Who are the eichars. Three myths about the HR profession. Eichar is not a full-time psychologist. HR manager professional standard

Eychar (HR, HR manager)- it is relatively in the labor market. Contrary to popular belief, HR is not just a banal personnel officer. The Land of Soviets will try to understand the intricacies of this profession.

Of course, special staff recruited personnel long before the emergence of such a profession as HR. They were called personnel officers, recruiters, recruiting managers. Does HR differ from these specialists in something other than the name? Why is this profession one of the most?

HR is short for Human Resources Manager, Human Resource Manager. Yes, human resources are just as important a resource for every organization or enterprise as it is for any other. The hunt for skilled professionals is called headhunting. The HR task is not just to sit passively, read the submissions and conduct the same type with the applicants. A good HR should be a real hunter, on his own bringing valuable employees to their company.

What does the HR do? In addition to the actual recruiting functions for the selection and hiring of personnel, he also has many other responsibilities on his shoulders. Eichar is responsible for HR administration(work with documents) and remuneration of employees. It is the HR who is responsible for staff motivation, including material motivation (bonuses, bonuses, social package). In order to improve the efficiency of employees, the HR should engage in training and professional development as well as strengthening the corporate culture (in particular). Eichar is responsible for the organizational structure of the company as a whole, making decisions regarding its development and reorganization. In some companies, HRs are involved in working with trade unions.

As we can see, the HR manager largely determines the efficiency of the company. Therefore, it is obvious that he should be well versed not only in people, but also in the specifics of the organization's work. The weak point of most HRs is their lack of awareness of the company's work. They can also conduct qualification tests for employees, ask at an interview, but without understanding the specifics of the company's work, it is impossible to improve its efficiency. Nobody says that HR has to thoroughly understand IT or the production of bottle caps. But he must be aware of the goals and strategies of the company, have at least general information about her clients.

What qualities should have a good HR? At first, the ability to understand people... This does not require a solid age or psychological education. Many young people without a degree in psychology are able to "see through" the candidate from the first minutes of the interview. This skill is either there or not. Secondly, it is important sociability and flexibility... Eichar communicates with many people every day. Often he is the link between the management of the company and employees, so a good HR manager must be able to behave correctly in conflict situations.

Eichar must be friendly. In a way, he is - company face Therefore, job seekers often form their impression of the company as a whole, focusing on the behavior of the HR manager. For an HR, the ability to think strategically and an analytical mind is important. You cannot do without intuition in this profession: sometimes only it helps to "identify" the most suitable candidate or suggests the correct line of behavior in a given situation. Professionalism, competence, resistance to stress, diplomacy, attentiveness and responsibility are also considered essential qualities for an HRD. Eichar not only hires, but also fires people. If he is not ready to take on this responsibility, he is not ready to be an HR at all. A competent HR manager must choose the right line of behavior; caring for employees is his responsibility, but she should not turn him into a "mommy" or "hen"

Where to study for ejchar? Complex issue... There is no such specialty as “HR-manager” in universities yet. People with a wide variety of education - economic, pedagogical, psychological, philological and even engineering - become Eichars. There are courses, business trainings and master's programs that allow you to improve your skills in the field of work with personnel. However, learning to be HR is hard - in this profession, a combination of personality traits, intuition and professional knowledge and skills from the most different spheres... However, in this case, the game is worth the candle - HR is currently included in the list of the most prestigious, demanded and highly paid professions.

Eichar - who is this? Nowadays, very few people can remember exactly when this word entered the lexicon of businessmen, headhunters and other players in the domestic labor market, and yet ten to fifteen years ago no one even knew what it really meant.

Building a base of HR directors is currently proceeding slowly, since not all top managers are aware of the need for such an employee.

Career

What an HR Director can dream of in professionally? The "ceiling" for him is the head of the corporate training center. Although it sometimes happens that HR becomes a serious strategic partner of the company and is a member of its board. An alternative way of climbing the career ladder is the HR director, who becomes "cramped" in the firm, and takes the position of a management consultant. However, it implies constant traveling, so it does not attract everyone.

One of the conditions for the so-called vertical development is the widest possible functionality. Otherwise, you will have to occupy the niche of an “eternal recruiter” or “eternal trainer”.

Horizontal promotion is also quite acceptable for many HRs. So, they are surprisingly easy to handle cross-industrial transitions and easily adapt to new areas. At the same time, the key to success lies not in a particular well-chosen industry, but in the personal qualities of the employee.

Functional

Eichar - who is this? Speaking about the functions, we note that this is a specialist who independently prepares all the necessary documentation, conducts interviews with candidates for vacant post and calculating the salaries of employees.

Eichar is a person who ensures uninterrupted and high-quality work in the following areas:

Position in the company

The HR director is often at the very epicenter of a kind of confrontation. So, on one side of the barricades there are always managers, owners and shareholders, and on the other - ordinary employees. The former want to receive more and more profits, while the latter want to increase their own income and improve their skills. Depending on the position of the leadership, the HR can play one role or another. Let us consider in more detail the situations that have already become traditional.

Eichar as a fashion trend

At a certain moment, the director decides that it is simply indecent to work without it. This is not the most the best way appearing in the company when the HR department is a whim of the leader, and not a natural need for the organization. As a result, the HR manager becomes something of a "give-and-bring" type. This path is a dead end.

Eichar as a necessity

In this case, this specialist appears in the company at the very beginning of its foundation, since the managers and shareholders realize that such a person will contribute to the development of the business.

Eichar as inevitability

In such a situation, the company has already grown so much that ordinary personnel officers simply cannot cope with the responsibilities assigned to them. The management is forced to invite an HR specialist, and the rate, as a rule, is made on an experienced, highly paid specialist. It appears at a time when there are a lot of conflicts and problems in the company. There is also a plus: in this state of affairs, the HR has a real chance to make a career takeoff, since the scope of tasks is very wide.

No less informative is the typology of HR managers, depending on the functions they perform. Let's present four standard options.

HR concept

In modern commercial organizations, in addition to the HR inspector, HR functions are assigned to line managers. Over time, it turns out that they simply do not have time to cope with this work. This happens when the company grows to at least a hundred employees. It is then that the realization comes that ejchar will help to level the situation.

Accompanying concept

In this case, HR provides support for the business. He does not develop a strategy, but only deals with maintaining the good condition of the current staff. Such a development of events is observed, as a rule, in the representative office of a foreign company.

Strategic concept

In such a situation, HR managers proudly call themselves business partners or strategists, but in reality they only wish to play such a role. There is hardly one general manager, which would "present" a similar function to the eichar.

In general, in such a situation, a personnel manager is required to be specific in actions, focus on results, and an awareness of the value of each employee. This class of HRs is the smallest and most in demand.

"Star" concept

Few people implement this direction in its pure form, although some of its elements can be found in large Western companies. The meaning of the concept is that HRs are engaged only in the most promising and talented employees and do not waste energy on junior staff.

Does the ideal exist?

What is he, the best HR? The Superjob.ru portal presented the results of a public opinion poll to the experts. So, 20% of respondents noted that the most important thing in terms of personnel is friendliness. important for 15% of Russians. The same number of people are convinced that an HR manager should be a good psychologist.

As for the top executives of companies, they focused on intelligence (15%). The second place is occupied by knowledge of psychology and benevolence (13%). This is followed by competence (11%) and the ability to discern a suitable candidate among many applicants (10%).

The HR league itself presented the following results: sociability (32%), benevolence (28%), stress resistance and intuition (17% each) are valued by HR managers the most.

Based on the data obtained, it was concluded that a high-class HR is a specialist who can resolve conflicts and understand the psychology of people.

At present, managers are ready to pay decent salaries to good HR people. So, in a large Russian company for three thousand people, the HR director can receive up to fifteen thousand dollars. A medium-sized company with a thousand employees is ready to pay HR from eight to ten thousand. The size of the bet for such a specialist starts at eight hundred dollars.

Conclusion

A HR manager is not just a personnel officer, he is responsible for recruiting employees, defining the company's strategy, and maintaining office work. The HR is responsible for all this. The brand, reputation of the company and its earnings are largely dependent on the HR manager. This is a very important figure. Thus, an HR is a specialist who can significantly increase the performance of a business, so hiring him should be taken with full responsibility.

Eichar (HR, HR manager) is a relative new profession in the labor market.Contrary to popular belief, HR is not just a banal personnel officer.The Land of Soviets will try to understand the intricacies of this profession. Of course, special staff recruited personnel long before the emergence of such a profession as HR.They were called personnel officers, recruiters, recruiting managers.Does HR differ from these specialists in something other than the name? Why is this profession one of the most promising? HR is short for Human Resources Manager, Human Resource Manager.Yes, human resources are just as important a resource for every organization or enterprise as it is for any other.The pursuit of qualified specialists is called headhunting, "headhunting".The HR's task is not just to sit passively, read the resumes sent in and conduct the same type of interviews with applicants.A good HR manager should be a real hunter, independently bringing valuable employees to his company. What does the HR do? In addition to the actual recruiting functions for the selection and hiring of personnel, he also has many other responsibilities on his shoulders.Eichar is responsible for personnel records management (work with documents) and remuneration of employees.It is the HR who is responsible for staff motivation, including material motivation (bonuses, bonuses, social package). In order to improve the efficiency of employees, HR should engage in training and professional development, as well as strengthening the corporate culture (in particular, team building). Eichar is responsible for the organizational structure of the company as a whole, making decisions regarding its development and reorganization. In some companies, HRs are involved in working with trade unions. As we can see, the HR manager largely determines the efficiency of the company. Therefore, it is obvious that he should be well versed not only in people, but also in the specifics of the organization's work. The weak point of most HRs is their lack of awareness of the company's work. They can conduct psychological and qualification tests for employees, ask tricky questions at an interview, but without understanding the specifics of the company's work, it is impossible to improve its efficiency. Nobody says that HR has to thoroughly understand IT or the production of bottle caps. But he must be aware of the goals and strategies of the company, have at least general information about its customers. What qualities should a good HR have? First, the ability to understand people. This does not require a solid age or psychological education. Many young people without a degree in psychology are able to "see through" the candidate from the first minutes of the interview. This skill is either there or not. Secondly, communication skills and flexibility are important. Eichar communicates with many people every day. Often he is the link between the management of the company and employees, so a good HR manager must be able to behave correctly in conflict situations. Eichar must be friendly. In some way, he is the face of the company, so job seekers often form their impression of the company as a whole, focusing on the behavior of the HR manager. For an HR, the ability to think strategically and an analytical mind is important. One cannot do without intuition in this profession: sometimes only it helps to "identify" the most suitable candidate or suggests the correct line of behavior in a given situation. Professionalism, competence, resistance to stress, diplomacy, attentiveness and responsibility are also considered essential qualities for an HRD. Eichar not only hires, but also fires people. If he is not ready to take on this responsibility, he is not ready to be an HR at all. A competent HR manager must choose the right line of behavior; caring for employees is his responsibility, but it should not turn him into a "mother" or "hen" Where can I learn to be an HRC? Complex issue. There is no such specialty as "HR-manager" in universities yet. People with a wide variety of education - economic, pedagogical, psychological, philological and even engineering - become Eichars. There are courses, business trainings and master's programs that allow you to improve your skills in the field of work with personnel. However, learning to be HR is difficult - in this profession, it is important to combine personal qualities, intuition and professional knowledge and skills from various fields. However, in this case, the game is worth the candle - HR is currently on the list of the most prestigious, demanded, and highly paid professions.

Article rating: 3.8 points

HR manager (often called and written HR manager) is the modern name for an employee of the personnel department who is engaged in the selection and development of employees. HR translates as: "human recourses" human resources... That is, we can say that the work of an HR manager is in human resource management.

Russian companies like to adopt Western experience. This is probably why more and more familiar positions are acquired by the HR prefix. HR directors are called HR directors. The head of the HR department can be called the head of HR projects.

The role of an HR manager in business

Cadres decide everything - this saying will probably be relevant always and everywhere. And people who can effectively search and retain staff will be even more in demand. The main tasks of HR managers are the search and retention of personnel.

Staff recruitment

The fact is that it is not difficult to find an employee; it is difficult to find a suitable person for this particular position within the set time frame. When I say “the right person,” I mean the following criteria:

The candidate has the necessary (as a rule, in large companies created, for all positions);
The candidate must meet the requirements set by the immediate supervisor. Sometimes the management sets very strict criteria that significantly limit the choice;
The willingness of the person to work for you. There are many good specialists, but in order for them to go to work for you, you need to stand out among competitors and the HR manager takes an important role in this process;
For vacancies that require massive recruitment of employees, you need to be able to create the desired flow and maintain a recruitment funnel;
Suitable for the specifics of the company. Many companies have their own corporate culture, and many employees will not be able to get along with it, this is also an important criterion for personnel search;

As we can see in the HR manager, there are quite a few parameters by which you need to search for personnel. It should be said once that only the basic search parameters are listed, in fact there are many more of them.

Staff retention

Moreover, if you find earlier new job it was difficult enough. Now, in big city, for employees to line up a line of companies ready to offer good conditions labor. To find a job, you just need to post your resume on a special website and go for an interview. In such a harsh environment, HRs are tasked with helping to retain staff.

To retain staff, HRs use a number of established practices. Most of the tools for retention of employees came from the West and began to be introduced in Russia in the last decade. But the most important thing is that the task of the HR service is to use these tools as a system.

Analysis tools

To identify and identify problems with personnel, HR uses the following analysis tools.

Termination surveys, both written and oral interviews;
Compilation of loyalty indices, for example;
Assessment of the managerial competencies of the management team (as you know, people come to the company and leave the managers);
Various employee surveys. As a rule, on the subject that you are missing;
Comparison of the company with competitors in terms of basic working conditions

Retention tools

To retain staff, HRs work in several directions:

Creation of hygienic factors - stable salary, social package, good workplace etc. You can read more in the article about;
Development of managerial competencies. The more competent the managers are, the less staff turnover will be;
Creation of corporate culture and identification of the company in the market. It is important to distinguish the company from competitors, to make the staff love the company;
Preparation of personnel development programs. Each employee should feel that the company develops him and moves him forward;
... There are a lot of options from corporate events, before or various trainings. For example - .

HR manager in Russia

It should be noted that the tasks of an HR manager in Russia and in the West are quite different. In the west, the HR department is a link aimed at finding and developing personnel. Much attention is paid to working with employees who are already working. In Russia, the situation is very different, basically an HR manager is a personnel officer and a recruiter in one bottle, and in small companies this employee can perform functions from a secretary to a business coach or coach.

HRs are called upon to select the most capable employees, mobilize human resources around strategic goals and create a productive atmosphere in the organization, thus increasing the value of the company.

general description

Among the new specialties that have appeared in Russia over the past ten years is the profession of an ejchar (from the English. Human Resources, HR- human resources) - one of the most promising and scarce. During the period of transition to market relations, it became clear that it would be difficult to establish a strong business without a management and personnel development strategy. HRs are called upon to select the most capable employees, mobilize human resources around strategic goals and create a productive atmosphere in the organization, thus increasing the value of the company.

Education

It is important for an HR to be able to work with line managers.

Over the past few years, every self-respecting university of economics has opened a department of personnel management, but experience, rather than diplomas, is still in demand. Depending on the education received, successful HRs can be distributed as follows: most of them are graduates of engineering and technical universities, those who have received a linguistic and philological education are slightly behind them, psychologists come next, and in last place are those who graduated from military educational institutions.

The range of additional training is very diverse. The Moscow market of postgraduate education offers more than 10 programs for studying HR management, not counting trainings, refresher courses, professional retraining, seminars. Master's programs and MBA programs are available at MESI, GUU, MIRBIS, ANKH, IBDA. Admission conditions - higher or incomplete higher education, good knowledge English. The term of study is from six months to two years.

Related careers

People from administrative staff: Often an office manager, assistant or assistant to the general director is engaged in "part-time" filling work books and gradually "overgrows" with Eycharian functions. In large foreign companies, you can start from the position of an assistant in the personnel department, the next step will be a coordinator, then a specialist, then a manager, and so on. A lot of people come to HR departments from recruiting agencies... They have a serious advantage - great experience in recruiting and knowledge of real business.

With regard to gender distribution, historically, more women enter the profession, but in fact high level there are still more men, and they are valued significantly higher. According to HeadHunter statistics, 21.10% are men (in top management 62.75%), 78.90% are women (in top management 37.25%).

Functional responsibilities

Workers personnel services are usually not very interested in business.

Recruitment and recruitment.
HR administration.
Remuneration and staff motivation (Compensation & Benefits, C&B). Analysis of the labor market in terms of remuneration, bonus schemes used and provided social packages with the aim of maintaining on the right level own corporate motivational schemes.
Development and training of personnel (Training & Development, T&D). Eichar needs to be aware of what competencies employees should have, what else needs to be developed and how.
Organization Development Eichar takes part in solving the following issues: which organizational structure corresponds to the company, how it will develop and which departments need to be created or reorganized in order for the staff to work most effectively.
Corporate culture. Eichar is involved in activities related to communicating the values of the company to each employee (team building, internal communications: publishing a corporate newspaper, sports events, etc.).
Working with trade unions. So far, few HRs are able to implement it, but since some trade unions have become very strong thanks to state support, they can no longer be discounted.

Skills

For HR, the ability to work with line managers is important, he is an internal consultant on all issues related to personnel, and really communicates with huge amount people, but at the same time is not a psychologist, although there are specialists of this type ("mothers"). It is difficult to imagine a successful HR person without good communication skills. As for the HR director, in any case he must be, first of all, a strong manager.

Many people believe that HR specialists do not need specialization (by industry, market segment), because the technologies are the same. Indeed, for a person involved in HR administration, it is not so important what industry he works in. HR director is another matter. Ideally, he should know the business at the top management level. Business knowledge directly depends on this - an understanding of where the company is heading and how to build a policy in relation to personnel. There are several areas where employers want to see a person with experience in a similar business in the HR position - finance, IT, hi-tech.

Advantages and disadvantages

The main problem is that HR workers are usually not very interested in business. If the HR knows very little about the company's clients, about its strategic objectives, then he pays much more attention to procedures a la performance appraisals (performance appraisals) than to real results... So far in Russia they do not know how to correctly assess the main indicators that should serve as a measure of the professional success of a personnel manager: creating the necessary working atmosphere, attracting and retaining talented employees or creating productive social networks... Instead, filling is measured staff units or quantity educational trainings per capita of the corporate population.

The HR manager's salary depends on the organization, as well as the goals and objectives set for him.

If the HR is not just an administrator following the instructions of the boss, but chooses the role of a trustee of employees, then, protecting his charges, he can enter into a difficult relationship with management. But with a certain set of knowledge, methods and confidence that makes him listen to him, he may well become a strategic partner for the leader.

Salary

The HR manager's salary depends on the organization, as well as the goals and objectives set for him. For example, a HR director of a large Russian company with more than 3,000 employees can receive up to $ 10-15 thousand per month. In an average company with about 1000 employees - $ 8-10 thousand. In a small company - up to $ 5 thousand.

As for specialists, on average, according to HeadHunter statistics, companies are willing to pay $ 1,500. The minimum bet is from $ 800.

Perspectives

Horizontal movement is quite common for HRs: they make cross-industrial transitions quite easily. There is personnel workers, who become serious strategic partners, serve on the board. There are even known cases of transfer to the general management of the company. One of the career development options for a HR director is to grow out of a particular company and take the position of a management consultant.