Sample job description for development manager in 2020

The essence of the profession

Even if at the initial stage things are going well at the enterprise, sooner or later there comes a time when the available resources are no longer enough and it is necessary to reach a new quality level. In this case, it is worth bringing a business development manager into the organization. Its main functions include maintaining contacts with customers and suppliers, as well as creating a favorable atmosphere within the organization. This is a kind of connecting link that is designed to ensure effective contacts between senior management and subordinates at all levels.

It is worth noting that the development manager must have complete information not only about the enterprise itself, but also about the state of affairs in the industry as a whole. He should always have the most up-to-date statistics. In addition, the development manager is the face of the company, representing it in negotiations with both clients and suppliers.

Regional development

A territory development specialist is responsible for promoting the company in the selected region. He works with various distributors and suppliers, increases sales, develops business and captures markets. The manager works closely with marketers and sales people, partly with lawyers and HR managers. His responsibilities include:

Checking compliance with standards and quality of work of company branches.
Monitoring the implementation of assigned tasks and goals for the branches.
Studying and implementing the company’s development plan and entering new markets.
Increasing sales volume and working with competitors.
Control over accounts receivable and work with counterparties.
Creation of reports and infographics, monitoring the performance of offices and retail outlets.
Conducting events aimed at training employees at various levels (usually sales and marketing specialists).
Building new sales channels.
Negotiating and concluding contracts with counterparties.
Analysis and improvement of sales in the region.

Development Manager: Responsibilities

If an organization is aimed at success, then it certainly needs an effective leader. A business development manager can become such a leader. His job description includes the following list of responsibilities:

development of a global concept for enterprise development;
drawing up, if necessary, a restructuring plan, as well as careful monitoring of its implementation;
developing proposals to improve the operation of the enterprise and coordinating them with management;
searching for new possible areas of activity for the organization;
ensuring effective interaction between all structural divisions of the company;
analysis of reporting information in order to adjust plans;
development of training programs to improve the skills of employees;
periodically review your own work and provide relevant reporting to senior management.

Introduction

Unfortunately, Russian universities do not teach people how to do business and develop it. They provide only general data about the economy, without linking them to reality in any way. As a result, many economists and businessmen build their businesses based on intuition, rather than on professional knowledge and market laws.

The development manager always works as a team player

Russian universities do not have a specialty in business development. These people learn on their own, gaining experience on the job, studying foreign literature, attending courses, etc. Such specialists are extremely in demand on the market and belong to the top level, since the fate of the entire company depends on their decisions.

Some businessmen believe that SPR is necessary only for large factories, enterprises or combines, but in fact this is not the case. A competent specialist will help both an ordinary entrepreneur who runs a clothing store, an LLC engaged in small-scale production, and a workshop that produces a variety of products. He must have knowledge in many areas, understand economics, marketing, management, management, etc. He must understand how promising this or that direction is, be able to make plans and implement them, be able to increase sales and assign tasks.

Attention:
a wide range of requirements and responsibilities for an employee blurs his responsibility and boundaries of authority. We recommend that you carefully consider what exactly the specialist will do in your company and write out his instructions based on this.

Rights of the development manager

The main points of the job description that a business development manager should follow are responsibilities and rights. If we talk about the second component, it includes:

gaining access to documents that are necessary to assess the current situation at the enterprise and make appropriate decisions;
timely acquaintance with decisions made by senior management;
putting forward proposals to improve the organizational structure;
the requirement from top management, as well as from subordinates, to provide all possible assistance in working to improve the situation at the enterprise;
delegation of responsibilities to subordinates, as well as monitoring their implementation;
the opportunity to take part in negotiations with counterparties on key issues that may affect the results of the enterprise;
signing contracts and administrative documents within the scope of competence.

Job description of training and personnel development manager (2)

1. General Provisions

1.1. The training and personnel development manager belongs to the category of specialists.

1.2. A person with a higher psychological or pedagogical education and work experience of at least _______ years is appointed to the position of training and personnel development manager.

1.3. Appointment to the position of manager for training and personnel development and dismissal from it is made by order of the manager upon the recommendation of the Head of the HR Service.

1.4. A training and development manager should know:

1.4.1. orders, instructions, instructions, instructions and other regulatory documents regulating the work of the manager for training and personnel development;

1.4.2. legislative and regulatory legal acts, methodological materials on personnel management, labor legislation, legislation on the protection of consumer rights, on advertising;

1.4.3. fundamentals of psychology, sociology, pedagogy and labor organization;

1.4.4. structure and staff of the enterprise, its profile, specialization and development prospects;

1.4.5. personnel policy and strategy of the enterprise;

1.4.6. marketing basics;

1.4.7. modern concepts of personnel management;

1.4.8. basics of labor motivation and personnel assessment systems;

1.4.9. labor market conditions and educational services;

1.4.10. psychological mechanisms of interpersonal and group communication;

1.4.11. advanced domestic and foreign experience in the field of personnel management;

1.4.12. the procedure for registration, maintenance and storage of documentation related to personnel and their movement;

1.4.13. the procedure for drawing up plans for training, retraining and advanced training of personnel, curricula and programs, and other educational and methodological documentation;

1.4.14. organizing the process of continuous staff training;

1.4.15. progressive forms, methods and means of teaching;

1.4.16. procedure for financing training costs;

1.4.17. methods for analyzing the effectiveness of training, retraining and advanced training of personnel;

1.4.18. the procedure for keeping records and drawing up reports on training and advanced training of personnel;

1.4.19. means of computer technology, communications and communications;

1.4.20. work culture and ethics of business communication;

1.4.21. fundamentals of economics and management;

1.4.22. fundamentals of labor legislation and labor protection legislation of the Russian Federation;

1.4.23. the charter of the enterprise, its staffing table, internal labor regulations;

1.4.24. rules and regulations of labor protection, safety, industrial sanitation and fire protection;

1.5. The Personnel Training and Development Manager reports to the Head of Human Resources.

1.6. During the period of temporary absence of an employee holding the position of training and personnel development manager, his duties are performed by the HR manager.

2. Job responsibilities

Training and Personnel Development Manager:

2.1. Assesses the training needs of the organization and individual employees, for which purpose it collects and analyzes information about such needs.

2.2. Develops and implements plans for training, retraining and advanced training of personnel, training programs in order to increase the competitiveness of the company through the development of professional and personal qualities of the company’s employees, bringing existing knowledge and skills into line with the company’s goals, personnel policy, competitive environment, modern requirements and training technologies .

2.3. Organizes certification, testing, monitoring and other types of analysis and control of the professional level of personnel. Develops handout training materials, testing procedures and evaluation of training employees.

2.4. Interacts with companies offering educational courses and trainings. Conducts analysis and selection of trainings.

2.5. Selects training tools and methods, searches and evaluates training products, develops adaptations and conducts training.

2.6. Organizes the process of continuous training of personnel, ensures the creation and effective functioning of a system of regular training for all categories of employees.

2.7. Ensures the conclusion of agreements with specialized training centers, including foreign ones, for training and internship of personnel, organizes the dispatch of employees and preparation of the necessary documentation.

2.8. Draws up a training budget, exercises control over the correct expenditure of funds for training in accordance with approved budgets and financial plans, as well as drawing up the necessary reporting.

2.9. Provides equipment for the professional training and advanced training of employees, introduces training complexes and automated teaching aids into the educational process.

2.10. Monitors compliance with social guarantees of employees during their professional training.

2.11. Participates in the creation of the company's internal training center.

2.12. Prepares training, information and methodological materials on personnel management issues.

2.13. Systematically analyzes feedback based on training results, adjusts and updates programs.

2.14. Maintains contact with third-party organizations that work in the field of training:

— training companies;

— business schools and institutes;

— specialized institutes where they conduct scientific research and train industry specialists;

— consultants and specialists carrying out their activities individually;

— conference service providers;

- suppliers and distributors of the company.

2.15. Maintains personnel records and personnel records management in accordance with Russian legislation and company standards. Advises management and employees on various aspects of labor relations.

2.16. Together with management, develops job descriptions and responsibilities of employees. Develops proposals for motivating staff, increasing the efficiency of work organization, and organizational structure.

2.17. Maintains and develops the corporate culture of the company. Develops and implements salary, compensation and benefits policies and programs.

2.18. Takes part in:

2.18.1. developing a company personnel development strategy and professional development programs;

2.18.2. carrying out activities to analyze staff turnover;

2.18.3. coordinating requests for personnel recruitment;

2.18.4. developing proposals to branch management for cooperation with regional training companies.

2.19. In order to successfully perform his duties, he must systematically, with regularity once a quarter, improve his qualifications on the following topics:

— personnel development planning;

— methodology for conducting trainings;

— conducting thematic trainings.

2.20. The training and personnel development manager is responsible for:

2.20.1. timely respond to requests from other employees in the area of professional activity, provide the required information in full;

2.20.2. treat other employees objectively, evaluate their contribution to achieving the company’s goals based on the results of their work, regardless of personal attitudes;

2.20.3. comply with established deadlines for completing tasks and instructions;

2.20.4. Provide assistance to work colleagues in solving problems of their activities in the event that assistance can lead to a qualitative improvement in performance results;

2.20.5. continuously improve your professional level;

2.20.6. honestly and conscientiously fulfill the duties assigned to him;

2.20.7. keep the property in use safe and sound;

2.20.8. to contribute in every possible way to the formation and strengthening of a favorable moral and psychological climate in the team;

2.20.9. keep official and commercial secrets; comply with confidentiality rules and provisions of federal legislation when working with personal information of company employees, internal labor regulations, occupational health, safety, industrial sanitation and fire protection.

3. Rights

The training and personnel development manager has the right to:

3.1. Get acquainted with the draft decisions of the company's management relating to its activities.

3.2. Submit proposals for improvement of work related to the responsibilities provided for by this job description for management's consideration.

3.3. Attend meetings of committees and working groups, and other meetings of employees in the area of activity.

3.4. Participate in discussions of issues related to the activities of the personnel service.

3.5. Interact with employees of all structural divisions.

3.6. Request personally or on behalf of the immediate supervisor from department heads and other specialists information and documents necessary to perform their job duties.

3.7. Sign and endorse documents within your competence.

3.8. Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, with the permission of the head of the enterprise).

3.9. Require the management of the enterprise to provide assistance in the performance of their official duties and rights.

3.10. Act on behalf of the HR department and represent its interests in relations with other structural divisions of the organization within its competence.

3.11. Represent the company's HR department in relations with external organizations in the area of activity within its competence.

3.12. Conduct official correspondence with structural divisions of the company and external organizations on issues related to advanced training, training and development of personnel.

3.13. Make your own decisions about planning your working time.

4. Responsibility

The Training and Development Manager is responsible for:

4.1. failure to perform or improper performance of one's official duties as provided for in this job description - within the limits determined by the current labor legislation of the Russian Federation;

4.2. offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation;

4.3. causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

4.4 The manager bears personal disciplinary and other responsibility provided for by the legislation of the Russian Federation for:

— poor quality and untimely fulfillment of tasks and duties provided for in these Instructions;

— non-use and/or misuse of the rights granted by these Instructions, as well as the company’s property;

— non-compliance with the legislation of the Russian Federation, instructions, orders, regulations, rules and other documents regulating the work of a manager;

— non-compliance with internal labor regulations, safety regulations and fire safety;

- damage or careless attitude to storage and use, theft of company property;

— rude, tactless attitude (behavior) when communicating with staff;

— provision of false or distorted reporting and other documentation (information) to the immediate supervisor and the General Director.

Note

— Regardless of the position held and length of service in the company, the manager (like all HR employees) must undergo annual retraining in specialization for at least 40 hours.

— The manager’s working day is coordinated with the service management in the interests of productive work of the service. Due to the specific nature of the service, the duties of a manager can be carried out in a “sliding”/individual mode throughout the week in agreement with the service management.

I have read and agree with this job description,

one copy was received in hand.

“__” _________ 20__ ________________ (Ivanov I.I.)

development manager responsibilities

Development Manager: responsibilities and requirements

Managing an enterprise requires possession of certain skills and knowledge. In order to perform the duties of a development manager at a high-quality level, it is necessary to meet the following requirements:

Have leadership qualities (self-confidence, stress resistance, organizational skills) to motivate employees to perform.
Have certain knowledge in the field of psychology of behavior and communication.
Have public speaking skills to successfully deliver speeches, reports and commercial proposals.
Know the features of document flow and office work.
A prerequisite is a higher economic education.
Knowledge of legislative norms in the field of entrepreneurship, production organization and management is required.
Knowledge of foreign languages is welcome to establish contacts at the international level.
Proficiency with a personal computer and other office equipment is required.

Sample document

An employee who will be developing instructions for a job format can use ready-made samples, modernizing them to meet the individual requirements of the enterprise, organization, company:

General data (position)

This section provides basic information about the position:

The name of the position is indicated, namely, business development manager (of a certain line of business, a certain type of activity of a company, organization, enterprise);
All data related to the order of subordination must be indicated. That is, it is determined who is responsible for the hiring process, as well as who has the right to carry out the dismissal process;
Classification requirements are indicated. This paragraph determines what skills and experience the specialist should have, indicates the level of education, and also lists all the knowledge that the head of the enterprise would like to receive from the candidate;
The presence of subordinates is determined, and all data related to the procedure for replacing a specialist is established.

Rights

It should certainly be said that this column is developed taking into account the requirements of the head of the enterprise. That is, as a rule, data on the rights of an employee are compiled on the basis of a management decision, taking into account one circumstance that in order to achieve the set goal, as well as all the tasks assigned to the employee, he must be given a certain number of powers. Thus, he must certainly have a certain freedom in making clearly defined decisions that relate to his competence. Lack of rights in this aspect may become the basis for the lack of effectiveness in completing assigned tasks. Therefore, the manager needs to clearly define the tasks themselves, and then analyze the powers that the employee needs to implement these tasks. Most often the following rights are established:

The right to take actions to obtain documentation and information that is necessary to determine the level of efficiency of the units, taking into account the need to analyze them and draw up a development action plan;
Business development specialists have the right to get acquainted with all management decisions, since each decision can directly or indirectly affect the development activity of the enterprise in the future, and the development of the business as a whole. Accordingly, the specialist needs to properly optimize his work depending on the decisions made by management;
The employee also has the right to provide management with his proposals and developed plans that are aimed at improving all work processes. In addition, a specialist may require management to carry out certain actions on personnel in order to intensify the performance of certain duties;
If an employee has subordinates, he has the right to create certain orders, control and motivate the progress of their subsequent execution;
Specialists responsible for business development, as a rule, receive the authority to negotiate with clients, buyers, and investors. At the same time, in certain companies the possibility of active action is established to attract partners to cooperate with the enterprise or company;
Also, the authority must include data on the ability to endorse certain contractual relationships and other documents, within the clearly established limits of the employee’s competence.

Job Responsibilities

After an employee is hired, the manager will expect him to perform clearly defined, specific tasks, which are described in the instructions in this section. In fact, the responsibilities of a job type can be different, and they depend precisely on what powers the manager is willing to give to the employee, as well as what tasks will be assigned to him. The most commonly used description of functional responsibilities in a document is:

The main responsibilities of a specialist include the need for competent, correct development of the concept of a general plan for the development of an enterprise or company;
Among other things, a development strategy is being developed, but exclusively within the framework of a general plan, which should be the basis for the implementation of other actions to promote certain ideas;
It is imperative to include in the description of responsibilities the need to provide data on the development of individual programs, each of which eliminates certain problems of the enterprise and is aimed at active development. Such programs need not only to be created, but also to monitor their execution as competently as possible;
An obligation is established, if necessary, to systematically provide management with documentation that reflects all the data on certain proposals, taking into account the possibility of their implementation at the current time;
The business development officer must carry out constant efforts to search for new sales markets, as well as actions to develop a structure for the development of these markets, taking into account the need to expand the profits received;
The interaction of all departments of structural significance is also organized, taking into account the need to implement plans that are aimed at the development of the enterprise;
The specialist’s responsibilities should include actions based on the need to analyze the results of the execution of certain programs, carry out the process of their modernization in order to eliminate certain errors that could arise during the compilation process;
The specialist also assumes responsibilities for preparing reports that relate to the effectiveness and quality of implementation of certain programs aimed at development.

Responsibility

A manager who is involved in the development of an enterprise or business may be held accountable for the actions that he has carried out. He is also responsible for the decisions made, and the consequences of these decisions if they were negative. We are talking about the following liability options:

Disciplinary type responsibility. Appointed in the event that the employee does not fulfill all the obligations of the labor plan that he assumed taking into account the signing of the cooperation agreement;
Criminal and administrative liability is also formed in the event that an employee, in the process of performing professional activities, violates established legal norms;
If an employee carries out actions that may have negative material consequences, then he also bears responsibility, which relates to the need to compensate the company’s funds in the event of damage to property.

Relationships

This section contains all the data that determines the employee’s unique interaction with certain structural divisions, as well as a number of officials. It must immediately be said that in many instructions of the standard format such data is not entered, but practice shows that the manager should standardize in great detail all the basic norms that can be significant in the process of implementing the functions of a business development manager.

This section lists all the divisions of the structural plan from which the employee can receive various information and documentation, and also indicates data on the interaction of business development employees of different divisions, if the enterprise employs several such specialists.

This document, as a rule, is developed by the head of office work, and his signature must be placed on the document. Approval is carried out by the head of the organization. The document is drawn up on a standard - general form of the enterprise, organization, company.

Rules for a successful manager

In order to successfully fulfill the responsibilities of a development manager, you must follow the following rules:

Rationally plan working time (reduce the amount of routine paperwork in favor of organizational activities).
Create a clear daily routine that will not let you forget about important matters and eliminate wastage of time.
Be able to find an individual approach to both employees and external contractors.

General provisions of the job description

1.1 The development manager is classified as a manager; 1.2 A development manager can be hired or dismissed only by personal order of one of the higher officials - the director or owner of the fitness club; 1.3 The development manager is directly subordinate to the director of the fitness club; 1.4 If the development manager is absent from work, all his powers must be transferred to another employee in the prescribed manner; 1.5 For the position of development manager, a person can be hired exclusively with a university education in the field of management or economics and at least 2 years of experience in a similar position; 1.6 The development manager must be familiar with the principles of a market economy, the basics of management and marketing, key tools of financial management and planning, the theory of creating economic models, innovative solutions in company management, principles of organizing sales and providing customer service; 1.7 The development manager in his work relies on current legislation, the company’s charter, internal regulations, decrees of superior officials and the provisions of his job description.