Job description of the head of the development department

Business lawyer > Labor law > Responsibilities of the business development director, responsibilities and nuances of the profession

Development is the main function of any commercial organization. This is a whole system that consists of elements: marketing, promotion strategy, company reputation on social networks, logistics, etc. Each element is associated with a specific department of the company, and the leader in a specific area is the business development director, whose responsibilities include personnel management. What the company is, what requirements are put forward to candidates for the position and what advantages it has - read the article.

Profession details

The main detail of the profession is that the development position is managerial. This means that the scope of responsibilities always changes depending on the company and is never static.

The development director must also work not only with the department assigned to him, but also contact others - this is necessary in order to comprehensively assess the risk and success of the proposed management decision. This cannot be done without providing the appropriate powers in the contract and complying with the internal regulations of the company.

A characteristic feature of the position is also that it is necessary to conduct a comprehensive analysis of the company’s work and take into account the company’s previous actions. You always need to understand what mistakes were made, how they can be avoided in the future, and what is necessary for the rational use of resources.

As a consequence: the development director in some cases is given the right to change entire structures of the company to achieve better results.

Job responsibilities

3.1. To perform the functions assigned to him, the development director is obliged to:

— conduct comprehensive observation, research and analysis of production and commercial processes at the enterprise;

- based on observation data, research and analysis of production and commercial processes at the enterprise, prepare specific programs for the development and restructuring of the enterprise, analyze the possibilities of financial support for the programs;

— determine budgeting priorities and monitor expenses to ensure financial stability of implemented programs;

— make calculations of efficiency from the implementation of enterprise development projects;

— put forward informed proposals for the development of new business areas and development of new markets;

— carry out the development of projects for technical and administrative modernization of the enterprise;

— consider the prospects for changing the status of individual structural units (changes in the order of relationships with other departments, the possibility of expanding or limiting the rights of the heads of the relevant units);

— organize the presentation of projects and schedules for their implementation to management, defend and justify them, answer questions from project management;

— after approval of projects, organize the preparation of relevant documentation, obtaining relevant licenses and permits;

— bring the approved work schedules for project implementation to the attention of the enterprise’s management personnel;

— appoint employees responsible for the implementation of projects, develop general recommendations and instructions for them, directly supervise and coordinate the activities of assigned employees;

— organize the interaction of all enterprise structures for the implementation of enterprise development projects;

— coordinate the work on project implementation at all stages, monitor the compliance of decisions made and actions taken with the basic concept of enterprise development;

— analyze economic and financial indicators at each stage of the implementation of enterprise development projects;

— develop methods for promptly responding to crisis and non-standard situations that may lead to disruption of the enterprise development plan or other unfavorable consequences for the enterprise.

When does a company need a development director?

The company needs an employee who will be involved in development at two stages: at the start and in practical activities.

In the first case, if there is a competent director, the company will be able to save not only financial resources, but also human ones. Often, start-up companies fall apart due to unqualified employees who are not able to work within the established framework. In this case, the development director not only motivates and correctly allocates resources, but is also able to mitigate losses from the loss of valuable personnel.

In the second case, when the company has already been successfully on the market for several years, a director is needed either to maintain this form, or when statistics drop. He, having at his disposal the resources of the company, will be able not only to increase its commercial efficiency, but also create a certain reserve. Thus, in the event of a series of failures or a sharp deterioration in the country’s economy, the company will either not suffer losses at all, or will suffer them with minimal damage to the company.

Director's responsibilities

First of all, it is worth noting that the duties of the director can be changed by the internal regulations of the organization. The above list is only basic and not exhaustive. So, the responsibilities include:

• the ability to adjust and determine the basic concept of the company’s development and its positioning in the market

• monitor the company’s reputation and see the cause-and-effect relationship in the company’s actions
• the ability to stop unprofitable commercial activities in a timely manner and with minimal losses for the company
• navigate and change the company's budget in accordance with the current economic situation

However, it is also worth remembering the responsibilities that involve managing people. This is also an important part that no director should miss.

Labor regulations

The job description is supplemented with another section, which regulates some points not previously specified. The director indicates the specialist’s work schedule, specifying that it is regulated by the document on the organization’s labor regulations. In some cases, information about probable business trips necessary for the normal performance of the employee’s duties is specified. Here they also indicate the possibility of providing official transport, benefits and clarify the terms of salary payment, in accordance with the adopted regulations of the company’s management.

Since our material reflects the main aspects of the formation of such a manual, we suggest studying an example of such instructions by downloading it here. The director should remember that a well-drafted document can resolve potential misunderstandings in the future, so the director must take the development of such a form seriously . The absence of questions from the employee contributes to the efficiency of his work and increases the potential of the enterprise.

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Requirements for a specialist

Now, regarding the requirements, without compliance with which no company will be able to hire a development director:

• availability of management skills and relevant experience in other companies
• higher education, which will also indicate knowledge directly of the area in which the work is to be done
• sales experience and knowledge of foreign languages
• ability to work in basic office programs, as well as independently manage projects

How to pass an interview for a position, watch the video:

https://youtu.be/bKF5fo-Oe5w

It is also necessary to take into account that it is often necessary to be better than the requirements specified by the employer. This will allow you to quickly integrate into the work process and start work more successfully.

GLAVBUKH-INFO

Job description of the development director

APPROVED General Director Surname I.O. ________________ "________"_____________ ____ G.

1. General Provisions

1.1. The development director belongs to the category of managers. 1.2. The development director is appointed to the position and dismissed by order of the general director of the company. 1.3. The Development Director reports directly to the General Director. 1.4. During the absence of the development director, his rights and responsibilities are transferred to another official, as announced in the order of the organization. 1.5. A person who meets the following requirements is appointed to the position of development director: higher professional (economics, legal) education, work experience in management positions of at least 5 years (including as a development director or strategic planning manager for at least a year). 1.6. The development director must know: - the theory and practice of management, macro- and microeconomics, marketing, business administration, stock exchange, insurance, banking and finance; — the main tools for the financial recovery of the enterprise; — methods of economic modeling; — modern enterprise management systems; — basics of production technology. 1.7. The Development Director is guided in his activities by: - ​​legislative acts of the Russian Federation; — The company’s charter, internal labor regulations, and other regulations of the company; — orders and instructions from management; - this job description.

2. Job responsibilities of the development director

The Development Director performs the following job responsibilities: 2.1. Defines the general concept and development goals of the enterprise. 2.2. Develops an effective development strategy and the main sections of the enterprise development plan. 2.3. Develops programs for the development and restructuring of the enterprise, analyzes the possibility of financial support for the programs. 2.4. Sets budgeting priorities and monitors expenditures to ensure the financial stability of implemented programs. 2.5. Prepares proposals for the development of new business areas and new markets; develops projects for technical and administrative modernization of the enterprise. 2.6. Presents enterprise development projects to senior management and owners, defends and justifies them. 2.7. After approval of projects, organizes the preparation of relevant documentation, obtaining relevant licenses and permits. 2.8. Communicates the approved work schedules for project implementation to the heads of structural divisions of the enterprise. 2.9. Appoints employees responsible for the implementation of projects, gives general instructions, directly supervises them and coordinates their activities. 2.10. Organizes the interaction of all enterprise structures to implement enterprise development projects. 2.11. Coordinates the implementation of projects at all stages, monitors the compliance of decisions made and actions taken with the basic concept of enterprise development. 2.12. Analyzes economic and financial indicators at each stage of development projects. 2.13. Develops methods for promptly responding to crisis and non-standard situations that can lead to disruption of the enterprise development plan or other unfavorable consequences for the enterprise.

3. Rights of the development director

The Development Director has the right: 3.1. Request and receive necessary information and documents from heads of company departments and specialists. 3.2. Within the limits of his competence, sign and endorse documents, issue orders with his signature on the implementation of enterprise development plans. 3.3. Submit proposals for improvement of work related to the responsibilities provided for in these instructions for consideration by management. 3.4. Require the management of the enterprise to provide organizational and technical conditions and prepare the established documents necessary for the performance of official duties.

4. Responsibility of the development director

The Development Director is responsible for: 4.1. For failure to perform and/or untimely, negligent performance of one’s official duties. 4.2. For failure to comply with current instructions, orders and regulations on maintaining trade secrets and confidential information. 4.3. For violation of internal labor regulations, labor discipline, safety and fire safety rules.

Source: Rabota.ru
Attachments:

Knowledge and skills

However, it is impossible to indicate in the requirements all the knowledge and skills that may be useful at work. An experienced specialist should know them in advance. These include:

• excellent knowledge of the theory of how a company is managed

• ability to search for and use the latest identified management systems
• know about economic modeling methods and competently apply them in practice
• navigate the economic situation and the area in which the organization operates

The deeper the director knows the subject of his activity and its theoretical part, the higher the chances of development in the shortest possible time.

Responsibility of an effective specialist

The scope of responsibility of a director, given access to most of the company's resources, is large. One of the main elements of this area is the targeted use of financial resources and the ability to change the structure of the company.

Taking this into account, restrictions are often specified in the contract to avoid exceeding or failing to fulfill work duties:

1. In case of refusal of official duties, bear the responsibility provided for by the Labor Code of the Russian Federation.

2. Actions against the company, whether targeted or not, force the director to bear administrative or criminal liability.
3. In case of physical damage to the company, further sanctions are imposed on the director in accordance with the Labor Code or the Civil Code of the Russian Federation.

Sanctions often include fines, reprimands, or dismissal. However, the list of restrictions should be compiled exclusively in accordance with the regulatory legal acts of the Russian Federation.

Rights

4.1. The Development Director has the right:

— represent the interests of the enterprise within its competence on issues of development of the enterprise in relations with other organizations, enterprises, institutions, as well as government and administrative bodies;

— request and receive from heads of departments of the enterprise and specialists any necessary information and documents about all indicators of the enterprise’s performance, including having access to commercial information of the enterprise;

— get acquainted with the draft decisions of the enterprise management concerning its activities;

— submit proposals for the management’s consideration to improve work related to the responsibilities provided for in these instructions;

— sign and endorse documents within their competence:

issue, with one’s signature, orders for the enterprise on the implementation of enterprise development plans;

— correspond with organizations on issues within its competence;

— interact with the heads of structural services and departments of the enterprise;

— control the activities of the structural divisions of the enterprise subordinate to him;

— submit for consideration by the director of the enterprise proposals on the appointment, relocation, dismissal of employees, proposals for their encouragement or imposition of penalties on them, in accordance with the legislation of the Russian Federation;

- demand from the management of the enterprise to create conditions for its activities and provide assistance in the performance of their official duties and rights;

- for all social guarantees provided for by current legislation.

Director's rights

The director's rights are also much broader than those of ordinary employees. Let us note only the main ones:

• the opportunity to be the first to receive information about the economic situation of the company
• the right to make changes to planned contracts, as well as sign those that can bring profit to the company
• develop and propose development projects that can increase the company’s profits

The remaining powers relate directly to management functions: imposing sanctions on employees, issuing instructions, etc.

How to become a business development director

If we exclude the presence of higher education, then only practical skills remain. The main quality of a development director is the ability to build a business. This includes a whole complex: competent management of time, employees, in-depth study of the market, etc.

It is impossible to become a director with only education, without extensive experience and the presence of “material” results.

The company should see and know not only about the employee on paper, but also hear about his achievements. Recommendations from previous places of work are very helpful in this regard.

Responsibilities of a specialist

Since writing a staff manual implies a clear order of sections, after drawing up the general requirements for an employee, the head of the enterprise creates the next paragraph. Here he outlines the job responsibilities of a development director. If the employee's functions briefly describe the occupation, in this section the owner of the organization specifically indicates the work required to be performed by such subordinate. Since this place provides broad powers, the employee’s responsibilities look like a fairly impressive list:

The main task of such a specialist will be the development and implementation of an overall enterprise development strategy

• search for a unified theory for the formation of a company;
• argumentation of the theory of promotion in the corporation market;
• formation of a successful concept and growth strategy;
• analysis of the company’s work and all production processes;
• preparation of precise projects for promoting or modifying the company while simultaneously studying the likelihood of the financial feasibility of such an idea;
• prioritizing financial support for implemented programs and monitoring the targeted use of funds;
• formation of calculations of the productivity of implemented plans, which contribute to the formation of the corporation in the market;
• preparation of recommendations in the field of studying modern commercial trends, entering new markets;
• formation of plans for industrial and managerial modernization of the company;
• demonstration of developments to the board of founders of the organization, defense and argumentation of the project, answering questions from senior management;
• organizing documentary support for the idea after receiving management approval;
• collection of licenses and permits that are necessary for the implementation of the project;
• presenting approved development strategy plans, schedules and deadlines for their implementation to middle managers;
• searches for those responsible for the implementation of approved projects, general coordination of actions and control;
• communicates between departments of the organization to achieve the set goal;
• monitoring every step of the implementation of the adopted project, monitoring the timeliness of decisions of responsible persons and the compliance of their actions with the approved plan;
• determination and qualitative analysis of the compliance of real economic results with planned indicators;
• formation of plans to counter possible force majeure circumstances that disrupt the implementation schedule of the idea and reduce the efficiency of the organization.

An effective manager is obliged to foresee the likely risks of the developed concept and completely eliminate them

A clear and understandable statement of responsibilities helps the employee understand his role in the enterprise and helps determine a specific list of functions and area of ​​work. In addition, the director has the right to expand the listed standard positions and introduce additional sub-items that meet the task of such an employee. However, it is necessary to take into account the standards of labor legislation and the compliance of the general potential of the future candidate for this position with the desired requirements.

Pros and cons of the profession

Finally, let’s look at the advantages and disadvantages of the profession (Table 1).

However, you shouldn’t get hung up on strengths and weaknesses if you really like the profession - every job has them.

Video with development tasks:

Hiring a quality development director is an important step for a company. This will determine the further prosperity of the company for several years to come. However, you should not take the presence of such an employee as a panacea. He will only be able to set the correct vector of where to move - part of the work will also fall on the rest of the workers. Success is always the result of complex work.

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General provisions

1.1. The development director belongs to the category of managers; he is hired and dismissed by order of the director (manager) of the enterprise, to whom he directly reports in his work.

1.2. A person with a higher professional education (economics, engineering-economics, law), a diploma of completion of the MBA program (Master of Business Administration) is appointed to the position of development director: Chicago Graduate School of Business Executive MBA (Chicago Graduate School for Executives , University of Chicago, USA) or Fuqua Business School (Duke University, USA) or Stern School of Business New York University London School of Economics and HEC France (an alliance of three business schools: Business School, New York University, London School of Economics , NES Business School France), or others, including Russian MBA programs and work experience in management positions for at least [value] years (including as a development director or strategic planning manager for at least [value] year).

1.3. In his work, the development director is guided by:

- current legislation;

— methodological materials and recommendations regarding the scope and direction of the enterprise’s activities;

— the charter of the enterprise;

— internal labor regulations;

— orders, instructions and other instructions from the head of the enterprise;

- this job description.

1.4. The development director must know:

— legislative and regulatory acts that determine the directions of development of the country’s relevant industry, production, economic and financial-economic activities of the enterprise;

— tax, civil, banking, administrative legislation, legislation on advertising, accounting, securities market;

— theory and practice of management, macro- and microeconomics, marketing, business administration, stock exchange, insurance, banking and finance;

— principles of enterprise development planning;

— organization of production, labor and management;

— the main tools for the financial recovery of the enterprise;

— market methods of management and financial management, economic modeling, basics of administration;

— modern enterprise management systems;

— basics of production technology;

— prospects for innovation and investment activities;

— methods of information processing using modern

technical means of communication and communication, computer;

— profile, specialization, features of the enterprise structure;

— prospects for the technical, financial and economic situation and development of the enterprise;

— production capacity of the enterprise;

— fundamentals of the production technology of the enterprise’s products;

— the procedure for developing and approving plans for production, economic and financial and economic activities of the enterprise;

- information Technology;

— fundamentals of sociology, psychology;

— rules and regulations of labor protection, safety precautions, industrial sanitation and fire protection.

1.5. The following departments, structural divisions and specialists of the enterprise report to the Development Director [fill in as necessary].

1.6. During the absence of the Development Director, his duties are performed by his deputy, appointed in accordance with the established procedure, who bears full responsibility for the proper performance of these duties.