Business Development Manager Key Responsibilities. Job description of a development manager Job responsibilities of a sales development manager

HR Development Manager is engaged in planning, coordinating and monitoring the work on training and development of personnel in the company. This specialist should assess the professional level of the company's employees, as well as candidates for open positions, identify training needs, study market prices for training. We present you a sample HR development manager job description.

Job description personnel development manager

APPROVE
CEO
Surname I.O.________________
"________"_____________ ____ G.

1. General Provisions

1.1. The Human Resources Manager belongs to the category of specialists.
1.2. The personnel development manager is appointed to the position and dismissed by the order of the head of the company on the proposal of the head of the department.
1.3. The HR Development Manager reports directly to the head of the department, another official.
1.4. During the absence of the personnel development manager, his rights and obligations are performed by a person appointed in the prescribed manner.
1.5. A person with a higher psychological or pedagogical education and work experience of at least one year is appointed to the position of a personnel development manager.
1.6. The Human Resources Manager should know:
- orders, instructions, directions, instructions and other normative and administrative documents regulating the work of the manager for training and development of personnel;
- legislative and regulatory legal acts, methodological materials on personnel management, labor legislation;
- Fundamentals of psychology, sociology, pedagogy and labor organization;
- the structure and staff of the enterprise, its profile, specialization and development prospects;
- personnel policy and strategy of the enterprise;
- basics of marketing;
- modern concepts of personnel management;
- basics of labor motivation and personnel assessment system;
- conjuncture of the labor market and educational services;
- psychological mechanisms of interpersonal and group communication;
- advanced domestic and foreign experience in the field of personnel management;
- the procedure for registration, maintenance and storage of documentation related to personnel and their movement;
- the procedure for drawing up plans for the training, retraining and advanced training of personnel, curricula and programs, other educational and methodological documentation;
- organization of the process of continuous training of personnel;
- progressive forms, methods and means of education;
- the procedure for financing training costs;
- methods for analyzing the effectiveness of training, retraining and advanced training of personnel;
- the procedure for keeping records and reporting on the training and advanced training of personnel;
- means of computer technology, communications and communications;
- culture of work and ethics of business communication;
- Fundamentals of economics and management;
- Fundamentals of legislation on labor and labor protection of the Russian Federation;
- the charter of the company, its staff list, internal labor regulations;
- rules and norms of labor protection, safety measures, industrial sanitation and fire protection.
1.7. The HR Development Manager is guided in his activities by:
- legislative acts of the Russian Federation;
- the Charter of the company, the Internal Labor Regulations, other regulatory acts of the company;
- orders and directives of the management;
- this job description.

2. Responsibilities of the personnel development manager

The Human Resources Development Manager is responsible for the following:

2.1. Plans, coordinates and controls the training and development of personnel in the company.
2.2. Analyzes training needs for developing new programs or modifying existing ones.
2.3. Prepares training materials and materials for the orientation of new employees in the company.
2.4. Confer with management to identify training needs.
2.5. Develops training materials for distribution.
2.6. Develops procedures for testing and evaluating trainees.
2.7. Evaluates the effectiveness of training programs and the work of the trainers themselves.
2.8. Formulates training procedures and schedules using information on identified training needs.
2.9. Interprets and explains legal instruction in the field of training, and provides information and assistance to trainees, supervisors and other stakeholders.
2.10. Designs procedures using individual training, classroom training, presentations, conferences, on-the-job training, etc.
2.11. Prepares a budget for training a department or the entire company.
2.12. Evaluates training programs for their compliance with state standards.
2.13. Evaluates the professional level of the company's employees, as well as candidates for open positions.
2.14. Coordinate and manage training.
2.15. Coordinates employee continuing education programs.
2.16. Develops goals and objectives of courses and trainings.
2.17. Develops training evaluation procedures.
2.18. Develops training programs.
2.19. Edits teaching materials.
2.20. Examines market prices for education.
2.21. Prepares audio, video and handout support materials.
2.22. Creates training schedules.

3. Rights of the personnel development manager

The HR Development Manager has the right to:

3.1. Get acquainted with the draft decisions of the company's management regarding its activities.
3.2. Request personally or on behalf of the immediate supervisor from the heads of the company's departments and specialists information and documents necessary for the performance of his duties.
3.3. Submit proposals for the management to improve the work related to the this manual responsibilities.
3.4. Within the limits of his competence, report to his immediate supervisor about all the shortcomings identified in the course of his activities and make proposals for their elimination.
3.5. Require the management of the company to assist in the performance of his duties and rights.

4. Responsibility of the personnel development manager

The HR Development Manager is responsible for:

4.1. Improper performance or non-performance of their official duties provided for by this job description - within the limits established by the current labor legislation of the Russian Federation.
4.2. Offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.
4.3. Causing material damage to the enterprise - within the limits established by the current labor and civil legislation of the Russian Federation.

The profession of a development manager is demanding and versatile and includes almost directorial duties. A specialist of this profile explores the market, participates in advertising campaigns and marketing programs, brings new products to the market, works to reduce costs and increase the profitability of the company's activities, and so on. In short, the development manager is responsible for solving the strategic problems of the company.

An efficient manager can quickly rise to become a commercial director (or even a general manager).

Places of work

The position of development manager is indispensable in any field. This applies to both the manufacturing and service sectors. Places of work:

• medium and large companies;
• government agencies and corporations.

History of the profession

The gradual development of technology in the world has become very aggressive in the 20th century and especially in the second half of it. The development of transport, communications, engineering, media and the facilitation of international trade have set new challenges for business.

The labor market required a large number of leaders and managers of various levels - sales managers, business development specialists, quality managers, advertising managers, wholesalers and foreign partners.

Responsibilities of a development manager

The job responsibilities of the development manager are as follows:

• finding and attracting customers;
• negotiations, consultations, conclusion of contracts with customers;
• control of marketing and advertising of partners and dealers;
• monitoring of competitors (prices, assortment, advertising activities);
• creating reports on research results;
• opening new points of sale of the company and monitoring their activities.

The Development Manager's responsibilities may also include:

• participation in exhibitions and conferences;
• training of shop assistants, distributor staff.

Development manager requirements

Basic requirements for a development manager:

• work experience more than 1 year;
• higher education (sometimes incomplete);
• PC knowledge: MS Office, 1C, Power Point, Excel.

Ownership is often required English language and having a car.

business development manager resume sample

How to become a development manager

To become a development manager, it is enough to have a higher education - either economic or related to the field of activity of the company. For example, in a construction company, a construction education would be appropriate.

In addition to the diploma and knowledge gained at the university, you will need work experience (preferably in sales, advertising, marketing or in the field of company work).

development manager salary

The salary of a development manager is highly dependent on work experience and development of professional skills. Specialists with more than one year of experience can count on 30-60 thousand rubles a month. Specialists with more than 3 years of experience, with management experience, earn 50 - 150 thousand rubles a month. The average salary of a development manager is 40 thousand rubles per month.

Where to get training

In addition to higher education, there are a number of short-term studies on the market lasting, as a rule, from a week to a year.

Interregional Academy of the construction and industrial complex and its courses of the direction "".

The Institute of Vocational Education "IPO" invites you to take distance courses in the direction of "" (there are options 256, 512 and 1024 academic hours) with a diploma or certificate state standard. We have trained over 8000 graduates from almost 200 cities. You can study externally, get an interest-free installment plan.

Every organization needs an active and responsible leader. So, the duties of a development manager include developing a policy that will ensure the comprehensive and rapid growth of the company.

The essence of the profession

Even if at the initial stage things are going well at the enterprise, sooner or later there comes a moment when the available resources are no longer enough and a new qualitative level is required. In this case, it is worth attracting a business development manager to 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, which is designed to ensure effective contacts between top 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 customers and suppliers.

Positive aspects of the profession

The responsibilities of a development manager include a wide range of requirements. However, this profession has many advantages, including:

1. demand in the labor market.
2. High level of wages.
3. Good opportunities for self-realization and professional development.
4. High social status, respect in society.

Negative aspects of the profession

Despite the fact that the duties of a development manager include many interesting functions, the profession nevertheless has a number of disadvantages. So, for example, even if you have managerial talent and mass interesting ideas, you are unlikely to be able to get a job like this without having previous work experience. In addition, you need to be prepared for the fact that the working day of top managers is irregular. cannot be discounted and high level responsibility.

Development manager: responsibilities

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

• development of a global concept of enterprise development;
• drawing up, if necessary, a restructuring plan, as well as careful monitoring of its implementation;
• development of proposals for improving the work of the enterprise and their coordination with the management;
• search for new possible directions of the organization's activity;
• ensuring effective interaction between all structural divisions firms;
• analysis of reporting information in order to correct plans;
• development of training programs to improve the skills of employees;
• periodic review of own performance and reporting to top management.

Rights of a development manager

The main points of the job description, which should guide the business development manager - duties and rights. If we talk about the second component, then it includes:

• obtaining access to documents that are necessary to assess the current situation at the enterprise and make appropriate decisions;
• timely familiarity with decisions made by top management;
• putting forward proposals for improving the organizational structure;
• requirement from top management, as well as from subordinates, of all kinds of assistance in improving the situation at the enterprise;
• delegation of duties 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 competence.

Development manager: duties and requirements

Running a business requires certain skills and knowledge. In order to perform the duties of a development manager at a qualitative level, it is necessary to meet the following requirements:

1. Have leadership qualities (self-confidence, stress resistance, organizational skills) to motivate employees to work.
2. Possess certain knowledge in the field of psychology of behavior and communication.
3. Have oratory skills for successful presentation of reports, reports and commercial proposals.
4. Know the features of document flow and office work.
5. Higher education is a prerequisite economic Education.
6. Knowledge of legislative norms in the field of entrepreneurship, organization of production and management is required.
7. Knowledge of foreign languages ​​is welcomed to establish contacts at the international level.
8. Proficiency with a personal computer and other office equipment is required.

Employee Responsibility

The manager is personally responsible for the results of his activities. In case of improper performance of his duties, he can be brought to disciplinary, and if his activities are contrary to the norms of the law - to administrative or even criminal liability. If the company has suffered material damage due to the fault of the employee, the latter is obliged to compensate it in full.

Rules for a Successful Manager

In order to successfully fulfill the duties of a development manager, you must be guided by the following rules:

1. Rationally plan working time (reduce the volume of routine paperwork in favor of organizational activities).
2. Make a clear daily routine that will not let you forget about important things and eliminate wasted time.
3. Be able to find an individual approach to both employees and external counterparties.

findings

The job responsibilities of a business development manager outline a wide range of functions that this employee is required to perform. He is responsible for organizing external relations, creating a positive image of the company, as well as maintaining a favorable atmosphere that will contribute to the productive work of subordinates.

Experienced businessmen know that you should never stop where you are and be content with what you have. Business is a constant run forward, because as soon as you stop, competitors will immediately pass you by. But not every entrepreneur understands how and where to go, what to look for, what prospects the business has, what to invest free funds in. To understand this, you need to conduct a detailed analysis based on the economic situation, purchasing power, market conditions, etc. Such an analysis is usually carried out, who advises management and is responsible for new directions, capturing markets and other important tasks. Consider what is included in the duties of such a specialist, who can become one and where to look for such employees.

Introduction

Unfortunately, Russian universities do not teach people to do business and develop it. They provide only general data about the economy, while not tying them to reality. As a result, many economists and businessmen build their business based on intuition, and not on professional knowledge and the laws of the market.

Development manager always works in a team

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

Some businessmen believe that the 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 manufactures 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 duties to the employee blurs his responsibility and the 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.

Advantages and disadvantages of the profession

Before consideringLet's take a look at the pros and cons of this profession. Let's start with the benefits:

1. There is an acute shortage of specialists in Russia, so you are guaranteed to be provided with work in the coming decades.
2. MRB's salary is higher than that of other managers. Often it is equal to the salary of the executive director or head of the unit.
3. The profession opens up great opportunities: you acquire new acquaintances, study the markets, understand how this or that business works.

But the profession also has its downsides. These include a huge level of responsibility (in fact, the fate of the company depends only on you): a mistake made can ruin your reputation. Also, the negative aspects include non-standardized operating time and the complexity of the start. To be hired, you need to be really a good specialist with reviews and reputation.

Attention:the manager performs different functions depending on the requirements and wishes of the client. He can be engaged in increasing sales, building a retail network, developing a company or training staff.

Sales increase

The main goal of any commercial structure is to make a profit. As a rule, this can be achieved by increasing the volume of sales. When ordinary salespeople and managers fail to cope with the work, the management decides to hire a specialist who will develop a plan and implement a project to increase the number of transactions and products sold. Often this position is filled by top salespeople who understand the psychology of people, know how to close deals and sell anything.

The manager does not deal with any projects, he organizes and controls them

The task of the sales manager is not only to increase sales, but also to draw up accurate forecast sales so that the company can organize itself, establish logistics and interact with counterparties. A qualified employee will be able to ensure that sales are regular, stable and with positive dynamics. To do this, he will need to analyze the current activities in detail, draw up a plan for individual salespeople and the entire department, taking into account their qualifications and personal data. WFP also trains employees, organizes quality customer service or contractors, negotiates and signs contracts, controls logistics and delivery services.

Network development

The second area that the business development manager is engaged in: construction retail chains for companies. He maintains and develops the network, appoints managers to points, controls their work, selects places for opening new establishments. Accordingly, for this, he conducts market analysis, studies demand and consumer sentiment, launches advertising campaigns, conducts a detailed analysis of the activities of competitors, trains staff outlets and improve their performance.

Essentially, the manager doing this job is the CEO. He can change the location of outlets, conclude lease agreements, appoint and change outlet managers, increase their salaries and introduce a bonus system, develop documentation, etc. He is responsible not only for the direction of development, but also for each specific outlet, so he works directly with each of them.

Development of the company

A specialist who is engaged in the development of the company must have a higher education and serious experience in building a business. It is on him that the fate of the entire company, its profit, the vector of movement and market coverage depend. Such an employee is engaged in everything at once, that is, he is in the position of general director, although he is not one. He looks for new clients and signs papers, he negotiates and organizes the production process, he is engaged in short and long-term planning, sales and team training.

As part of the job description of a business development manager includes market and competitor analysis, compiling various reports on the company's activities, creating presentations for the head of the company, managing departments, etc. This is the position of a TOP manager, respectively, and the responsibility of the employee is extremely high. In fact, he is responsible for everything that happens in the company, from falling sales to conflicts between departments or employees.

The manager must be a good manager

Regional development

The territory development specialist is engaged in the promotion of 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 salespeople, partly with lawyers and HR managers. His responsibilities include:

1. Checking compliance with the standards and quality of work of the company's departments.
2. Monitoring the fulfillment of the tasks and goals set for the branches.
3. Study and implementation of the company's development plan and entry into new markets.
4. Increasing sales and working with competitors.
5. Control over accounts receivable and work with contractors.
6. Creation of reports and infographics, control over indicators of offices and outlets.
7. Carrying out activities aimed at training employees of various levels (usually sales and marketers).
8. Building new sales channels.
9. Negotiating and concluding contracts with contractors.
10. Analysis and improvement of the number of sales in the region.

Who can become a development manager

Above, we briefly described the main tasks that development specialists deal with. In fact, this is only a part, since there are other areas that they manage. Let's look at who can become a development manager and what qualities he should have. First, a person must have a higher education, preferably in the economic sphere. Secondly, he must have real knowledge about how the business works, how processes are built and how they are implemented. Thirdly, he must have the following data:

1. Resilience to stress and ability to work in conflict situations.
2. Leadership qualities, ability to lead staff.
3. The ability to motivate employees and the ability to punish them.
4. Ability to convey your point of view to management and subordinates.
5. Oratorical qualities, the ability to convince and sign the necessary agreements.
6. Understanding of the basics of document management and office work.
7. Knowledge of foreign languages ​​to work with foreign partners.
8. Ability to work with a computer and the Internet, understanding of office programs and the ability to write reports.

The manager always has the opportunity for career growth

Separately, the point on education should be considered. In Russia, as we wrote above, they do not train development specialists, so they train for this position on their own. It often happens that former private entrepreneurs come into the profession, who decided to go forward, but could not find the resources for development themselves. Often come into the profession CEOs companies, top salespeople, executive directors and other senior employees. It is not necessary for a person to have a higher economic education, but it is highly desirable. In fact, marketers, psychologists, and even people with technical education often come to the position, because for work you need to analyze various indicators and be able to work with information.

How to become a manager

In order to become a qualified and competent development manager, you need to study hard and understand the work of your company well. Usually, employees with at least 3-5 years of work experience are hired for this job. During this time, you should study the principles of the company, highlight its weak and strengths, learn the market, understand the logic of competitors, etc. After that, you will need to write a short plan to correct the situation and provide a schedule for increasing sales. If management likes your ideas, then you can apply for this position.

What is the salary level of such employees? Everything here is purely individual. Much depends on the region of work, much depends on the level and size of the company. On average, they receive about 50 thousand rubles when working with small and medium-sized businesses. In a large business, salaries reach 200-250 thousand, but the responsibility of the specialists is considerable. At the same time, managers are often recruited for a rate + bonuses or percentages. If he manages to successfully raise the company and increase sales, then he receives bonuses, which often amount to 50-100% of wages.

Is there a future for this profession? Experts believe that the demand for it will grow in the next 10-15 years. The fact is that today Russia is under sanctions, which makes it difficult to do business both within the country and with foreign partners. The solvency of the population is falling, sales are decreasing, the level of competition in the market is growing. In this situation, the one who will work as efficiently as possible, reducing costs, making unconventional decisions, building networks and raising the skill level of employees, survives. There are very few such specialists and the demand for them is very high. They mostly move to large metropolitan areas, but companies operate throughout the country, so there is a critical shortage of them in the regions.

In contact with

Business Development Specialists- a new profession, which is aimed at actively promoting the services or goods of a company, enterprise, organization, as well as attracting new customers. In fact, the functional list of duties of specialists of such importance is quite significant. You need to have a truly analytical mindset in order to analyze the current situation in an enterprise or company, and choose the right way for business development. Among other things, you will need the skills of an oratory type, which will allow you to properly organize communication with employees, specialists, customers, investors, etc. Also, a specialist must be able to manage people and competently establish contacts, have communication skills and a certain mobility.

All the efforts of a specialist should initially be aimed at increasing the profitability of the business as quickly and competently as possible, as well as the implementation of the process of creating high-quality, long-term relationships with partners, customers, customers or service users.

It is quite obvious that when hiring a specialist, the manager must correctly set the goals of his work. Such a concept as an instruction of an official type is being created, which allows you to clearly describe all the rights and obligations of a specialist. Based on this document, the management has the opportunity to further demand from the specialist the fulfillment of the obligations assumed, in the absence of compliance with this instruction, it is possible to make a legal dismissal.

What is a job type instruction?

Immediately it must be said that this instruction is legal document organizational type, in which all data on the main functions of an employee are entered, taking into account his duties, responsibilities and rights. At the same time, the instruction is formed exclusively within the framework of a specific position. Essentially, this document allows for the following aspects:

• Correctly and competently distribute all the duties of a functional type among various employees, taking into account certain positions;
• Significantly improve the reliability and timeliness of the tasks assigned to the employee;
• To improve the climate in the team, as well as to carry out the process of competent elimination of conflicts, since each specialist clearly knows his duties, and does not indicate that he is performing the role of another employee;
• Determine the nuances of the interaction of one employee with other specialists, as well as clearly indicate the functional connections of the employee;
• The document also specifies all the rights of an employee that arise as a result of signing an employment contract;
• In the process of creating clear instructions for a specific position, in fact, the basis for increasing collective and personal responsibility is created, incentives for employees are formed, and a uniform load is created for each employee, taking into account the tasks clearly set for him.

Job-type instructions are created on the basis of the classifier of management functions, functional and organizational structure, as well as through labor standards and certain provisions on divisions. Among other things, the instructions are based on data from expert assessments, which allows you to correctly describe all the duties of a specialist.

Development of job type instructions: highlights

The responsibilities of each individual employee, in our case the business development manager, are determined based on the tasks and functions of the entire organization as a whole. Naturally, it all depends on what kind of activity the enterprise is engaged in, what tasks it sets for itself, what developments exist at the current time, etc.

The text of the instruction should be developed clearly and precisely, excluding phrases that may have ambiguous interpretation. The document describes the tasks that the employee is required to perform, as well as all his functions, duties, responsibilities, etc.

Remember that an incomplete, as well as an odd description of the scope of a business development employee, leads to the fact that the entire organization can work unstably, while each employee can shift certain responsibility to another employee, given that the area of ​​his functional activity is not documented. In order for the text of the document to be a full-fledged instruction, it is necessary to compose it in separate paragraphs, and create certain sections:

• General information is required. That is, an indication of the position is formed, certain information on this position, a unit of a structural type is indicated, and it is mandatory to indicate to whom this employee is subordinate;
• A description of the functions and main tasks is formed. It is in this paragraph that all the nuances of the employee's work should be clearly described. You also need to specify what documents the employee should create, how he should produce a report on the work done before the management;
• A detailed description of all the duties that the employee assumes with the signing of an employment contract is created. The employee is obliged to comply with all the rules that are determined by the labor, internal regulations. He must also comply with the deadlines for the delivery of documentation, must communicate correctly in a team, etc .;
• Be sure to specify the rights of the employee. In this paragraph, you list the right to approve documents, the right to perform assigned tasks, make decisions, etc.;
• It indicates what responsibility the employee takes on the fulfillment of the tasks assigned to him. The responsibility of a manager in charge of business development is significant;
• An item is also defined describing the relationship of the employee with other employees and departments.

Why do you need to write instructions?

The employment process is carried out on the basis of setting certain requirements for the candidate, after which the submitted resumes are checked and the interview process begins. Based on the results obtained, the employer has the opportunity to choose a specialist who can perform the functions assigned to him. It is quite obvious that it is the job-type instruction that can detail a number of basic issues that relate directly to the performance of labor-type functions that are assigned to a business development manager.

This position is very responsible, at the same time, it is highly paid, precisely for this reason, there is an urgent need to clearly and accurately set tasks for the employee, as well as determine his responsibility in case of violation of certain points of contractual relations.

I would like to immediately note that in relation to the position of a manager who will be engaged in business development, the approach to compiling instructions is particularly relevant. Since in many enterprises a stable approach to setting a task is not established due to the lack of intensive development. The described position allows the employee to clearly understand all the obligations that he assumes when signing a cooperation agreement. Among other things, in this document, the manager can clearly indicate the need to perform certain functions that will be the responsibility of a specialist, even if initially the position of a manager does not imply such obligations. For example, a meeting with investors, the conclusion of contracts on behalf of the management of the enterprise, etc. Such an indication of the details is important for enhancing the correct and purposeful activities of a specialist.

In many enterprises, the development manager is, in fact, engaged in the marketing of products. In other companies, this position involves active interaction with various suppliers, investors, wholesale buyers, etc. As you understand, in both cases, the duties of specialists have a similar meaning, but they perform different functions. And this example clearly shows how important it is to correctly draw up an instruction that would clearly reflect the entire functionality of the specialist's duties. That is, in certain companies, this position is aimed at setting goals for the development of the business as a whole, and naturally, the functionality of duties becomes more expanded. In other companies, the need to develop certain areas is established, which forms the setting of completely different tasks.

Based on the foregoing, it becomes clear that the job type instruction clearly defines the main responsibilities, specific tasks, as well as the rights that a development manager is vested in a well-defined enterprise, company or organization. Based on the instructions, a number of requirements are formed that management can impose on its employees.

It must be said that another important value of the instruction is that it is in this document that the basic requirements for the selection of candidates and their qualifications are fixed. The position of the development manager is not indicated in the classification handbook. It is for this reason that it becomes clear that there are no clearly defined recommendations on the requirements for this position, which means that the employer has the right to independently determine what requirements a specialist applying for such a position must meet. In order to avoid the formation of certain disputes in the future, which relate to the issue of refusal to hire, it is necessary to fix all your requirements in the document.

Sample document

The employee who will develop the job format instructions can use ready-made samples, modernizing them to individual requirements at the enterprise, organization, company:

• General data (position)

In this section, an indication of basic information about the position is formed:

1. The name of the position is indicated, namely, the business development manager (of a certain line of business, a certain type of activity of a company, organization, enterprise);
2. Be sure to indicate all the data that relate to the order of subordination. That is, it is determined who is responsible for the process of conducting the recruitment, as well as who has the right to carry out the dismissal process;
3. Classification requirements are specified. This paragraph defines what skills, 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;
4. 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 being 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 decision of the management, taking into account one circumstance that in order to fulfill the set goal, as well as all the tasks assigned to the employee, it is necessary to give him a certain number of powers. So, he must certainly have a certain freedom in making well-defined decisions that relate to his competence. The lack of rights in this aspect can become the basis for the lack of efficiency in the implementation of the tasks set. Therefore, the manager needs to clearly define the tasks themselves, after which, analyze the powers that the employee needs to implement these tasks. The most common rights are:

1. 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 an action plan for development;
2. Business development specialists have the right to get acquainted with all the decisions of the management, since each decision can directly or indirectly affect the activity of the enterprise development 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 the management;
3. Also, the employee 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 activate the performance of certain duties;
4. If the employee has subordinates, he has the right to create certain orders, control and motivate the course of their subsequent execution;
5. Specialists responsible for business development, as a rule, receive the authority to negotiate with customers, buyers, investors. At the same time, in certain companies, the possibility of active action is established to attract partners to cooperate with an enterprise or a company;
6. Also, the authority must include data on the ability to endorse certain contractual relations and other documents, within a clearly established framework of the employee's competence.

• Job type duties

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

1. The main duties of a specialist include the need for a competent, correct development of the concept of a general plan for the development of an enterprise or a company;
2. Among other things, a development strategy is being developed, but only within the framework of a general plan, which should be the basis for the implementation of other actions to promote certain ideas;
3. Be sure to include in the description of duties the need to provide data on the development of individual programs, each of which excludes 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;
4. 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;
5. The business development officer must carry out ongoing actions to find new sales markets, as well as actions to develop a structure for the development of these markets, taking into account the need to increase profits;
6. Also, the organization of interaction of all divisions of structural significance is carried out, taking into account the need to fulfill plans that are aimed at the development of the enterprise;
7. The duties of a specialist should include actions based on the need to analyze the results of the execution of certain programs, to carry out the process of their modernization in order to eliminate certain errors that could arise during the compilation process;
8. The specialist also takes on the responsibility of preparing reports that relate to the effectiveness and quality of the implementation of certain programs aimed at development.

• Responsibility

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

1. Disciplinary responsibility. Appointed in the event that the employee does not fulfill all the obligations of the labor plan, which he assumed, taking into account the signing of the cooperation agreement;
2. Also, criminal and administrative liability is formed in the event that an employee, in the process of performing professional activities, violates the established norms of the law;
3. If an employee performs actions that may have negative material consequences, then he also bears responsibility, which is related to the need to compensate the company's funds in case of damage to property.

• Relationships

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

This section lists all divisions of the structural plan from which the employee will be able to obtain various information and documentation, as well as 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, his signature is necessarily put on the document. Approval is carried out by the head of the organization. The document is issued on a standard - common letterhead of an enterprise, organization, company.

The nuances of compiling instructions

It should be noted that in some companies this position has not only a narrower specialization, but also a different name, for example, a manager who is engaged in the development of the territory, personnel development, etc. format. The thing is that each position has its own characteristics that apply specifically to well-defined aspects of the line of business. Their correct display in the document can become an indisputable basis for the formation of the specialist's diligence.

In this article, we have given a sample document that is typical for creating a job type instruction for a manager who will deal specifically with business development. Since the document contains all the data aimed at activating actions for the overall development of an enterprise, company or organization. If you have to create instructions for a more highly specialized position, then in this direction, certain sections of the instructions can be modified and modernized.

At the same time, it should be borne in mind that additional data can be entered into the document. For example, job responsibilities can include data on the need to analyze, develop, and activate various sales channels exclusively in a clearly defined area. You can also focus on the development and implementation of new programs that relate to the process of expanding the territorial aspects of the company, for example, the creation of new divisions, etc.

In any case, the main task of the manager who will be involved in business development is to develop, fix and implement measures that will be aimed at a more intensive process of the overall development of the company. At the same time, the scope of the specialist's authority will directly depend on the data that will be included in the document (instruction). And remember that you can demand from your employee the execution of only those data that are reflected in the instructions, you cannot demand more. We recommend that you watch the video on this issue.