Human Resources Policy

HR Policy

Human Resources Policy is implemented by the administration with the aim of forming a team of the required number of employees with:
• Honesty
• loyalty
• Qualification
• Experience
• potential

Elements of Human Resources Policy:
• Sources of new personnel
• Requirements and criteria for recruitment
• Evaluation of candidates for employment
• Adaptation of a new employee
• Establishment of a trial period
• Personnel Management
• Counseling
• Training and retraining
• Assessment of staff performance
• Disciplinary system (system of rewards and penalties)
• Career advancement
• Organization of dismissal of employees

Distribution of responsibility and authority
The distribution of responsibility and authority should guarantee the correct conduct of business operations and ensure the implementation of the preventive protective function of accounting. For this, job descriptions are developed.

For each employee, the job description defines:

• To whom the employee is subordinate
• Who is led by the employee
• What kind of work does
• What decisions is authorized to make
• What is responsible and how is responsible
• What documents are executed and signed
• Whose duties are performed temporarily (if necessary)

To prevent individuals from attempting to violate requirements, separation of incompatible functions should be ensured. For example, from the point of view of asset management, the following functions should be divided between different employees:

• Direct access to assets
• Permission to carry out operations with assets
• Implementation of business operations
• Reflection of business transactions in accounting

Internal management accounting
The purpose of management accounting is to provide information on production planning, management and control. In management accounting, the main focus is on responsibility centers – structural units headed by managers who are responsible for the results of their work. At the same time, only those indicators of costs and revenues that he really can influence are included in the sphere of responsibility of the head of the unit.

Profit is usually taken as the main estimated indicator, and they are guided by the following rules:

• The growth of profit of the unit should not lead to a decrease in profit of the entire enterprise
• The profit of each unit should be calculated objectively, regardless of the profit of the whole enterprise
• The results of one manager should not depend on the decisions of other managers