Job description

Deputy Director (Director, Vice President) for Personnel Management

   This instruction is based on the Order of the Minister of Labor and Social Protection of the Population of the Republic of Kazakhstan dated December 30, 2020 No. 553. Registered with the Ministry of Justice of the Republic of Kazakhstan on December 31, 2020 No. 22003. On approval of the Qualification Directory of positions of managers, specialists and other employees in accordance with the requirements of the Code of the Republic of Kazakhstan dated November 23, 2015 No. 414-V SAM., and is applied as an appendix to the employment contract.  

 Job responsibilities:

      performs his duties under the general supervision of the first head of the organization and in cooperation with the heads of other departments and services.;

      organizes the management of the formation, use and development of the organization's personnel based on the maximum realization of the labor potential of each employee.;

      heads the work on the formation of personnel policy, determining its main directions in accordance with the development strategy of the organization and measures for its implementation.;

      participates in the development of business plans of the organization in terms of providing it with human resources.;

      organizes research, development and implementation of a set of plans and programs for working with personnel in order to attract and consolidate employees of the required specialties and qualifications in the organization based on the use of scientific methods for forecasting and planning personnel needs, taking into account the balanced development of the industrial and social spheres, rational use of human resources, taking into account the prospects for the development of the organization;

      conducts work on the formation and training of a reserve of personnel for promotion to senior positions based on a career planning policy and the creation of a continuous staff training system.;

      organizes and coordinates the development of a set of measures to increase the labor motivation of employees of all categories based on the implementation of a flexible policy of financial incentives, improvement of working conditions, increase its content and prestige, rationalization of structures and staff, strengthening labor discipline;

      determines the directions of work to create a favorable socio-psychological climate in the team, stimulate and develop forms of employee participation in production management, conditions for the establishment of a healthy lifestyle, and increase the meaningful use of staff's free time in order to increase their labor productivity.;

      ensures the organization and coordination of research on the creation of a regulatory and methodological framework for personnel management, the study and generalization of best practices in the field of labor rationing and organization, personnel evaluation, professional selection and career guidance, professional adaptation, and the implementation of methodological and regulatory developments in practice.;

      monitors compliance with labor laws when working with staff;

      advises senior management, as well as heads of departments on all personnel-related issues.;

      provides periodic preparation and timely provision of analytical materials on social and personnel issues in the organization, forecasting staff development, identifying emerging problems and preparing possible solutions.;

      ensures continuous improvement of the organization's personnel management processes based on the introduction of socio-economic and socio-psychological management methods, advanced HR technologies, creation and maintenance of a personnel database, standardization and unification of personnel documentation, the use of computer technology, communications and communications;

      carries out methodological guidance and coordination of the activities of the structural divisions of the organization providing personnel management;

      organizes the necessary accounting and reporting.

Must know:

      legislative and other regulatory legal acts and methodological materials related to labor and social development issues;

     fundamentals of the theory of personnel management and motivation, psychology of communication;

     objectives, development strategy and business plan of the organization, profile, specialization and features of the organization's structure, methodology for planning and forecasting personnel needs;

     methods of analyzing the quantitative and qualitative composition of employees;

     the procedure for concluding employment contracts, sectoral and regional agreements, and regulating labor disputes;

     sociology and psychology of work;

     forms and systems of remuneration and incentive;

     methods for evaluating employees and their work results;

     advanced HR technologies, unified forms of HR documentation;

     fundamentals of production technology;

      computer technology, communications and communications;

     fundamentals of economics, organization of production, labor and management;

     labor legislation, internal labor regulations, occupational safety and health, industrial sanitation, fire safety requirements.

Qualification requirements:

     higher (or postgraduate) education in the relevant field of personnel training and work experience in the specialty in managerial and other personnel management positions for at least 5 years.

 

I have read the instructions:

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                                               "___"__________ 20___ G.

 

 

Attention!   

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