Head of the Human Resources Department - free course from the Russian School of Management, training, date: December 7, 2023.

Ph.D., consultant on management, training and personnel development. Has practical experience in the development and implementation of HR technologies in retail business.

Practical teacher, author of courses and master classes on human resource management. He has many years of experience as a HR director.

Current issues of personnel records management
• Documents of the organization. Mandatory and optional.
• Constituent documents. Charter
• Order on the appointment of those responsible for recording, maintaining and storing work books.
• Internal labor regulations. Payment Regulations. Regulations on the protection of personal data.
• Staffing.
• Vacation schedule.
• Work books and inserts for them. Books for recording the movement of labor books.
• Receipt and expense book for accounting of work book forms.
• Orders on labor relations. Shelf life.
• Mandatory local acts.

Legal regulation of remuneration and labor standards
• Regulation of wages.
• Remuneration is a key issue in labor relations.
• Regulatory acts regulating wages. Local regulations on remuneration.
• Terms of payment of wages.
• Other issues of wage regulation: changing the bank, indexation, issuing pay slips, allowances.
• Liability for late wages. Legal regulation of bonuses.
• Working hours: norm and deviations from the norm. Job descriptions.
• Non-standard cases when recording working hours.
• Irregular hours and overtime work, paperwork.
• Drawing up and changing job descriptions.
• Labor rationing. Changes in wages.
• Types of labor standards, their use in organizations.
• Working time photography: concept. Organizing work time photography. Using the results.
• Options for changing wages.

Grading technologies
• Fundamental approaches to developing a grading system. Positioning of the company in the labor market.
• Job evaluation: definition of basic positions and job evaluation procedure.
• Selection of job evaluation methods: simple ranking, integral method, point method with analysis of key factors. Advantages and disadvantages of each method. Discussion, selection of the most suitable method for the company.
• Development of salary structure. Using labor market surveys.
• Determining the optimal price for the position. The optimal ratio of the fixed and variable parts of remuneration.
• Selection of the control value of the salary scale for each position, determination of the width of the bracket, the overlap between the brackets and the optimal number of grades.
• Determination of salary growth within the range (grade).
• Development of a salary review plan. Examples of developing a system of job levels (grades) for a trading and manufacturing company.

Inspection of State Tax Inspectorate and other government agencies. All about HR checks
• The procedure for conducting a GIT inspection. Types of verification. Risk-based approach.
• What exactly will the inspector check?
• List of documents to be checked, areas of verification, statistics.
• Personnel documents that will be checked by the inspector. Typical employer mistakes when providing personnel documents.
• Occupational safety documents that will be checked by the inspector.
• Preparation of verification documents. Communication with the inspector.
• How to properly prepare documents for the inspector. Preparation algorithm. Consequences of the audit.
• Who and in what cases will check the maintenance of military records.
• Checking quota documents.
• Archive design. Algorithm for preparing documents for the archive.
• Personal data and its protection. Algorithm for preparing documents.
• Roskomndazor inspections.

Change management when working with personnel
• Human resource and changes: features of perception and development.
• The theory of generations in the context of communication and work with change.
• Resistance to change. Conflicts when implementing changes. Prevention and overcoming.
• Willingness to change at the company level. Creating an environment of change.
• Effective implementation of changes.
• Involvement in the process of developing changes. Agents of change.
• Modeling of changes, pilot projects. Assessing the effectiveness of changes. Pitfalls of statistics and evaluation of results.
• Roadmap for supporting changes across generations. Company experience.
• Cascading information on changes. Management training.
• Assessing the effectiveness of implementing changes. Features of conducting surveys.
• Matrix of communications and change support tools.
• Creation of an effective communication environment. Principles of building effective communication: language, channels, form, time.
• Communication matrix when implementing changes.
• Selection and implementation of key HR tools that support the system of changes (training and development, personnel reserve, material and non-material motivation.