Register and put on military records his business in the military Commissariat immediately after its registration, incorporation and tax registration. Pre-contact a military Commissariat and to clarify the list of documents, necessary for the production of the organization of military registration, as local authorities have the right to set their own requirements.
Calculate the number of HR employees who will be directly engaged in questions of the military account. If the planned number of employees is large, it will require 1 exempt employee liable for every 2000 employees. If there are less than 500, then military service may exercise any employee of the personnel Department in combination.
Determine the number of conscripts and reservists employees. Don't forget to take into account women who received an education equivalent to military specialties. Place your order on the organization of military registration of your company, which you should assign responsibility for this work, employees of the personnel Department.
Prepare a work plan for conducting of the military account, which must be signed by the head of the company. Coordinate this plan with the military Commissioner. Make a list of employees that are in stock.
Develop an open reference information for those employees within the Agency who are subject to military registration. Specify it is their responsibility, duties and order of actions in case of introduction of martial law. Familiarize yourself with this document liable to the employees for signature.
Familiarize employees of the personnel Department, responsible for maintaining the military register with a "Statement of the General staff of the Armed Forces of the Russian Federation for conducting of the military account in organizations" and determine in accordance with this document, the responsibilities of each. Describe these responsibilities in job descriptions.
Advice 2: How to organize the HR Department
One of the most important structural units of any enterprise is human resources. If we assume that the qualification and professionalism of employees of the enterprise depends on its commercial success, the selection of personnel possessing these qualities is the task of the staff of the unit. However, it must also fulfil many other functions.
Consider which basic functions will perform the division. Of course, in addition to operational and traditional to any company personnelfirst work, the Department needs to engage in forward planning and professional staff development. The question of wages, social programs and labor relations also fall within its competence. But the modern requirements to the functional Departmentand staff includes issues of employee motivation, development of mechanism of stimulation of their work, and even the task of maintaining a favorable climate in the team.
Determine the number of the Departmentand based on the financial condition of the company, the total number of workers, existence of subsidiaries and the number of structural units. In a small business all of the above functions to perform and one person provided that he does not have to deal with paperwork and managing staff. If to take into account Russian realities, on average, one employee of the framesof the first service falls on 100-500 person companies ' personnel. For enterprises with the number 250 people will be enough Departmentand staffconsisting of a chief and two managers. One of them will deal directly with the selection of personnel and its training, the other lead framessecond job and issue documentation. The function of the chief is the overall direction.
If the company is large and the number of employees of the Departmentand the personnel more than 3 people, then entrust the distribution of responsibilities between them and the establishment of working groups the head of Department. In the names of the sectors and groups should reflect the key tasks that they must solve. A list of these tasks for each company can be its. To the traditional, for example, include: the hiring and firing of employees, scheduling of jobs, training programs and events, social issues, legal support of labour relations.
Determine the area of responsibility and powers of Departmentand personnel. The most successful production-proven model, when employees of the Departmentand advise line managers working directly with staff on emerging in the process of working issues.