment of a second profession, on renaming an organization, on dismissal, etc.), but this is clearly not enough, especially for novice personnel officers.

Sample entries in work books can be placed in the Album after examples of registration of orders for personnel or in the form of a summary table (Appendix 5).

Difficulties in working with work books, as a rule, are due to gaps or conflicting requirements contained in the current regulatory legal acts for their maintenance.

For example, in accordance with the approved Decree of the Government of the Russian Federation of July 24, 2002 No. 555 Rules for calculating and confirming the length of service to establish labor pensions the main document confirming the periods of work under an employment contract is a work book - the original, not a certified copy. However, in Section IV of the Rules for the maintenance and storage of work books, the production of work book forms and the provision of employers with them, approved. Decree of the Government of the Russian Federation of April 16, 2003 No. 225, refers to the issuance of a work book to an employee only upon dismissal (termination of an employment contract). Thus, there is a problem with issuing the original work book to a non-resigning employee.

In this situation and in other similar cases, when an employee must present the original work book to one or another body, it is advisable to show in the Album of Document Forms the procedure for documenting the procedure for issuing a work book.

The document on the basis of which the work book will be issued, in our opinion, should be an employee's statement addressed to Polygraph CJSC, and not a "receipt" widely used in practice. After registering the application, considering it by the head of the organization and putting down the resolution, the employee must writing(on the same application) to confirm the fact of receiving a work book for temporary use with the obligation to return it in a timely manner without any damage, corrections, blots, etc.

The personnel service must organize control over the return of a work book issued for temporary use and check it when the work book is returned by the employee. If the employee does not have a justified reason for receiving the original work book, only a certified copy can be issued to him.

Detailed instructions on the procedure for filling out should be accompanied in the Album of forms of documents by such accounting forms as a time sheet (forms T-12 and T-13) and an employee's personal card (T-2).

Keeping a time sheet is mandatory, since Polygraph CJSC is obliged to keep records of the time actually worked by each employee (Article 91 of the Labor Code of the Russian Federation). When filling out the timesheet, the following methods are used:

- continuous daily registration of hours worked or an indication of the reasons for the absence of an employee (vacation, disability, etc.);

- registration of only absenteeism, absenteeism, lateness, etc.

Hours worked may include: daytime hours, night work, overtime, business travel, and work on weekends and holidays. Different types of working time are taken into account and paid separately.

Marks of absence from work for good reasons must be confirmed by corroborative documents. Hours worked in part-time mode are recorded in the time sheet in accordance with the conditions included in the employment contract.

The time sheet is drawn up in one copy by the timekeeper or an authorized person, signed by the head structural unit and an employee of the personnel service and transferred to the accounting department. In large organizations, the time sheet is kept by structural divisions.

The employee's personal card is filled in for all employees with whom an employment contract has been concluded, including part-time workers. Personal cards are filled in in one copy by an employee of the personnel service on the basis of personal documents of a citizen applying for a job. Cards are filled out by hand or using an electronic version with a subsequent printout. When manually filling in the card, blots and erasures are not allowed.

If errors occur or changes need to be made (for example, when changing a surname, changing a home address or passport data), an incorrect or outdated entry is crossed out on the card, and the correct entry is put above or next to it. The corrections made must be confirmed by the signature of the personnel officer.

An important role in filling out the personal cards of employees is played by the all-Russian classifiers of technical and economic information (OKATO, OKIN, OKSO, OKPDTR), the use of which allows you to correctly fill out the corresponding lines of the card (Table 2.4).

If it is necessary to encode information in the employee's personal card that is not included in the all-Russian classifiers, local classifiers of the organization are developed. The cards filled in when applying for a job are registered in the book of personal cards, the form of which is developed at the discretion of CJSC Polygraph.

Table 2.4

Errors in issuing personal cards of Polygraph CJSC

The logical conclusion of development regulatory support in the field of personnel records management is the preparation and approval of the Schedule of the document flow of the personnel service of CJSC "Polygraph". The Schedule in tabular form reflects the procedures for documenting labor relations for the following items:

- drafting documents (basis for drafting, frequency, person responsible for preparation, number of copies, etc.);

– registration of documents (coordination, signing, approval);

– processing of documents (registration, transfer for execution, familiarization of employees);

- operational and archival storage of executed documents (place and terms of storage, frequency of submission to the archive).

The procedure for applying the considered local regulations for working with personnel documentation, as well as responsibility for its violation, should be enshrined in the Instructions for HR records management, approved by order of the head of Polygraph CJSC.

3 OPTIMIZATION OF OFFICE MANAGEMENT IN THE HR DEPARTMENT

Automated system at the enterprise today is not a tribute to fashion, but an urgent need. One of trading companies managed to implement an automation project, and literally from scratch. By the time of implementation, the staff of the organization was more than five hundred people. At the same time, there was not a single software product in the personnel service.

It was difficult to establish communication between the departments of the company. The desire to eliminate this problem, as well as the solution of the urgent task of creating a common database of employees, became the main reasons for automating business processes. The project was initiated by two divisions: the financial department and the personnel service. It was they who formulated the main parameters of automation, answering three fundamental questions:

1. What would you like to get as a result of the project?
2. What kind financial expenses will the company bear in connection with this?
3. How long will it take to prepare and implement automation?

To work on the project, an initiative group was created, which included specialists from three departments:

• services information technologies– its tasks included analyzing the programs presented on the market, assessing the possibility of their interaction with IT products that the company planned to implement in the future, as well as resolving issues related to the further maintenance of the program;
• financial department - defining the range of automation tasks related to payroll;
• HR departments – formulating project objectives in terms of employee management.

First of all, the initiative group analyzed the information services market. It turned out that from the point of view of the tasks facing the company, almost all software products need to be improved. The choice of the most convenient of them required a rather lengthy discussion, which took place over several round tables". At these events, the pros and cons of various solutions were found out. As a result, the choice was made in favor of the program "1C: Salary and Personnel 7.7". At that time, it did not yet include the “1C: Human Resources and Payroll” block, so some improvements had to be made, which were carried out by external specialists.

The project was developed and approved detailed plan actions, indicating the deadlines and responsible for the implementation of each item. The entire project (development, testing, implementation and training of personnel) was given 4 months (Table 3.1). First of all, the employees of each division of the personnel service decided on what data they need in electronic form. For the HR inspector - personnel documents, for the HR manager - the database of candidates (previously it was collected on paper), for the training specialist - lists of those who were at the trainings (all company personnel are trained). Thus, for the personnel service it was necessary to configure several blocks:

1. "Personnel selection". A special directory was created to store the maximum complete information about all candidates invited for interviews, as well as potential employees of the company who might be of interest to her if some vacancies open.

2. "Training". In order to record information about the passage of trainings, the already existing reference book "Employees" was improved. It included a list of everyone who works (and has worked) for the company. It turned out to be convenient, because it contained information about each employee - date of birth, address, passport details, job title and department, schedule, salary, etc. Therefore, this directory was chosen for revision. It became possible to enter information about the date and name of the training, its results, as well as what kind of training is necessary for the further development of an employee, both new and already working.

3. "Personnel office work". This block was also being finalized in order to expand its capabilities, in particular, to enter a vacation schedule, monitor its compliance, and draw up employment contracts.

4. "Reporting and statistics". It is the compilation of reports and the collection of statistical data that allows us to analyze the work done and form plans for the future. For these purposes, the following electronic reports have been created:

• "Procentik" - it collects information as a percentage: the staff turnover rate, the ratio of the number of candidates who have passed the interview and the number of employees hired;
• "Interesting statistics" - every month the HR department acquaints all employees of the company with the data of this report. It contains information about how many men and women are in the organization, statistics on education, marital status, and average length of service in the company.

Table 3.1

Project execution plan

No. p / p	Project stage	Deadline	Responsible
	Finding out the needs for finalizing the program for the financial service	01.09–10.09	CFO
	Finding out the needs for finalizing the program for the personnel service	01.09–10.09
	Setting up program blocks for the financial service	11.09–10.10	Developer company
	Setting up program blocks for the personnel service	11.10–10.11
	Providing the company with a trial version, testing	11.11–16.11
	Completion of comments	17.11–30.11
	Installing a company program, setting up access rights for employees	01.12	Company developer, financial director, head of personnel service
	Training of personnel to use the program	02.12–07.12	Developer company
	Entering all the necessary information into the program	08.12–31.12	Head of Human Resources

After installing the program and testing the settings, it was the turn of the most difficult stage - implementation. To begin with, all employees were trained to use the new program. It took place in the training center of the developer company in two stages: first of all - for the personnel service, then - for the financial department (at this time, personnel officers were already entering information into the program). Classes were held during the week every morning from 9 to 11 o'clock. The process of mastering the program among employees took place at different paces, but everyone was convinced that automation allows them to work more efficiently.

After training, all information was entered into the system (Fig. 3.1).

Rice. 3.1 Entering information about personnel

After the introduction of automation, the results were summed up. The analysis of the obtained results showed the following:

1. Significantly reduced labor costs for the simplest personnel procedures (Table 3.2).

2. The interaction between the personnel service and the financial department has been simplified.

3.It has become more convenient to store and use information about employees.

Table 3.2

Changes in the hiring process

Clearance point	What was before		After automation
Entering employee data into the program	Did not have		Process duration - 10 minutes
Drawing up an employment contract	Registration in Excel within	15 minutes
Making an acceptance order			10 minutes	Registration in the program - 5 minutes
Filling out a personal card T-2			20 minutes	Pressing a key in a program - 1 minute

The personnel service should be aware of the following difficulties in automating personnel processes:

• a good and high-quality project requires large Money(especially if it is necessary to significantly change or supplement the program configuration);
• HR professionals involved in an automation project will have to communicate with software developers. Meanwhile, not all personnel officers can speak “the same language” with programmers (as well as vice versa), therefore, they will have to learn this;
• the process of entering all the necessary information will require the maximum concentration of attention from the staff of the personnel service.

CONCLUSION

At present, the volume of work of the personnel service of enterprises in general and ZAO Polygraph, in particular, has increased significantly. This is due to the need to conclude an employment contract in writing, preparing orders at all stages of the employment relationship, from hiring to dismissal.

In practice, there is no common opinion on how best to arrange a combination of professions (positions), changes in an employment contract in the form of permanent and temporary transfer to another job. It is also necessary to distinguish between provisions that are an integral part of the employment contract, and agreements that have independent significance.

Today, the legal field in which the personnel service operates is very extensive. It includes not only the Labor Code of the Russian Federation, but also other federal laws, in particular the Federal Law of December 29, 2006 N 255-FZ "On the provision of benefits for temporary disability, pregnancy and childbirth of citizens subject to mandatory social insurance", Federal Law of April 20, 2007 N 54-FZ "On Amendments to the Federal Law "On the Minimum Wage" and Other Legislative Acts of the Russian Federation", in accordance with which minimum size wages from September 1, 2007 was set at 2300 rubles. per month.

An important role in the regulation of labor relations is played by the decrees of the Government of the Russian Federation, in particular the Decree of December 24, 2007 N 922 "On the peculiarities of the procedure for calculating the average wage" and other regulatory legal acts containing labor law.

Knowledge of extensive regulatory material, judicial practice and the ability to apply them necessary condition successful work of all personnel services.

LIST OF USED LITERATURE

1. Labor Code of the Russian Federation.
2. Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1 “On approval of unified forms of primary accounting documentation for accounting for labor and its payment”.
3. GOST R 6.30-2003
4. Andreeva V.I. Office work: requirements for the company's document flow (Based on Gosts of the Russian Federation) .- M .: Bizn.-school. Intel Synthesis, 2004.
5. Andreeva V.I. O difficult questions documenting labor relations//Handbook of the personnel officer, 2006, No. 10.
6. Barikhin A.B. Office work: textbook. M., 2006
7. Belushchenko S. Auto order in frames//Handbook of personnel management, 2007, No. 4.
8. Boriskin V.V. Official business. M., 2007
9. Bykova T.A. Office work. M., 2008
10. Vyalova V.M. Personnel records management in organizations with a separate subdivision//Handbook of the personnel officer, 2008, No. 8.
11. Galakhov V.V. Office work in the personnel department. M., 2006
12. Doronina L.A. Fundamentals of office work. M., 2007
13. Journal "Documentation", 2007, N 4
14. Iritikova V.S. Paperwork//Secretary business. - 2007. - No. 1 - p. 20-27
15. Kirsanova M.V. Business course. M., 2006
16. Koryakina Yu.S. Office work. M., 2007
17. Kudryaev V.A. "Organization of work with documents" V.A. Kudryaev and others. M.: INFRA-M, 2006
18. Kuznetsov D.L. Personnel management. M., 2007
19. Kuznetsova T. Office work. M., 2008
20. Kurnoskina L.V. Modern office work. M., 2007
21. Lenkevich L.A. Office work: study guide. M., 2007
22. Makarova N.A. Office work at the enterprise. M., 2008
23. Bad weather A.V. Organization business. M., 2007
24. Novikova E.A. Office work in the personnel department. M., 2006
25. Pustozerova V.M., Solovyov A.A. Hiring and firing employees. – M.: Prior, 2006.
26. Pshenko A.V. Fundamentals of office work. M., 2006
27. Smirnova E.P. Office work: textbook. M., 2006
28. Sokolov A.V. Documentation management. M., 2006.
29. Stenyukov M.V. Document management and office work. M., 2007
30. Stenyukov M.V. The documents. Paperwork: Practical. Allowance for documentary support of the enterprise. M.: Prior, 2006.
31. Stolyarov Yu.N. Document classification: solutions and problems. // Book: research and materials. Sat. 70. M., 2005. S. 24-40.

ATTACHMENT 1

List of personnel documents required for the organization

No. p / p	Document	What document governs	Note	Shelf life
	Internal labor regulations (PVTR)	Article 189 of the Labor Code of the Russian Federation	When hiring (before signing the employment contract), the employer is obliged to familiarize the employee with the PWTR against signature. Valid until replaced with new ones.	Constantly
	Regulation on the protection of personal data of employees	Article 86 of the Labor Code of the Russian Federation	When hiring (before signing an employment contract), the employer is obliged to familiarize the employee with the Regulations on the protection of personal data of employees against signature. Valid until replaced with a new one.	Constantly
	Staffing table (f. T-3) (staffing)		It is compiled every time when certain changes are made to it.	Constantly
	Book of accounting for the movement of work books and inserts to them		Stored in the personnel department and maintained constantly.
	Income and expense book for accounting for forms of work books and inserts to them	Instructions on the procedure for filling out work books and inserts to them (approved by the Decree of the Ministry of Labor of Russia dated October 10, 2003 No. 69)	It is stored in the accounting department along with the forms of work books and inserts to them; the forms are sent to the personnel department at the request of a personnel worker.	50 years (but upon liquidation of the company, it is submitted to the city archive along with other documents, the shelf life of which is 75 years)
	Regulations on remuneration, bonuses and material incentives	Section 6 of the Labor Code of the Russian Federation, Chapter 21 of the Labor Code of the Russian Federation	In the presence of complex systems wages and labor and bonus systems. Valid until replaced with a new one.	Constantly
	Regulations on the training system	Articles 196, 197 of the Labor Code of the Russian Federation	If there is a training system in the organization.	Constantly
	Regulations on certification of employees	Article 81 of the Labor Code of the Russian Federation	When conducting certification at the discretion of the employer.	Constantly
	Vacation schedule		Approved by the employer no later than two weeks before the start of the calendar year.	1 year
	Labor contract	Articles 16, 56, 57, 67 of the Labor Code of the Russian Federation	It is concluded in writing with each employee.	75 years old
	Job Descriptions for each position in accordance with the staffing table, work instructions by profession		Accepted at the discretion of the employer.	Constantly
	Job Orders	Article 68 of the Labor Code of the Russian Federation	Issued on the basis of an employment contract. They are announced to the employee against signature within three days from the date of the actual start of work.	75 years old
	Orders for transfer to another job	Article 72.1 of the Labor Code of the Russian Federation	Issued on the basis of an agreement on transfer to another job ( additional agreement to an employment contract).	75 years old
	Dismissal orders	Article 84.1 of the Labor Code of the Russian Federation		75 years old
	Orders for core business		Published as needed. Orders for core activities prepared by the personnel service are registered and stored in the office. The personnel department is conducting the case “Copies of orders for core activities”.	1 year (copies of orders kept by the personnel department)
	Leave orders		Issued on the basis of the vacation schedule or the employee's application	5 years
	Employee applications for unpaid leave	Article 128 of the Labor Code of the Russian Federation	Unpaid leave is granted at the request (at the request) of the employee in accordance with Part 1 of Art. 128 of the Labor Code of the Russian Federation or at the request of the law on the basis of the application of the employee (part 2 of article 128 of the Labor Code of the Russian Federation).	5 years
	Employee's personal card (T-2 form)		Conducted for each employee.	75 years old
	Employment history	Article 66 of the Labor Code of the Russian Federation, Decree of the Government of the Russian Federation of April 16, 2003 No. 225 “On work books”, Instructions on the procedure for filling out work books and inserts to them (approved by the Decree of the Ministry of Labor of Russia of October 10, 2003 No. 69)	The employer maintains work books for each employee who has worked for him for more than five days.	Upon dismissal, the employee receives a work book in his hands. Unclaimed work books are stored in the organization for 50 years; upon liquidation of the enterprise, they are archived
	Agreements on full liability		They are concluded with employees who directly serve material assets.	5 years
	Book of accounting (registration log) of orders for core activities	Instructions for office work in the personnel service of VNIIDAD "Exemplary instructions for office work in the personnel service of an organization" (recommended)	Must be numbered and laced, sealed and signed by the employer	5 years
	Book of accounting (registration log) of orders for employment			Same	75 years old
	Book of accounting (registration log) of dismissal orders			Same	75 years old
	Book of accounting (registration log) of orders for granting holidays			Same	50 years
	Journal of registration of travel certificates			Same	5 years
	Time sheet	Part 3 of Article 91 of the Labor Code of the Russian Federation	The employer is obliged to keep a record of the time actually worked by each employee	75 years old
	shift schedule	Article 103 of the Labor Code of the Russian Federation	It is brought to the attention of employees no later than one month before its entry into force.	1 year
	Register of inspections of inspection bodies	Federal Law of August 8, 2001 No. 134-FZ “On the protection of the rights of legal entities and individual entrepreneurs during state control (supervision)”	Conducted by all legal entities and entrepreneurs without forming a legal entity	Constantly
	Minutes of meetings, resolutions of attestation qualification commissions	Regulations on certification of employees of the enterprise	Issued by the certification committee	15 years
	Report cards and outfits for workers of hazardous professions	Part 3 of Article 91 of the Labor Code of the Russian Federation	Compiled monthly.	75 years old
	Lists of workers in production with harmful working conditions	Decree of the Council of Ministers of the USSR of January 26, 1991 No. 10 "On approval of lists of industries, jobs, professions, positions, indicators giving the right to preferential pension provision"	If production with harmful working conditions; is ongoing.	75 years old
	Lists of employees retiring on a preferential pension					50 years
	Correspondence on appointment - state pensions and allowances; preferential pension	Same.		5 years 10 years
	Occupational safety instructions by profession	Section 10 of the Labor Code of the Russian Federation		Constantly
	Briefing log (familiarization with instructions)	Section 10 of the Labor Code of the Russian Federation		10 years
	Journal of obligatory medical examination by employees	Article 69 of the Labor Code of the Russian Federation, Order of the Ministry of Health and Medical Industry of the Russian Federation dated March 14, 1996 No. 90 “On the procedure for conducting preliminary and periodic medical examinations of workers and medical regulations for admission to the profession” (as amended on February 6, 2001)		5 years
	Acts of accidents	Decree of the Ministry of Labor of the Russian Federation of October 24, 2002 No. 73 "On approval of the forms of documents necessary for the investigation and accounting of industrial accidents, and the provisions on the features of the investigation of industrial accidents in certain industries and organizations"		45 years
	Acts of investigation of occupational poisonings and diseases				45 years

APPENDIX 2

An example of a sheet of document forms

APPENDIX 3

An example of an order to amend the forms of primary accounting documentation

APPENDIX 4

An example of an order for personnel on the form of an order for the main activity

APPENDIX 5

An example of an application for the issuance of a work book

APPENDIX 6

Pivot Table Example

1 Basakov M.I. Office work. M., 2007

2 Orlovsky Yu.P. Office work in the organization. M., 2007

3 Rogozhin M.Yu. Office work in the personnel department. M., 2007

4 Stenyukov M.V. The documents. Paperwork: Practical. Allowance for documentary support of the enterprise. M.: Prior, 2006

5 Trukhanovich L.V. Office work. M., 2008

6 Malkova E.N. Mandatory personnel documents generated in the personnel department of the enterprise//Personnel decisions, 2008, No. 7.

7 Malkova E.N. Mandatory personnel documents generated in the personnel department of the enterprise//Personnel decisions, 2008, No. 7.

8 Malkova E.N. Mandatory personnel documents generated in the personnel department of the enterprise//Personnel decisions, 2008, No. 7.