From the point of view of labor relations, the concept "qualification" the level of training of the employee is described, as well as the degree of manifestation of his professional qualities and compliance with certain professional requirements. Qualification requirements may vary depending on position and field of activity.
What is a qualification and who is awarded it?
Regardless of what responsibilities are assigned to an employee of a particular enterprise, he must possess certain skills and have an appropriate level of training to perform his duties. This is necessary in order to perform its functions as efficiently as possible. Thus, regardless of the activity of the enterprise, the employee must have certain necessary knowledge.
But if in some enterprises all the necessary skills, and therefore qualifications, can be obtained directly in the process of work or without it at all (for example, to work as a loader), then some professional areas of activity require a course of study followed by verification in the form of a test or exam, according to the results of which are assigned a certain qualification.
However, one should not confuse concepts such as "qualification" and "specialty". A specialty is precisely the field of activity for which an employee of an enterprise is trained, and qualifications indicate the degree of his preparedness in this field.
Qualification indicators and ways to improve them
In most cases, the qualifications of an employee of an enterprise or organization are determined by qualification category (less often, qualifications are determined by one of two indicators: it may or may not be present). The qualification category is assigned by members of the certification commission, and the category directly depends on the responsibility of the processes performed by the employee and the level of complexity of the work. If we talk about qualification levels in Russian enterprises, in most cases a six-digit system is used, although sometimes an eight-digit grid is used.
In addition to categories, a company employee can be assigned categories. This is typical for employees financial sector and senior technical personnel (for example, engineers). But qualifications, in addition to certain skills and expanding the scope of an employee’s activity, also have an economic aspect. The higher the qualification, the higher the salary. Therefore, the majority of employees of enterprises where advanced training is provided willingly take advantage of this opportunity, because by acquiring new skills and expanding their theoretical base, a person increases their level of income.
Types of advanced training:
- Short term increase (72 hours or less);
- Seminars and trainings (average course duration – 72-100 hours);
- Long-term promotion, which provides training for up to 500 hours.
In the latter case, courses are taken by employees who do not need to obtain theoretical knowledge and already have experience in the relevant field of activity, but the skills of these people do not meet the requirements. For example, if a person gets a job in some kind of production, where the equipment and technologies are more modern than those with which the employee had to deal. Also, this type of advanced training at many enterprises is mandatory once every five years, but in practice this is not observed, and the employer sends employees to such courses only as needed, sometimes with a break from production. In this case - especially if the courses are held in another city or country, the employee retains his workplace and salary is paid monthly.
Short-term appreciation differs from long-term in that in this case Specific thematic issues are studied in lecture form, with lectures, as a rule, given by employees of the same company, but who already have the appropriate qualifications. Upon completion of such courses, a certificate or certificate is issued
The purpose of thematic trainings and seminars is to adapt company employees to new working conditions: for example, when introducing new technological processes or when updating equipment.
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Qualification is the employee’s preparedness for professional activities to perform work of a certain complexity within the framework of a profession, specialty, specialization.
In TK, the concept of “qualification” is defined as the level of general and special training of an employee, confirmed by the types of documents established by law (certificate, diploma, certificate, etc.).
Qualification is a component of the standard of professional education and is characterized by stage and level.
The qualification level is a stage in the training of professional personnel in the system of continuous education, reflecting the volume and ratio of general and vocational education and culminating in the receipt of the appropriate document (certificate, certificate, diploma).
Qualification level is the degree of professional skill within a specific qualification level. The essential characteristics of the qualification level are: the amount of knowledge and skills; quality of knowledge and skills; ability to rationally organize and plan work; the ability to quickly adapt to changes in equipment, technology, organization and working conditions.
Requirements for various skill levels in relation to specific professions and specialties are established by the corresponding local documents in the tariff and certification system.
Determination of personnel qualifications is regulated by administrative, agricultural and labor legislation. With the help of administrative law, the qualifications of graduates of special educational institutions and a number of other persons are established. Agrarian law establishes the rules for determining the qualifications of members of agricultural organizations. Labor law regulates the rules for determining the qualifications of workers and the conditions for the emergence of labor relations.
When determining the qualifications of employees, they are guided by a system of generalized indicators, highest value among which they have ranks, classes and categories.
Using tariff categories, the qualifications of most workers in industrial, construction and other organizations are determined. Class titles are awarded to transport drivers and specialists Agriculture etc. The level of qualifications of specialists in a number of industries is recorded using categories. Quantitative and qualitative results of labor activity, the level of professional preparedness of workers are reflected by the following indicators:
Length of experience in this job (special-
TI); presence of common and special education:
The measure of responsibility for the assigned task and so on.
These indicators have great theoretical and practical
First importance when agreeing on the content of an employment contract, resolving issues about the workplace, adapted measures, |1 certification and others. Thus, the labor function is established in accordance with the qualifications of the employee, which, in turn, is expressed in ranks, classes, categories. Legal rights the norms establish the legal obligation of the employer to timely and objectively record such indicators, i.e. pra- :i; correctly determine the qualifications of workers, guaranteeing them work in accordance with their vocation, abilities, education and taking into account social needs. th" Determination of qualifications is the establishment of the level of knowledge
The level and skill of the worker, the compliance of this level with certain requirements determined by one or another complexity $? 1Pyfla of the relevant specialty.. The qualifications of the employee are determined on the basis of certain
New qualification characteristics derived from those included in the "content of the concept of qualification components of complexity pas" bots, body of knowledge, production experience, degree %) of the worker's abilities and skills. Such characteristics may include: volume of special and general education, experience in work in a given profession, ability to perform work specific to the area Qualitative definition qualifications include the content of a written employment contract, civil function, labor rights and responsibilities, wages and others
elements labor relations. Determining qualifications when hiring shows the possibility or impossibility of allowing an employee to perform a certain job. On the contrary, untimely identification of inconsistency with future work increases the likelihood of disappointment in it or other undesirable phenomena.
Labor law establishes the employer’s obligation to establish the qualifications of employees hired. However, this obligation does not apply to all cases of employment. For example, persons accepted as apprentices do not have professional training, and therefore their qualifications are not established.
Labor law provides for the following forms of establishing qualifications when hiring: documentary determination, testing, medical examination, internship, interview, tests and passing a special exam.
Documentary establishment of qualifications when applying for a job is carried out on the basis of various documents that have legal force.
The qualifications of graduates of special educational institutions are determined by a diploma, certificate, certificate, certificate.
The qualifications of workers can be established by recording in work book based on the qualification category or class assigned to them.
The study of documents helps to establish the business, moral and other characteristics of employees, and the level of their professional preparedness. Specific list documents presented by applicants when concluding an employment contract are established in TK. Hiring without the specified documents is not permitted. It is prohibited to require documents not provided for by law when concluding an employment contract. The significance of the documents is that they confirm age and level of professional preparedness, which are necessary to coordinate the job function and other terms of the employment contract, and clarify job responsibilities.
The legislation also provides for other forms of familiarization with the data of an applicant. When hiring, with the agreement of the parties, a test may be imposed to verify the employee’s suitability for the assigned work.
This condition is provided by TK. but its inclusion in a written employment contract is permitted only by mutual agreement of the parties. If the employee objects, the contract is either rejected. or is concluded without this condition.
The testing period is determined by TK. Moreover, only the maximum duration is regulated (no more than three months). By mutual agreement of the parties probation can be appointed, for example, for one or two months Establishing probation is not a mandatory condition of the employment contract, but if an agreement has been reached on it, it must be indicated in the text of the employment contract and the order (instruction) on hiring The probationary period is calculated only on weekdays. Thus, the probationary period does not include the period of temporary unemployment and other periods when the employee was absent from work for valid reasons.
The test is not established when hiring employees under 18 years of age; young workers after graduating from vocational schools; young specialists after graduating from higher and secondary specialized educational institutions; disabled people; temporary and seasonal workers; when transferred to work in another area or to another employer; when applying for a job through a competition; in other cases provided for by law (for example, when transferring an employee who is part of labor relations with the employer, from one position to another or from one department to another).
Each party has the right to terminate the employment contract subject to preliminary testing:
Before the expiration of the preliminary test period, having notified the other party about this in writing three days in advance;
On the day of expiration of the preliminary test.
An unsatisfactory test result gives the employer the right to terminate the employment contract with the employee. In this case, the employer is obliged to indicate the reasons that served as the basis for recognizing the employee as having failed the test.
The employee has the right to appeal the employer's decision in court. If, before the expiration of the preliminary test period, the employment contract with the employee is not terminated in accordance with part one of Art. 29 TK, then the employee is considered to have passed the test and termination of the employment contract with him is allowed only on a general basis.
A test when hiring is an optional condition of an employment contract, a test of professional preparedness when completing tasks related to the labor function of the incoming employee within the established time frame. The test helps determine the level of his qualifications, suitability for the work performed and change adaptation and labor protection measures.
The employee has the right to appeal the test results in the general manner: to the commission on labor disputes(KTS), court. If unsatisfactory test results are accompanied by his release from work, then the complaint is filed with the district court
In some cases, labor legislation establishes mandatory medical examination when applying for a job.
For example, minors under 18 years of age, workers employed in hard work, at work with harmful conditions labor, as well as in vehicle maintenance work, employees of food industry enterprises, Catering and trade, medical institutions and some other organizations. These measures are aimed exclusively at protecting the life and health of both the workers themselves and those in contact with their work activities.
The results of the medical examination are documented in a special document.
Internship is one of the forms of establishing qualifications when hiring young specialists. The internship has a multi-purpose purpose. It helps to clarify the qualifications of personnel, quickly develop adaptation measures, increase the level of professional preparedness of workers, and as such is a guarantee of the right to work. The internship is used for transport drivers, law enforcement officers and other categories of workers.
The regulations on the distribution of graduates of state higher and secondary specialized educational institutions of the Republic of Belarus, approved by the Ministry of Education, the Ministry of Economy, the Ministry of Justice, the Ministry of Labor and the Ministry of Finance, do not provide for mandatory internship for young specialists during the first year of work.
In practice, internships for young specialists are usually provided for in local regulations of enterprises (organizations).
During the internship period, young specialists acquire the appropriate qualifications. Therefore, employees who have received higher education in the evening or correspondence education system, having work experience in the relevant specialty for at least one year, during which they have already acquired an initial qualification.
The qualifications obtained during the internship are established by a collegial body (commission) in the appropriate manner
Coordination of the labor function and other terms of the employment contract begins with an interview with the incoming employee
Conducting an interview is one of the the most important forms determining qualifications when hiring. Appointment to a position after preliminary selection and interview is a situation where the organization, represented by the personnel service employee, and the candidate for this position are trying to determine to what extent their own interests can be satisfied as a result of this appointment.
A preliminary job interview is aimed at finding out the applicant’s education and assessing it personal qualities and so on.
At this stage of determining qualifications, before the employment contract comes into force, the employee may change his initial intention to enter the job. The organization also has the right to refuse the services of an employee, but in cases and on the grounds specified in the legislation
There is a difference in the position of the parties. An employee, changing the original intention, may not indicate the reasons for his decision; in any case, the law does not oblige him to do so. The organization is obliged to explain the reason for the refusal, which is permissible only for business reasons, with a valid reason.
Qualification is the ability of a specialist to perform work of a certain complexity. Qualification is determined by theoretical training, depending on the level of education and experience acquired in practical activities. Each profession requires its own combination of theoretical training and experience.
According to skill level, workers are divided into:
low-skilled,
qualified,
highly qualified.
For specialists, two types of qualifications can also be distinguished depending on:
level of education: specialists with secondary specialized education;
specialists with higher education;
highly qualified specialists with academic degrees(candidate and doctor of science) or academic title (associate professor, senior researcher, professor);
from the specialty received: economist, economist-manager, mechanical engineer, process engineer, engineer-economist, etc.
To characterize the level of qualifications of workers, tariff categories are used. The main factors influencing the qualification category are the level of education of a particular employee and the complexity of the work requiring appropriate qualifications. These requirements are laid down in the qualification characteristics provided for by the qualification reference books “Unified Tariff and Qualification Directory of Works and Professions” and “Qualification Directory of Employee Positions”.
The qualification level of enterprise employees is assessed by the following tariff categories
workers - from 1 to 8;
specialists with secondary education – from 6 to 10;
specialists with higher education – from 10 to 15;
managers structural divisions– from 14 to 19;
chief specialists - from 15 to 22;
line managers - from 11 to 20;
head of the organization from 16 to 23.
The specifics of the enterprise, its size, organizational and legal form and industry affiliation determine the requirements for the professional and qualification composition of employees.
The personnel structure of an enterprise is characterized by the ratio of the number of individual categories of workers to their total number. The largest share in the personnel structure of industrial enterprises is occupied by workers.
2. Characteristics of the enterprise personnel
2.1.Quantitative characteristics of personnel
The personnel of the enterprise and its changes have certain quantitative, qualitative and structural characteristics, which can be measured and reflected with a lesser or greater degree of reliability and reflected by the following absolute and relative indicators:
payroll - employees under an employment contract performing permanent, seasonal or temporary work;
average number of employees for a certain period (month, quarter);
turnout - the number of payroll employees who went to work on a given day, including those on a business trip;
total turnover coefficient - the ratio of the total number of accepted and retired in the average number;
admission turnover ratio. Amount accepted/average headcount;
dismissal turnover ratio. Amount of people leaving/average headcount;
current frame ratio. Amount of people leaving for undesirable reasons (dismissal at personal request, failure to comply with labor discipline)/average headcount;
staff replacement rate. Amount accepted/amount dropped out;
staff retention rate. The amount of employees who worked for 1 year/average number.
This combination of the listed and a number of other indicators can give an idea of the quantitative, qualitative and structural state of the enterprise’s personnel and trends in its change for the purposes of personnel management, including planning, analysis and development of measures to improve the efficiency of use of the enterprise’s labor resources.
Qualification is the employee’s preparedness for professional activities to perform work of a certain complexity within the framework of a profession, specialty, specialization.
In the Labor Code, the concept of “qualification” is defined as the level of general and special training of an employee, confirmed by the types of documents established by law (certificate, diploma, certificate, etc.).
Qualification is part of the standard vocational education and is characterized by stage and level.
The qualification level is a stage in the training of professional personnel in the system of continuous education, reflecting the volume and ratio of general and professional! about education and completed by receiving the appropriate document (certificate, certificate, diploma).
Qualification level is the degree of professional skill within a specific qualification level. The essential characteristics of the qualification level are: the amount of knowledge and skills; quality of knowledge and skills; ability to rationally organize and plan work; the ability to quickly adapt to changes in equipment, technology, organization and working conditions.
Requirements for various skill levels in relation to specific professions and specialties are established by the corresponding local documents in the tariff and certification system.
Determination of personnel qualifications is regulated by administrative, agricultural and labor legislation. With the help of administrative law, the qualifications of graduates of special educational institutions and a number of other persons are established. Agrarian law establishes the rules for determining the qualifications of members of agricultural organizations. Labor law regulates the rules for determining the qualifications of workers and the conditions for the emergence of labor relations.
When determining the qualifications of employees, they are guided by a system of generalized indicators, the most important of which are ranks, classes and categories.
Using tariff categories, the qualifications of most workers in industrial, construction and other organizations are determined. Class titles are assigned to transport drivers, agricultural specialists, etc. The qualification level of specialists in a number of industries is recorded using categories. Quantitative and qualitative results of labor activity, the level of professional preparedness of workers are reflected by the following indicators:
length of experience in this job (special-
TI);
availability of general and special education;
the degree of responsibility for the assigned whole, and so on.
These indicators have great theoretical and practical
national importance when agreeing on the content of an employment contract, resolving issues about the workplace, adapted measures, certification and others. Thus, the labor function is established in accordance with the qualifications of the employee, which, in turn, is expressed in ranks, classes, categories. Legal standards establish the legal obligation of the employer to timely and objectively record such indicators, i.e. correctly determine the qualifications of workers, guaranteeing them work in accordance with their vocation, abilities, education and taking into account social needs.
Determining qualifications is the establishment of the level of knowledge and skill of an employee, the compliance of this level with certain requirements determined by one or another complexity of the WORK of the corresponding specialty.
Sh. The qualifications of an employee are determined on the basis of certain qualification characteristics derived from the components of the complexity of the work included in the content of the concept of qualification, the body of knowledge, production experience, the degree of ability and skills of the employee. Such signs may include; volume of special and general education, work experience in a given profession, ability to perform; certain operations, operating mechanisms, units and devices, compliance of the employee’s personal data with professional requirements, the level of responsibility for the assigned work, etc. The need to determine qualifications arises for the employer, first of all, when concluding one ordinary contract. Determining the qualifications of an employee when hiring is necessary to correctly and promptly establish the compliance of his data with the requirements of his future job. A qualitative determination of qualifications clarifies the content of a written employment contract - the labor function, labor rights and obligations, the amount of remuneration and other elements of the labor relationship. Determining qualifications when hiring shows the possibility or impossibility of allowing an employee to perform a certain job. On the contrary, untimely identification of inconsistency with future work increases the likelihood of disappointment in it or other undesirable phenomena.
Labor law establishes the employer’s obligation to establish the qualifications of employees hired. However, this obligation does not apply to all cases of employment. For example, persons accepted as apprentices do not have professional training, and therefore their qualifications are not established.
Labor law provides for the following forms of establishing qualifications when hiring: documentary determination, testing, medical examination, internship, interview, tests and passing a special exam.
Documentary establishment of qualifications when applying for a job is carried out on the basis of various documents that have legal force.
The qualifications of graduates of special educational institutions are determined by a diploma, certificate, certificate, certificate.
The qualifications of workers can be established by entry in the work book based on the qualification rank or class assigned to them.
The study of documents helps to establish the business, moral and other characteristics of employees, and the level of their professional preparedness. A certain list of documents presented by applicants when concluding an employment contract is established in the Labor Code. Hiring without the specified documents is not permitted. It is prohibited to require documents not provided for by law when concluding an employment contract. The significance of the documents is that they confirm age and level of professional preparedness, which are necessary to coordinate the job function and other terms of the employment contract, and clarify job responsibilities.
The legislation also provides for other forms of familiarization with the data of an applicant. When hiring, a test may be agreed upon by the parties to verify the employee’s suitability for the assigned work. This condition is provided for by the Labor Code. but its inclusion in a written employment contract is permitted only by mutual agreement of the parties. If the employee objects, the contract is either rejected or concluded without this condition.
The test period is determined by the Technical Code. Moreover, only its maximum duration is regulated (no more than three months). By mutual agreement of the parties, a probationary period can be assigned, for example, for one or two months. The establishment of a probationary period is not a mandatory condition of the employment contract, but if an agreement is reached on it, it must be indicated in the text of the employment contract and the order (instruction) on when applying for a job, the probationary period is calculated only in working days. Thus, the probationary period does not include the period of temporary inability to work and other periods when the employee was absent from work due to good reasons.
The test is not established when hiring employees under 18 years of age; young workers after graduating from vocational schools; young specialists after graduating from higher and secondary specialized educational institutions; disabled people; temporary and seasonal workers; when transferred to work in another area or to another employer; when applying for a job through a competition; in other cases provided for by law (for example, when transferring an employee who is in an employment relationship with the employer from one position to another or from one unit to another).
Each party has the right to terminate the employment contract subject to preliminary testing;
- before the expiration of the preliminary test period, having notified the other party about this in writing three days in advance;
- on the day of expiration of the preliminary test.
The employee has the right to appeal the employer's decision in court. If, before the expiration of the preliminary test period, the employment contract with the employee is not terminated in accordance with part one of Art. 29 of the Labor Code, then the employee is considered to have passed the test and termination of the employment contract with him is allowed only on a general basis.
A test when hiring is an optional condition of an employment contract, a test of professional preparedness when completing tasks related to the labor function of the incoming employee within the established time frame. The test helps determine the level of his qualifications, suitability for the work performed and change adaptation and labor protection measures.
The employee has the right to appeal the results of the test in the general manner: in the labor dispute commission (LCC), or in court. If unsatisfactory test results are accompanied by his release from work, then the complaint is filed with the district court
In some cases, labor legislation establishes a mandatory medical examination upon hiring.
For example, minors under 18 years of age, workers engaged in heavy work, work with hazardous working conditions, as well as those servicing vehicles, and employees of enterprises are subject to a preliminary medical examination. Food Industry, public catering and trade, medical institutions and some other organizations. These measures are aimed exclusively at protecting the life and health of both the workers themselves and those in contact with them. labor activity.
The results of the medical examination are documented in a special document.
Internship is one of the forms of establishing qualifications when hiring young specialists. The internship has a multi-purpose purpose. It helps to clarify the qualifications of personnel, quickly develop adaptation measures, increase the level of professional preparedness of workers, and as such is a guarantee of the right to work. The internship is used for transport drivers, law enforcement officers and other categories of workers.
The regulations on the distribution of graduates of state higher and secondary specialized educational institutions of the Republic of Belarus, approved by the Ministry of Education, the Ministry of Economy, the Ministry of Justice, the Ministry of Labor and the Ministry of Finance, do not provide for mandatory internship for young specialists during the first year of work.
In practice, internships for young specialists are usually provided for in local regulations of enterprises (organizations).
During the internship period, young specialists acquire the appropriate qualifications. Therefore, employees who have received higher education in the evening or correspondence education system, who have worked in the relevant specialty for at least one year, during which they have already acquired initial qualifications, are exempt from internship.
The qualifications obtained during the internship are established by a collegial body (commission) in the appropriate manner
Coordination of the labor function and other terms of the employment contract begins with an interview with the incoming employee
Conducting an interview is one of the most important forms of determining qualifications when hiring. Appointment to a position after preliminary selection and interview is a situation when an organization, represented by a personnel service employee, and a candidate for this position are trying to determine to what extent their own interests can be satisfied. ~renas as a result of this appointment.
A preliminary job interview is aimed at finding out the applicant’s education, assessing his personal qualities, etc.
At this stage of determining qualifications, before the employment contract comes into force, the employee may change his original intention to enter the job. The organization also has the right to refuse the services of an employee, but in cases and on the grounds specified in the legislation
There is a difference in the position of the parties. An employee, changing the original intention, may not indicate the reasons for his decision; in any case, the law does not oblige him to do so. The organization is obliged to explain the reason for the refusal, which is permissible only for business reasons, with a valid reason.
An employee’s qualification is the level of his preparedness for professional activities. Labor Code defines the term “employee qualification” as the level professional knowledge, skills and abilities of the employee, confirmed by educational documents.
The main goal of the activities vocational training employees - improving theoretical knowledge and practical skills within the profession.
Staff development has the following benefits:
- Application latest technologies. Many organizations have the opportunity to implement into production new technology. But it is often not used, since the company does not have employees capable of working with it (see).
- An employee's qualifications are characterized by the productivity of his work. Increasing it will satisfy the needs of customers and increase the competitiveness of the organization.
- Identification of professionals who can take a leadership position. During training the best way people who have leadership qualities and leadership abilities manifest themselves.
- Ability to quickly respond to market changes. Highly qualified employees can quickly respond to changing customer needs.
- Experienced professionals can perform a variety of tasks and improve the productivity of an organization (see ).
- Guaranteed employment of employees.
- Management's concern for employees stimulates them to improve productivity.
The qualification level of management personnel, specialists and employees is determined by their experience and education:
- Highly qualified specialists have academic titles and degrees.
- Higher qualifications - higher education and experience.
- Average qualification - secondary or secondary specialized education.
- Specialists - practitioners do not have special education, but occupy positions of specialists and managers.
The qualification level of production workers is determined by ranks. They are assigned depending on professional training.
- Unskilled workers do not pass special training. They are employed in maintenance and auxiliary work.
- Low-skilled workers were trained for several weeks. They do simple work.
- Qualified workers study for several years and have work experience. They carry out complex construction, repair and other work.
- Highly qualified workers have been trained for more than 2 years and have extensive practical experience. They work with complex equipment and perform demanding work.
Interesting fact: The assessment of the professional qualities of employees is carried out taking into account their contribution to the development of the organization when performing job responsibilities.
Vocational training involves more than just on-the-job or educational institution, but also the exchange of knowledge, self-education, reading specialized literature.
Goals of advanced training:
- improving the competitiveness of the organization;
- increasing the ability of employees to adapt to changing market requirements;
- improving the professional skills of workers and their competence;
- opportunity for an employee to build a career;
- improving mutual understanding between employees and management of the organization;
- increasing employee commitment to their company, which reduces staff turnover.
Mandatory advanced training according to law
For some professions, the law provides for mandatory advanced training. Organization of advanced training for employees is the responsibility of the employer. When sending an employee for training, he is obliged to keep his job, release him from official duties for the period of training and pay the average wages for this period.
Mandatory advanced training is required for:
- medical workers;
- teachers;
- workers railway transport if their activities are related to the movement of trains;
- drivers of automobile and urban electric transport;
- guards.
Types of advanced training for workers, their features
Depending on the specifics of the organization, the complexity of production, the purpose of training and the skills of employees, they often choose one of these types of advanced training for employees.
- Short-term training. Individual problems that arise in a specific production are considered. After completion, a test or exam is conducted.
- Thematic seminars. Consider problematic issues arising in the industry, region or enterprise.
- Long-term training. Takes place in educational institution and involves an in-depth study of the problems associated with professional activity. Upon completion, certification is carried out.
Information about training results is transmitted to the HR department.
Interesting fact: As practice shows, among employees holding managerial positions, not all have the necessary qualifications to fulfill the requirements.
Where can I get vocational training?
According to labor legislation employees can study in an organization or educational institution that has passed state accreditation. Such institutions include academies, courses, institutes, and training centers.
If it can be done without interrupting production, it is carried out at the enterprise. Can be done individually or in a group.
Interesting fact: If the license educational institution suspended after the entry into force of the contract for the provision of educational services, the organization will suffer only if it was aware of the lack of a license.
Advanced training of employees is documented in the following documents:
- A student contract, which is an addition to the employment contract. It may consist of either current employee organization, and with potential.
- The training and retraining program for personnel, indicating the educational level and the institution where the training is carried out.
- In accordance with the program, an order is issued to send the employee for training.
- An agreement is concluded between the organization and the institution providing training.
- Documents confirming completion of training: certificate, certificate, diploma. Issued by an educational institution.
- Invoice from the institution providing the service.
- Documents confirming payment for services provided.
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