A development manager. What duties implies such a position

The position of development manager is quite universal, but many requirements are made to the work of this specialist. The responsibilities of such an employee are close to the directors, and its task also includes participation in promotional companies, and work on cost reduction, and submission to the new product company market. Such an employee needs any organization, regardless of its size, sphere of activity and organizational and legal form.

Development Manager should also have a higher education, to know the foundations of computer programs and have experience in this area from one year. He can deal with the development of the entire company, production, personnel or sales department.

What does a specialist do?

A development manager solves the main strategic tasks Companies. For this, it is engaged in promoting advertising actions, market research, seeks to increase the profitability of activities carried out by the firm. A qualified manager is well cope with work, may further achieve an increase in position, to grow to a commercial and even Director General.

The duties of this specialist may include the management of the production process, and the organizational functions of the company or personnel. The manager studies possible options for the development of the organization, the features of a market niche, which can be mastered.
He must also follow the timely execution of all existing development projects conducted by negotiations.

For sales development

Often under this post Members sales manager. This employee interacts with trading personnel and other people working. The main goal is to increase sales and gaining greater profits, subject to the satisfaction of all customer needs.

The job description manager for sales development includes the need to plan results that need to be achieved, as well as those measures that should be taken for this. Plans can be drawn up for individual divisions, employees or the entire company as a whole.

Also, the sales manager is engaged in the preparation of sales representatives. Under his influence, these workers have a knowledge of the basic provisions associated with the work.

Other objectives of the manager are the registration of client orders, documents for their shipment, notification of customers about the changes made to the range, coordination of the Conditions of the purchase, sending applications to the Logistics Department, project development, their implementation and documentation. The employee has the right to offer the leadership conditions that improve working conditions.

It can request documents required for activities. The manager is responsible for rejecting from its working duties and material damage caused to him by the company.

On the development of the retail network

The job description manager for the development of the retail network contains responsibilities for maintaining store chain from the moment they are discovered, the choice of the manager for each trading point, discussion of the lease conditions. An employee engages in organizing and holding advertising companies, marketing, studies competitors, conducts work with personnel, permits conflict situations, considers coming from sellers of proposals.

Also, the manager makes work to optimize the activity of outlets to increase profits, offers the introduction of a certain system of remuneration of workers.

This specialist has the right to request an increase in remuneration for himself and its subordinates, make any suggestions for consideration by the manager, to require the provision of necessary documentation.

The manager is responsible for non-timely or poorly performed work, various violations committed by him and its subordinates, violation of legislation and damage to the organization.

On the development of the company

A similar specialist should have a higher education, possess knowledge of marketing and psychology. He must be able to plan, conduct market analysis, conduct business projects of any complexity, find new customers and partners, predict the level of sales and prepare the contract. Also, the specialist should be aware of the basis of legislation and the economy, competently negotiate and issue documentation.

The Company's Development Manager's job description also suggests The ability to conduct training trainings for employees Companies. The manager must compile reporting on the work done and send them to leadership for consideration. Another duty is to conduct the employee base, considering the possibility of their career growth.

It has the right to receive information, access to the necessary documentation. As part of its powers, the specialist signs and sights various documents. He can also get acquainted with the instructions in which his duties and rights are painted. The manager is responsible for violations arising during their duties, material damage caused by the Organization.

For the development of personnel

This employee is planning to plan and coordinate activities related to staff training. To do this, he develops new programs or improves existing ones, participates in meetings and discusses the issues of learning the manager participates in the process of testing and evaluating the knowledge of workers, manages the coaches and defines their tasks.

The specialist estimates the effectiveness of trainings, makes an opinion on the level of professional training of employees. He introduces the schedule of conducting trainings, creates the necessary audio and video materials for learning. Personnel development manager has right to learn guidance projects having a relationship. It may require documentation and information for its work, to make its proposals for improving working conditions.

Development Manager is a profession that covers many spheres of enterprise activities. He must have headed skills, be able to manage staff. Mandatory is the presence of higher education. Knowledge of psychology will be useful to this specialist. The manager is engaged in planning the activities of the company, solves issues with suppliers, studies the market.

The position of the company's development manager is quite universal, but its activities implies many tasks. His work is close to the directors: he participates in advertising campaigns, conducts cost reduction activities, represents the market a new product.

A development manager It is necessary to absolutely every enterprise, regardless of its scale, niche, organizational and legal form.

What do you need a development manager

The instruction of the company's development manager is very rarely spelled out clearly. Why? It has two the reasons:

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1. FirstlyIt is often instead of the development manager for development in the company take a training specialist, a training manager. This specialist is engaged in similar functions - training, as well as the formation of personal productivity of workers.
2. SecondlyIn some personnel services, universal specialists are working, who are engaged in all HR issues at once.

Therefore, far from all companies are presented the position of development manager, although some other specialist is engaged in the function of improving the professionalism of workers.

Similar position at the corporate development manager. However, the functionality differs significantly. This specialist works for a division engaged in the development of the company and accompanied by transactions. A development manager is engaged in solving the main strategic tasks of the company. He is engaged in promoting advertising actions, market research, seeks to increase the profitability of activities carried out by the firm.

A qualified worker in this position, cope with his duties, may further achieve raising, to grow to a commercial or general director. The Development Manager manages the production process, performs the organizational work of the company, explores the likely ways to develop a company, the specifics of the market of the market in which you can grow. In addition, it tracks the timeliness of the execution of functioning projects.

Development Manager Responsibilities Consist in the following:

• find and attract customers;
• hold negotiations, consultations, enter into contracts with customers;
• lead marketing, affiliate advertising and dealers;
• monitor competitors (price structure, assortment, advertising);
• create reports on research results;
• open new sales points, control their work.

More Development Manager functions may include:

• participation in exhibitions, conferences;
• organization of seller training, distributors.

Opinion expert

In modern business without development managers - nowhere

Andrei Solodovnikov,

head of the Group of Consulting Projects, Audit Consulting Group "Development of Business Systems", Moscow

Today, the significance of the impact of strategic decisions on business results increases. The volume of work related to the choice and preparation of decisions is growing, with predicting the state of markets and the environment, with the creation of competitive differences. Features of strategic and operational activities are dictated by the need to master new development management technologies, the requirements for participating in the development of managers and specialists are growing. The functions of classical marketing no longer provide fully needs business when determining growth paths. Therefore, today many enterprises realized the need to introduce the position of the Development Manager or to allocate a division of development. The company that has created such a department receives the following advantages:

• clarity of goals and ways to achieve them, structuring, systematization of development processes;
• personification of responsibility for the results of development, consolidation of a single center of responsibility management for all structural changes, coherence of development work, including functional services;
• managed, consistent process of change, which can be monitored (instead of scattered, informal processes - formal procedures);
• the formation of professional personnel resources, maximally interested in development, the possibility of effective motivation of development personnel, taking into account the control indicators;
• more suspended management decisions due to the emergence of a system of counterweights (internal competition between operating and strategic blocks).
• improving the efficiency of resource use, reduced changes in changes.
• improving information and analytical support for management decisions.

Summarizing, it can be said that strategic management reduces business risks and improves the perspective of the main business indicators (the level of competitiveness, shareholder value, crisis sustainability).

Development Manager: Directions of activity and function

Retail Development Manager

The manual for the development of the retail network of the retail network includes the sales points management features, starting from opening and selecting a manager of each of the outlets before resolving issues with rental. The retail network development manager organizes and conducts advertising campaigns, worshiped marketing activities, analyzes the competitive environment, works with a team, helps to solve conflicts, considers the possibilities that come from product realizers.

In addition, the retail development manager optimizes the work of sales points to increase profits, makes a proposal to enter the optimal system of wages and encouragements for employees. He may ask for raising wages to him and subordinate, makes all sorts of ideas and offers them to bosses, demands that the necessary documents provide him. The retail network development manager is responsible for not in time performed tasks or poorly carried out subordinates, violation of the law, causing damage to the firm.

A development manager personnel (social development)

It is busy with the fact that it is planning and coordinating activities that aims to train people working in the firm. For this, the Social Development Manager is developing new programs or conducts an improvement in the working negotiations, takes part in collective business negotiations, issues issues related to learning.

The tasks of the employee development manager are to participate in testing and evaluating the level of professionalism of employees of the company, lead the coaches, to determine the goals. The Social Development Manager gives an assessment of learning productivity, summarizes the final results of the qualification training of workers. The specialist is also a schedule for which training is being trained.

Social Development Manager is authorized to study the draft guidelines that have direct bindings to it. The specialist is entitled to demand documents and other information data for more productive activities, offer adjustments to improve working conditions.

Organizational development manager Companies

Such an employee must have a specialized higher education, the possession of marketing skills, an understanding of psychology. The Organizational Development Manager should be developed by the skills of planning, market analysis, projects of any level, attracting consumers and partners, forecasting the level of sales and drawing up contracts. In addition, the Organizational Development Manager needs to have basic knowledge of legislation, economic literacy, the ability to competently prepare documents.

The Development Manager, an official instruction, other than the above, implies the skill of training training for employees of the company. The specialist is reporting on the activities carried out and sends it to the authorities for consideration. Another commitment is to maintain the information base of employees of the company to consider the possibilities of career growth of the best employees. An organizational development manager can receive information data, access to the necessary documents.

Within the data, the authority manager for organizational development can sign different scores. In addition, he should know the instructions where his obligations and powers are prescribed. An organizational development manager is responsible if any violations or enterprise caused actual harm.

• Company Development Strategy: Development Instructions

Territory Development Manager (Regional Development)

This specialist analyzes the activities of distributors, representative offices, identifies the ability to raise the level of productivity of their work:

• conducts control over the performance of standards of activities by representative office;
• conducts control of the purpose of the objectives that were delivered to the representative office;
• takes part in the process of formation of plans for strategy and market development tactics;
• engaged in ensuring the fulfillment of tactics that were delivered to the company;
• responsible for performing sales plans;
• conducts an audit of sales points;
• conducts an analysis of the repayment of receivables of the representative office;
• conducts the development and implementation of events that detect and reduce receivables;
• engaged in the organization of the system of reports of regional offices;
• monitors the timeliness of the provision of reporting documents;
• monitors internal field reporting;
• conducts training of local office workers, and is also engaged in the implementation or monitoring of the implementation of some general standards;
• conducts training managers for wholesale sales and local sales supervisors with general standards;
• he teaches the trade command of the regional point when working with the client and disassembles specific situations;
• analyzes and the development of sales channels (including sales for non-reserved places and connecting potential customers to a branch or representative office);
• establishes mutually beneficial relationships with the existing and newly emerging clients;
• carries out work with distributors and main clients;
• monitors the work of distributors together with the head of the regional point to raise the level of sales and part of the company's market in a certain region;
• participates in the formation of orders of distributors;
• participates in the preparation and implementation of programs aimed at promoting products in a certain region.

Market Development Manager

Often the market development manager is confused with a sales specialist, since it also works with sellers. The main task of the market development manager to raise the level of sales, to get more income, observing a high level of customer satisfaction. The job description manager for the development of sales includes planning the necessary results and actions that need to be taken. Planning can be conducted for departments, specific employees or the entire company.

Official duties of the market development manager

1. The market development manager identifies future consumers of the company to generate interest in the company's goods and services. Presents the potential of the product or services to existing and future customers.
2. Engaged in the development of marketing strategy and marketing together with other managers. In addition, the market development manager conducts strategic introduction by visiting customers, presentations, technical support sessions and solutions to consumers, advertising campaigns.
3. The market development manager provides the recommendations of other product managers and linear managers about the issues of entry into the market and holding on it, gives forecasts of the dynamics of supply and demand.
4. Coordination and monitors product development in projects and technological departments of the company:

• makes final decisions on the need for research on certain design ideas;
• the market development manager is engaged in budgeting, analysis and forecasts for the return of nested investments in R & D;
• takes part in the development of graphs of the work of R & D and the process of preparing the production process;
• the manager carries out product pricing;
• takes part in the process of developing and implementing the product marketing plan and channels of its sales;
• conducts testing of prototypes in market conditions.

1. The market development manager is in contact with the management of corporate clients, follows the quality of customer service.
2. Engaged in the sectoral information base of projects and technologies.

Company Development Manager

An employee must know the marketing system and the basics of psychology. It is also important for him to possess the skills of planning, analyzing the market, managing projects, attracting clients and partners to the company, forecasting the level of sales and conducting documentaries. In addition, the company's development manager needs knowledge of the legislative rules and the economic base.

The job description of the company's development manager involves the skill of training trainings for employees. It is reporting on its own activity and sends it to the leadership. He also leads the base of the team to consider the prospects for career growth of employees.

The Company's Development Manager receives an information component and access to the necessary documents. In his powers - to sight documents. The company's development manager is responsible in the case when there are violations over the period of its functioning and the company is harvested.

Corporate Development Manager

To specialists, whose official duties include the formation and development of corporate culture, are presented requirements:

• higher sociological or psychological education;
• the ability to work both in the team and autonomously;
• the presence of analytical abilities and skills of working with sociological information;
• developed organizational abilities;
• teaching skills, seminars;
• attentive attitude towards small things and the ability to allocate the essence.

Among key skillnecessary to effectively fulfill the commitments of the corporate culture manager, can be allocated:

• diagnosis of corporate culture;
• process of collecting and systematizing data;
• analytical actions;
• development of recommendations for the development of corporate culture, an increase in staff loyalty and improving the motivation system;
• skill preparation and conduct of events on workers' issues;
• a selection of future workers, taking into account the corporate culture;
• creating a healthy atmosphere among colleagues.

Development Manager

Useful Function Instructions for Development Manager - Fixation candidate Qualifications Requirements. The positions of the Development Manager are not in the reference book of qualifications, as well as clearly prescribed requirements, i.e. the employer himself thinks what the requirements will correspond to his staff. So that there were no discrepancies about the rationale for refusing to work, it makes sense to register them.

An employee developing the instructions of the Development Manager should apply the Unified Structure of Documentation from 4 main sections.

1. General.

The first section records the following information:

• title of position (development manager);
• subordination system (and indicating responsible for reception and dismissal);
• qualification requirements for education, experience, it is possible to indicate the skills that the bosses want to see from the applicant to the position of development manager;
• presence of submission;
• replacement rules.

1. Rights.

What is the authority to endorse the development manager - is solved in a particular company.

The Development Manager for effective tasks must have freedom in making decisions included in its competence. Thus, it may be provided for example, the following rights:

• request information data and documents that will be suitable for solving the tasks, in all divisions of the company;
• get acquainted with the decisions of managers;
• transfer their assumptions on the possibilities of improving the business process;
• require a governing person to assist in compliance with duties;
• publish manager subordinates, to take over their accomplishment;
• take part in business conversations with consumers;
• attract partners to cooperate with production;
• sign (lying) documentation in your competence.

1. Official duties.

In this part of the official instruction, the obligations that will be executed by the Development Manager, namely:

• to develop a general development concept of the company;
• to develop a strategy for the development of the company, and on its basis to create a single development plan;
• develop programs for restructuring firm, track their implementation;
• offer leadership and persons to master the development of those directions that are not yet involved;
• engage in searching for non-swollen markets and their ways to master;
• create a tandem of the departments of the company to implement the planned growth program;
• conduct analysis of the results of the program implementation;
• prepare reporting performance documentation.

1. A responsibility.

The development manager of the enterprise is accompanied by responsibility, if after the decisions adopted by it was harm to the company. Responsibility may be the following types:

• disciplinary;
• administrative or criminal;
• material.

Sometimes the position of the Development Manager implies a certain specialization, for example, a business development manager, a territory manager, etc. In the job description of such an employee, the features peculiar to this direction are necessarily reflected. For example, in official Responsibilities of the Territory Development Manager You can include such areas of activity:

• analytical work and the development of sales channels on the specified territorial zone;
• development and implementation of activities for the functioning of new branches or departments;
• a selection of candidates for the locations of the opened units.

In each of the above options, the development manager is set to develop and implement that a set of measures that will be directed to the growth and development of the enterprise.

Requirements that the development manager must meet

This specialist should be at the same time analyst, and a strategist, and a marketer, and an economist, and a competent leader. Extremely important for development manager will be the skills of communication with customers and sales experience.

Personal qualities

Business Development Manager is, in fact, the leader. For this reason, leadership and organizational qualities should be inherent. He must have strategic and analytical thinking, must have the skills to lead subordinates and adopted responsibility.

Decisivity, countering stress, the ability to establish contact with people, sociability, knowledge of psychology is also important qualities of its character. As a rule, there will be not unnecessary knowledge of foreign languages \u200b\u200bfor business negotiations or correspondence with overseas partners.

Professional skills

A compulsory requirement for the development manager is higher education, preference is given to suchities as the economy, Public Ryleshnz, Marketing.

Also a good factor for the manager are basic knowledge in the field of psychology, the luggage of knowledge of such a specialist usually includes the ownership of the main computer programs (Word, Excel), competent Russian, sales skills and document management (the ability to compile and execute documents).

In addition, the Development Manager often has to go out of the most standard situations, so it needs creative thinking and diplomaticity.

Employee wage size for development manager

The salary of such an employee strongly depends on the experience and development of professional skills.

• Average payment of labor

In the capital, it averages 50,000 rubles, in St. Petersburg - 39,000 rubles, in Nizhny Novgorod - 25,000 rubles.

• Initial salary

Starting salary for a candidate without experience ranges from 20,000 to 40,000 rubles. in Moscow, from 15,000 to 30,000 rubles. in St. Petersburg, from 12,000 to 20,000 rubles. In Nizhniy Novgorod.

• Experience more than 1 year

In the presence of experience, the manager is on average salary of 40,000 - 70,000 rubles. In the capital, 30 000 - 46 000 rubles. In the city on the Neva and 20,000 - 32,000 rubles. In Nizhniy Novgorod.

• Experience more than 3 years

Higher-class specialists who have worked in at least 3 years old, with the experience of leadership and business development from scratch earn from 70,000 to 250,000 rubles. in Moscow, 46,000 - 150,000 rubles. in St. Petersburg, 32,000 - 80,000 rubles. In Nizhniy Novgorod.

Search and selection of candidates for the position of development manager

Getting Started with the organization of the search and selection of candidates, it is necessary to make a decision, what work is possible to rear, for example, recruiting agencies, which is better to fulfill on our own. The search for development managers can be carried out using the company and external resources. And the one and the other method has its advantages and disadvantages. Often the company underestimates the opportunities that can appear as a result of the search for candidates among those who are already working at the enterprise.

Internal selection

Internal selection includes several advantages:

• it costs significantly cheaper: does not require costs or requires a minimum of funds for such processes as adaptation and training;
• with internal selection, the work is carried out with people who are familiar with the firm, which allows them to easily undergo the adaptation period in the post unusual for them;
• internal selection motivates to the best return in the labor process.

When selecting inside the company use next approaches:

• the best among candidates among employees of firms based on formal characteristics (level and type of education, work experience, professionalism, age, etc.)
• organization of competitive activities regarding the replacement of vacant posts.
• the personnel reserve is formed.

Exterior selection

When the manager is selected outside the company, the search will begin with answers to these questions:

• In which places it is possible to find candidates that are suitable for the position?
• How is the contact with these candidates?
• How to make it interesting to work in the company?

In order to create a stream of new employees in the company, it is possible to use various means: advertising in the form of ads on vacancies in newspapers, magazines, radio and cable television. A visit to sectoral or thematic exhibitions, job fairs is recommended. Besides the above, sources The workforce is also:

• recruitment agencies;
• employment services, labor exchange;
• personal dating;
• luring the best specialists from other companies - they are engaged in "head hunters" (Hadhanthers).

Technology selection of candidates

Regardless of whether we are talking about our own or on the external method of selection to understand the degree of compliance of candidates, the requirements that exist for this vacancy use a set of all sorts of techniques that are aimed at multilateral assessment of candidates. Complex selection methodsthat can be used:

• preparatory selection (analyzes the data on the person contained in the summary and in the results of the primary interview);
• assembling information data (from other people);
• all kinds of questionnaires and testing (including professional abilities);
• group methods of selection;
• expert assessments;
• solution of problems;
• repeated interview / interview.

A fluent conversation with a candidate for the position of the manager will not give any full and reliable impressions about him. This is just a primary representation, and it will not necessarily correspond to reality.

There is still such a point: that the personnel manager at the candidate for an interview may hurt a head, he can also pose some problems or from some trite mood. Or even easier - you can simply have a dislike for each other. And when there are no clear selection criteria, a strong candidate can easily not get into the subsequent tour of the interview.

Reverse situation is possible. The candidate may seem like a good interlocutor, and it will satisfy it to meet all the requirements, but who can give a guarantee - will the person work successfully, will the result will achieve how quickly it will study and how it reacts in difficult situations. In general, for each employer, a new candidate is always a "cat in a bag."

• Step-by-step instructions on how to conduct interviews

Psychological test for candidates

In addition to the service list, recommendations and success in the profession, which characterize the candidate for the position of development manager as a specialist, the employer must learn what a person in front of him is a future member of the team. How will this person act in a difficult situation? Will he be responsible for himself when it is necessary to make an independent decision? Will this cause conflicts between colleagues?

For answers, these questions use tests on psychology. Test reliability does not exceed 70%, it depends on the methods used, as well as the level of professionalism of the interpreter.

In fact, when a professional works, psychological testing becomes a practically reliable data source, and the more tests, the more expensive information data. To test the test, select, as a rule, a set of tests that cover intelligence, personal characteristics, the level of motivation, etc.

Thanks to this process, you can get a lot of important information about the applicant:

• how soon he is able to get used in the new conditions;
• how will the rules be taken to impose from outside;
• the speed with which it acts;
• frequency with which a person will seek help;
• whether a person has opened opportunities to learn something unexplored;
• whether it is deliberate and adapts, etc.

Candidate Assessment System for Development Manager

The system of assessing candidates for vacant positions should be based on the following principles.

1. It stimulates those who produce selection, to ensure that they substantiate their choice, focusing on the agreed criteria system.
2. It is based on objective information and gives objective assessments to candidates.
3. It helps the employees of the organization participating in the selection system, it is easier to achieve mutual understanding when evaluating candidates.

After the assessment of all candidates is manufactured, you can start the second stage provided for by the system of objective assessments - to compile an analytical table. It is formed in such a way that it contains a list of key requirements when the name of each candidate could be raised by the appropriate basis.

Participants May be broken into three subgroups:

A. - unconditionally suitable in order to be included in the personnel reserve and transferred to a higher level;

B. - conventionally suitable for inclusion in the personnel reserve and to occupy a higher level position, but requiring additional training;

C. - not suitable for inclusion in the personnel reserve and to occupy a higher stage.

Stages of selection of candidates

After the questionnaires were studied, which were given candidates, and it was decided to invite an interview, a very important stage occurs for personnel services - candidates are selected. There are a number of consecutive steps here. Each selection of part of the applicants occurs due to the fact that there is a discrepancy to different requirements. The passage of these steps will help ensure the minimum number of miscalculations when choosing.

Step 1. Ankal and autobiographical data are drawn up.

Stage 3. Interview.

It is carried out in order to collect the necessary data on the personal and business characteristics of the future manager. As a result, there is a selection of persons satisfying qualifications. At the interview to be paid attention to how the candidate looks like (style of clothing, posture), what is his culture of behavior (gestures, facial expressions, manners), what a speech culture (whether the thought is able to formulate), whether this person can hear the interlocutor, and also The overall behavior strategy is estimated during the interview (as much as the candidate is active; depends on the interlocutor or independence and dominance prevails).

Stage 4.. Test.

Behavioral sciences have developed many types of different tests that help to predict how efficiently the manager will perform a specific work. One of the types of qualifying tests provides for the measurement of the ability to perform the tasks associated with the intended work. As an example, you can clarify or stenograph, a demonstration of the skill to work on the machine, a demonstration of speech abilities through oral messages or written works. Another type of testing provides for an assessment of psychological characteristics, such as an intellectual level, interest, energy, sincerity, self-confidence, emotional sustainability and attention to detail. In order for such tests to be useful for selecting candidates, a significant correlation is required between high estimates dialed during testing and actual performance indicators. The management should evaluate its tests and determine whether those who are well coped with the tests show themselves more efficient managers than those showing smaller results.

Step 5.. Procedure for examination of professionality.

Examine professional suitability is necessary during the selection of candidates, in addition, the procedure is possible from time to time within the framework of regular certification and for selection to the personnel reserve.

Stage 6. Medical control and research using hardware techniques (if necessary).

Stage 7. Analysis of the test results and conclusion about professional benefits.

At this stage, the Commission on the trade professional conducts an analysis of the results of the previous steps and the preparation of the conclusion of the professionality of the candidate.

Step 8. The decision to hire a job.

Finally, there is a sample of the most suitable candidate for the position, the final decision is made to hire it and the necessary documents are issued (contract, order, etc.).

• Important nuances that will save time in the selection of personnel

How to adapt a new development manager to work in the company

If you correctly organize an adaptation period for the new development manager, then the performance of the entire team will increase, and the positive results will be achieved faster. And if it is bad to organize adaptation, performance will definitely be lower than an order.

The Creative Leadership Center conducted research, and according to the results of its 40% of the highest managers in the first 8 months of their work, they leave work. It is bad to organize adaptation - it means practically to ensure failure.

Development of the adaptation program

To spend competent adaptation of employees, the personnel manager is obliged to enjoy a specially developed program.

The system of adaptation activities includes general and specialized adaptation.

General program Presents the whole company, affecting the following points.

1. Maximum full understanding of the company:

• greeting speech;
• directions of development, goals, problem moments;
• traditions, standards;
• products and consumers;
• activities;
• structural form, relationships between departments;
• introduction to the essence of the higher management;
• internal relationships.

1. Salary.
2. Fringe benefits:

• insurance;
• payments for temporary disability;
• weekend benefits;
• benefits because of the disease of the employee, family members, manual benefits;
• pension;
• training in the process of work.

1. Occupational safety and safety:

• precautions;
• fire safety;
• rules of action during accidents;
• places where the first medical care is.

1. Relationships of workers with the trade union:

• terms and conditions of hiring;
• destination, move,
• promotion; powers, employee commitment;
• orders of trade unions;
• discipline and recovery.

1. Household component:

• nutrition issues;
• recreation organization;
• other.

The implementation of this adaptation program is carried out another, more specialized program. It includes moments that are associated with a specific department or workplace. As a rule, linear leaders or mentors are leading this program.

This program includes the following questions.

1. Functions of the department:

• tasks, priorities;
• structural form of organization;
• relations with other departments.

1. Powers, obligations and responsibilities:

• description of the current work and the necessary results;
• explanation, why specifically this work is needed, how it relates to another activities in the department and in the company as a whole;
• the duration of the working day and the schedule of development manager;
• criteria for the quality of work performed.

1. Rules, prescriptions:

• norms that are typical for this type of activity or department;
• safety regulations;
• relations with employees of other departments;
• food organization, smoking in the workplace;
• personal telephone conversations during working hours.

1. Division inspection:

• fire alarm button;
• inputs and outputs;
• places where you can smoke;
• places where first aid is provided.

5. Organization of dating manager for development with other employees of the department.

When working with a new employee the head must focus on the following moments:

1. It is necessary to remember about communication with the development manager who has joined the position of development. Learn about how things are going, inviting a specialist for lunch or just drink coffee.
2. Remember that in each situation, any employee may, if necessary, come to you with your difficulties for advice or recommendation and get your help.
3. The newcomer should be involved in the long-running projects, and in short-term. It often happens that the new employee has a bright zeal to make its own contribution to the overall work. However, one should not be entrusted to the new development manager of large projects. Exceptions can be those situations where the activities of a specialist and the truth can make a tangible positive contribution to the firm.
4. In addition to business scheduled assemblies at a certain time, you can ask the immediate supervisor to write a final report on the work that a new development manager has completed.
5. It is necessary to highlight a part of the budget to carry out a corporate evening or ordinary coffee break. Communication in an informal setting is unwinding the team and will raise the command spirit.

Opinion expert

Ask newcomer more questions to understand exactly, whether he is suitable for you

Anna Sharygin,

independent consultant, Kharkov

In the first two weeks, it is necessary to talk daily not only with a young manager, but also with his mentor; From the third week to the end of the internship (trial period), such conversations should be held weekly. Questions that need to be specified intern and its mentor are shown below. After analyzing the answers received, you appreciate the mood of the employee for further work, its understanding of the essence of your activity and be able to stop spending time and intellectual resources on the person in time, if he did not show itself properly.

At the end of the test period, it is necessary to separately talk with the trainee to inspire him: with the beginning of independent work, he is responsible for his actions. At this meeting, questions should be asked:

• Why do you need to work for this post?
• Are you interested in and why do you want to work in this position in our company?
• What is important to you at work?
• What do you expect from the company?
• What are you ready to do for the enterprise?
• What would you like to achieve in five to seven years?
• See you for yourself the prospects for growth in the company?

Surrounding some of these aspects you already find out earlier at the interview. However, the answers who will give you a candidate without experience on them, will rather resemble romantic fantasies. And months of training, internships and work will be given to the worker that he will be able to actually feel his desires, interests in the professional field, and give a much clearer and realistic answer.

How to improve the efficiency of the Development Manager

Development Manager Learning is possible:

• by raising the qualifications on the topic of the "Corporate Training Systems";
• at seminars and trainings on technological processes of training in the firm;
• by self-education - to study the literature and periodicals of this direction;
• passing the qualifying exams for development managers, coaches, etc.

General Motivation Metivities Applicable for Development Managers:

• move from one direction of HR works to another;
• deepening specialization;
• raising the discharge of professionalism (if they are present in the company);
• moving to another division;
• powers to speak with lectures on behalf of the company at seminars, in social networks, etc.;
• individual scheme of material motivation (advanced social package, premiums, bonuses, etc.).

Experienced businessmen know that you can never stop in place and content with what you have. Business is a permanent run forward, because as soon as you stop, competitors will immediately come. But not every entrepreneur understands how and where to go, what to pay attention to which perspectives are dealing with, what to invest free funds. To understand this, you need to carry out a detailed analysis based on the economic situation, purchasing power, the state of the market, etc. Such analysis usually holds, which gives advice to leadership and is responsible for new directions, seizure markets and other important tasks. Consider what is part of the responsibility of such a specialist who can become and where to look for such employees.

Introduction

Unfortunately, Russian universities do not teach people to do business and develop it. They only provide general data on the economy, while in no way tie them to reality. As a result, many economists and businessmen build their affairs, relying on intuition, and not on professional knowledge and market laws.

Development Manager always works in a team

In Russian universities, there is no specialty specialist in business development. These people are trained independently, gaining experience in the course of work, studying foreign literature by visiting courses, etc. Such specialists are extremely in demand in the market and belong to the top levuel, since the fate of the entire company depends on their decisions.

Some businessmen believe that the CPR is needed only to large plants, enterprises or plant, but in fact it is not. A competent specialist will help a conventional entrepreneur who holds a store on clothing trade, and minimal production, and a workshop manufacturing a variety of products. He must have knowledge in many areas, to understand economics, marketing, management, management, etc. He must understand how promising this or that direction can be able to build plans and implement them, be able to raise sales and assign tasks.

Attention:a wide range of requirements and duties to the employee blurs his responsibility and the border of the authority. We recommend thoroughly think about the specialist in your company specifically, and write out his instructions based on this.

Advantages and disadvantages of the profession

Before consideringlet's wonder what advantages and disadvantages have this profession. Let's start with advantages:

1. In Russia, there is an acute shortage of specialists, so you are guaranteed will be ensured by work in the coming decades.
2. MRB salary is higher than from other managers. Often it is equal to the salary of the executive director or the chief of the division.
3. Profession opens up wide opportunities: you are up to new acquaintances, study the markets, you will understand how one or another business works.

But there is a profession and cons. These include a huge level of responsibility (in fact, the further fate of the company only depends on you): The error made can destroy your reputation. Also, the negative parties include the non-normalized work time and the complexity of the start. To work for work, you need to be a really good specialist with reviews and reputation.

Attention:the manager performs different functions depending on the requirements and wishes of the client. It can engage in sales, building a retail network, company development or staff training.

Increase sales

The main purpose of the work of any commercial structure: profit. As a rule, it is possible to achieve this by increasing sales. When ordinary sellers and managers do not cope with the work, management decides to hire a specialist who will study the plan and the implementation of the project to increase the number of transactions and the products being implemented. Often, top sales, which understand the psychology of people, are able to close the transactions and sell anything.

The manager is not engaged in some projects, he organizes them and controls

The task of sales manager consists not only in increasing sales, but also in drafting an accurate market forecast so that the company can organize, establish logistics and interaction with counterparties. A qualified employee will be able to ensure that sales will be 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 sales and the entire department, taking into account their qualifications and personal data. Also, the MPP is engaged in training employees, the organization of high-quality service of buyers or counterparties, negotiation and signing contracts, logistics control and delivery service.

Network development

The second direction that the business development manager is engaged in the construction of retail chains for companies. He supports and develops the network, appoints managers to the point, controls their work, chooses places to open new establishments. Accordingly, for this, he conducts an analysis of the market, examines the demand and consumer sentiment, launches advertising campaigns, conducts a detailed analysis of the activities of competitors, teaches the personnel of outlets, and also improves their work.

In essence, the manager engaged in this work is the Executive Director. He can change the location of the points, enter into rental contracts, appoint and change points of points, increase their salary and introduce a system of bonuses, develop documentation, etc. It is responsible not only for the direction of development, but also for each specific point, so it works directly with Each of them.

Development of the company

A specialist who is engaged in the development of the company must have higher education and serious experience in building a business. It is from him that the fate of the entire company, its profit, motion vector and market coverages are depends. A similar employee is engaged in all and immediately, that is, it is worth the position of the general director, although it is not. He is looking for new customers and signs papers, he holds negotiations and organizes the production process, it is engaged in short-term and long-term planning, sales and team training.

The official instructions of the business development manager there is an analysis of the market and competitors, drawing up a variety of reports on the company's activities, creating presentations for the head of the company, department management, etc. This is the position of the top manager, respectively, and the responsibility of the employee is extremely high. In essence, he is responsible for everything that happens in the company since the fall of sales and ending with conflicts between departments or employees.

The manager must be a good managers

Regional development

A specialist in the development of the territory is engaged in promoting the company in the selected region. It works with various distributors and suppliers, increases sales, is engaged in business development and seizure of markets. The manager works in a close bundle with marketers and sales, partly with lawyers and personnel managers. Its responsibilities include:

1. Check compliance with standards and quality of work of the company's departments.
2. Control of the execution of tasks and goals in front of the branches.
3. Studying and implementing a plan for the development of the company and entering new markets.
4. Increase sales and work with competitors.
5. Control over receivables and work with counterparties.
6. Creating reports and infographics, control over the indicators of offices and outlets.
7. Conducting events aimed at training employees of various levels (usually these are sales and marketers).
8. Lining new sales channels.
9. Conducting negotiations and conclusion of contracts with counterparties.
10. Analysis and improvement of sales in the region.

Who can become a development manager

Above, we briefly described the main tasks that are engaged in development professionals. In fact, this is only part, because there are other directions they control. Let's look at who can become a development manager and what qualities he should possess. First, a person should have a higher education, preferably in the economic sphere. Secondly, he should have real knowledge of how business works, how the processes are built and how they are implemented. Thirdly, it must have the following data:

1. Stress resistance and ability to work in conflict situations.
2. Leadership qualities, the ability to lead staff.
3. The ability to motivate employees and the ability to punish them.
4. The ability to convey to leadership and subordinates their point of view.
5. Oratoric qualities, the ability to convince and sign the necessary agreements.
6. Understanding the foundations of document management and office work.
7. Knowledge of foreign languages \u200b\u200bto work with foreign partners.
8. The ability to work with a computer and the Internet, an understanding of office programs and the ability to compile reports.

The manager always has the possibility of career growth.

Separately consider the clause on education. In Russia, as we have already written above, specialists in development are not prepared, so this post is trained independently. It often happens that former private entrepreneurs come to the profession, who decided to go ahead, but they themselves could not find resources for development. Often, general director companies, top sales, executive director and other employees of the highest link come to the profession. An optional person should have a higher economic education, but it is extremely desirable. In fact, marketers, psychologists and even people with technical education come to the post, since it is necessary to analyze various indicators for work 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 learn a lot and clearly understand your company. Usually, employees who have experience have experiences at least 3-5 years have been taken to this work. During this time, you must explore the principles of the company's work, allocate its weak and strengths, learn the market, understand the logic of the work of competitors, etc. After that, you will need to write a short plan to correct the situation and provide a sales schedule. If your ideas like your ideas, you can apply for this position.

What is the level of salaries from such employees? Here everything is purely individually. Much depends on the region's region, 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 large business, salaries reach 200-250 thousand, but also the responsibility in experts is a considerable one. At the same time, often managers are gaining at the rate + premium or interest. If he manages to successfully raise the company and increase sales, then it receives premiums that often make up 50-100% of wages.

Are there any prospects for this profession? Experts believe that the demand for it will grow the next 10-15 years. The fact is that today Russia is under sanctions, which takes ways to conduct business both within the country and with foreign partners. The solvency of the population falls, sales decrease, the level of competing in the market is growing. In this situation, the one who will work as efficiently as possible, reducing costs, taking unconventional solutions, building networks and raising the level of staff qualifications. There are very little similar specialists and the demand for them is very large. They are mainly moved to large megalopolises, but they work throughout the country, therefore they are not enough of them in the regions.

In contact with

Development Manager's job instruction - useful document for organizing a document, in detail of painting labor functions and establishing qualification qualifications for applicants. We understand how to develop it and put into action.

From the article you will learn:

The profession of the manager or business development director is in demand in both manufacturing enterprises and services. A specialist of such a profile entrusts the market analysis, development of marketing programs and strategies, work on an increase in profitability of production.

Promotion of new products and the development of new areas in business is also responsible for development manager. This is a position with broad authority and high level of responsibility, because the success of the company directly depends on the qualification and experience of the work of its employee.

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Full directory of job descriptions for all branches of activity.

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Read more about the nuances of different positions and principles of formation of a staffing schedule in the article " : How to make information without errors. "

Development Manager Responsibilities

Business Development Manager: Equipment-2018

If the company has a development director or development manager, the job instruction is drawn up taking into account the real tasks solved by the employee. In the proposed template, the functional map of the post is spelled out in the second section. The general structure of the document is as follows:

• general provisions;
• duties;
• rights;
• a responsibility;
• procedure for revising instructions.

The first section contains basic information about the post. It indicates its full name (director or development manager), the procedure for appointment and dismissal, the scheme of replacement of the employee in case of illness, a service trip, etc. Details - in the article "How , business trips, decree.

In this section, you can list key documents that a specialist is guided in the process of performing job duties, as well as the knowledge you need and skills. Development Manager should know:

• the basics of marketing, economic theory, organization of advertising;
• norms of labor law and labor protection;
• business plan and main goals pursued by the company;
• company structure, its profile and product features;
• methods of economic modeling and management;
• theory and practice of management;
• financial business and business administration.

The list can be expanded and modified. Along with the requirements for theoretical knowledge, the minimum practical experience required to effectively fulfill the commissioned work is prescribed. As a rule, a specialist who has at least two or three years of work in this field is accepted for the position of Development Manager.

Specialists from other structural divisions are attracted with the permission of the leadership. Without errors to reflect all the necessary conditions in Di will help the article "What And what to better exclude. "

Download V.Doc.

Download V.Doc.

After coordination, the Director of the Organization introduces the finished instruction in action - a separate order or with the help of the GRAF "I approve". The document is dated, registered, certified by the signatures and from now on acquires legal force. Do not forget to familiarize yourself with the development manager with him, giving out one instance for storage in the workplace.

Why make official instructions for development manager?

In case of employment, the employer signs the employment contract with the new manager, which displays the key points of the interaction of the parties. The job instruction complements the contract and details a number of issues relating to the execution by the employee of his labor function.

In relation to the position of the Development Manager, this approach is particularly relevant, since in private companies there is no single approach to setting tasks to the employee who occupy the described position. In some companies from the employee, the business development of the business as a whole, in others, is entrusted to develop a separate direction. It is the job instruction that allows us to determine the specific duties and rights of the development manager.

There is another important function of the official instruction - consolidation of requirements for the qualifications of a candidate for the position. Development Manager posts are not in the qualifying directory of posts. This means that there are no recommended qualifications requirements, i.e., each employer has the right to decide what the requirements should be consistent. To avoid further disputes regarding the validity of refusal to work, it makes sense to consolidate such requirements on paper.

Approximate structure of the job instruction for development manager

An employee who is entrusted to develop job manager for the Development Manager, when performing this task, you can use the generally accepted structure of this kind of documents involving the presence of 4 major sections in them.

1. General provisions

   This section is used to set out the following post information:

   Do not know your rights?

   • title of position (development manager);
   • the procedure of subordination (indicating who responsible for employment and dismissal);
   • qualification requirements (requirements for the level of education, work experience, you can also list the skills and knowledge that the manager would like to see the candidate for the position);
   • presence subordinates;
   • replacement procedure.
2. Rights

   In each company, the head decides what rights to submit to the development manager. However, in any case, one thing must be taken into account: the manager for the effective execution of tasks set before him should have a certain freedom in decision-making related to its competence. Thus, it can be provided, for example, the following rights:

   • request information and documents necessary to solve the tasks, all divisions of the company;
   • get acquainted with the decision makers;
   • transfer their proposals to the head to improve the workflow;
   • demand from the head to assist in fulfilling official duties;
   • make orders to their direct subordinates and control the course of their execution;
   • participate in negotiations with customers;
   • attract partners to cooperate with the company;
   • sign (to visit) contracts within their competence.
3. Official duties

   After accepting a development manager, the company's manager is waiting for specific tasks from it - and it is in this section of the job description that the employee must execute the official instructions. For example:

   • develop the overall concept of the company's development;
   • develop a strategy for the development of the company and in its framework to create a general development plan;
   • develop development programs (restructuring) of the company, follow their execution;
   • submit to the leadership of proposals for the development of new activities of the company;
   • search for new sales markets and ways of their development;
   • organize the interaction of the company's structural divisions to implement the approved development program;
   • analyze the results of the implementation of the Development Program;
   • prepare reports on the effectiveness of the approved development program.
4. A responsibility

   Development Manager can be held accountable for their actions and for the consequences of solutions adopted. Speech can go:

   • on disciplinary responsibility - if the employee is exploring non-fulfillment or improper performance of his employment duties;
   • on administrative or criminal responsibility - for the commission of the corresponding misconduct;
   • about liability - if the employee is damaged to the company's property.

Some nuances of the design instructions for development manager

In some companies, the position of Development Manager has a narrower specialization, which is reflected in its name. For example, there are often such posts as a business development manager or the development manager. At the same time, in the official instruction of an employee who occupies such a position, the peculiarities characteristic of this activity should certainly be reflected.

The above exemplary structure of the job description is most suitable for the business development manager, since it is drawn up in such a way that the job duties include items concerning the development of the company as a whole. If the direction of activity of the manager is limited by the development of the territory, then this section of the instructions should be corrected.

For example, the responsibilities of the Development Manager of the Territory can include the following:

• analyze and develop sales channels in the specified area;
• develop and implement programs for the opening of new branches or representative offices;
• select candidates for senior posts of new units.

In any of the listed cases, the development manager is set to developing and implementing measures aimed at the development of the company. The amount of its powers and the list of basic job responsibilities is enshrined in the job description. The head itself decides what responsibilities he imposes on the Development Manager, what rights gives it and what qualifications requirements will exhibit for the applicant this position. The main thing is to remember at the same time that later from the employee can not require more than enshrined in his job description.