Development manager job responsibilities. Business development manager at the bank. Why does a company need a development manager

Development manager, he's - a development manager company or business, directs its efforts to increase the profits of the company for which it works. The profession is suitable for those who are interested in economics and social studies (see the choice of profession by interest in school subjects).

Features of the profession

First of all, the development manager maintains quality relationships with clients, as they are the key to the company's success. He develops a policy of communication with clients and implements it in the work of all departments of the company. The development manager is also actively working on the organization of the workflow and the atmosphere within the company: often his responsibilities include organizing and controlling the work of the office, as well as organizing internal reporting, because a lot depends on the efficiency of the company itself. He is the link between employees and senior management, so that, receiving reports from employees, he himself prepares reports for the company director and senior managers.

A development manager is aware of developments in the market in the area in which his company operates: he knows changes in the demand for goods or services and the actions of competitors. He needs this to make proposals for business development, the introduction of new categories of goods and services, and the improvement of old ones. For information regarding the market, he turns to a marketer, and in small companies can do market research himself.

In addition to these functions, the development manager also designs and presents presentations to clients (and company employees). These can be presentations on the introduction of a new company policy, training in conducting meetings with clients, developing any skills necessary for work (for employees), introducing new products and services, special offers (for clients). Managing the preparation process and directly participating in exhibitions and promotions periodically appears in the list of tasks of this specialist. Along with sales and customer service managers, a development manager is often engaged in finding potential customers, and telephone conversations, business correspondence, and the conclusion of contracts are among his daily tasks.

The employment of such a specialist is full. Wages are usually above average.

Important qualities

He needs to have such qualities as managerial potential, activity, sociability, rigor, punctuality, quick learning, analytical mind and flexibility of mind, honesty, purposefulness, strategic thinking, the ability to articulate his thoughts and work with a lot of information.

Development manager training

Course MARKETING AND BRAND MANAGEMENT

British high school Design conducts intensive training courses for senior management personnel for brand development and management. Students will have to master new standards in Russian marketing and business education by working on group projects provided by real customers. The course is taught by leading experts, representatives of Russian and foreign companies from the USA, France, Germany, Great Britain, the Netherlands and other countries. The duration of the course is 1 year.

In Russian universities, there is absolutely no training program for effective businessmen. There are separate disciplines - banking, accounting - but the knowledge obtained at the university is not enough for graduates. So, teachers do not teach such a profession that is in demand today as a development manager.

Who is it?

The work of a development manager is support of a single company, organization, institution. The main task is to ensure that the enterprise where this specialist works does not "stumble" in the face of tough and all-round competition and is not forced to leave the domestic market in which it worked. In the best case, it would be followed by a merger with one of the competitors, in the worst case - going to zero and leaving the arena. It needs a person or a group of people competent in matters further development... Such a specialist helps the company to strengthen its position in the market through intensified work with retail chains and suppliers, increasing sales volumes and overfulfilling initial plans.

Simply put, the development manager is a helping hand, useful even for the higher management, no matter how “pumped” and highly educated its members are. This is the person in charge of developing the firm's strategy.

It is useful for the director - or even the founder - of any firm to use outside help to support during a difficult period.

Pros and cons

Responsibilities and functions

The duties of a development manager for a company focused on success and high profitability are as follows.

• Creation and maintenance the total concept of promotion and development of the company.
• Creature effective proposals to bring the activities of the company to a different level, bringing them to the attention of higher managers.
• Mastering other activities of a particular companythat she has not previously dealt with.
• Creation of courses, plans for new training of existing employees of the enterprise... This training is aimed at further improving their professionalism.
• Regular analysis of your work, formation of reports to higher managers.
• Analysis of reporting information - if necessary, it allows you to change the future plans of the company.
• Creation and timely change plans to reorganize the company- in case this company is under threat from competitors.
• New product launches and renewable means for their production.
• Attracting new buyers of goods and services, the source of which is this company.

No firm can fully function and achieve new goals when it lacks a highly active and extremely responsible leader. Thanks to such support, a comprehensive growth of its indicators is possible.

Rights and responsibilities

Each employee of a given company has a scope of rights and a significant level of responsibility. Among such employees is the development manager. He is entitled to the following.

• Get timely access to documentation, without which it would be impossible to assess the current state of affairs in the same company - and also to take appropriate measures if this situation threatens to get out of control.
• Be aware of solutions and methodswhich leaders adhere to.
• Suggest specific, effective moveshelping to improve the organization of regional business.
• Call subordinates and leadership for mutually beneficial cooperation,when there is an urgent need to improve the current state of affairs in the company.
• Timely introduce subordinates to the course of changing responsibilities,control their timely execution.
• Take part in negotiations with counterparties on main issues and tasksthat could influence the further work of the firm.
• Sign contracts and orderswithout going beyond the scope of your own awareness.

If the incoming development manager is familiar with and agrees with his rights and responsibilities, he is told the basic requirements for the quality of work.

Incomplete job compliance carries a high risk for future work. If damage occurs through the fault of the development manager, then this person will compensate it. In special cases, not only disciplinary but also administrative liability is applied. If the actions of the manager caused damage to property, the death of any of the persons acting in the common business, criminal prosecution is possible. Mindfulness and thoughtfulness even in small things is your everything.

Requirements

The requirements for a development manager - as with hiring any other performer - are delimited and yet interrelated.

Qualities

The personal and professional qualities of a development manager are as follows.

• Self confidence and resistance to increased stress.
• Leader and organizer abilities... They play a role in whether the rest of the staff will follow the new leader, whether they will support him from day one.
• Knowledge of the psychology of business communicationand behavior in a work team, team.
• Speaker abilities.Anyone can master this skill - just practice more often, be active. Public speaking will help you to more convincingly deliver a specific presentation, report and financial proposals.
• Rational, improved work planning... Reducing the time for routine "paper" actions and stages, giving more time to organizational work. Drawing up an effective and clear plan of affairs to be solved the next day - this order will not allow you to lose sight of the most important stages and waste extra time.
• Individual approach to each of your colleagues and partners- in the name of the earliest possible achievement of common goals.
• Critical and strategic thinking,the ability to calculate the situation several moves ahead.
• Easy to learn.The situation changes every day. It is necessary to be aware of many approaches, following which will allow you to get out with dignity even from the most, at first glance, losing situation. Working with a continuous stream of information that can help. Each incident, event for competitors is a kind of trading signal. Stock traders, for example, are well aware of this - and can explain, back up with specific examples from the recent past.

It is not enough to possess these qualities. It takes practice, experience.

Skills

The activities of a development manager include the following skills.

• Possession knowledge of document circulationand the production of cases.
• Higher education in economics... Without it, you are guaranteed not to be hired not only as a development manager, but also as another employee where it is required.
• Ability to understand current and changing legislation - of particular importance is its part directly related to business and entrepreneurship. If you were a private entrepreneur before, then you already know a lot, here it will be much easier for you.
• Advanced or fluent knowledge of spoken English may be required.Not all partners of the company are from Russia. If it is, for example, an IT firm or a subsidiary of a foreign company, you often contact new foreign colleagues.
• PC knowledge- in particular, microsoft programs Word / Excel, work with 1C software and Power Point presentations. If your work is organized from a tablet (often remotely, including on the road), then the iOS (or Android) platform will require the corresponding versions of these programs. A wireless keyboard, mouse and stylus are required - you also have to work actively with them.
• Work with a printer, scanner, fax, copier. You may need to use a PBX.
• Driving a car is at least Category B (light vehicles).You are planning to meet with partners, and not only negotiate with them remotely, and it is not always correct to get to them by public transport. It's a good sign if you are assigned one of the company cars. A personal car is optional. But some firms may require some, but their own, working, ready to travel to a neighboring area (or region), a passenger car.

If you have passed this comprehensive check, the employer will give the go-ahead for the conduct of the company and will actively assist you.

Development manager is a position that is considered universal in the labor market. She is highly regarded among recruiters and HR professionals. But there are many requirements for it. This is a top-level specialist, which means that he must have a higher education, be familiar with the computer programs used in business.

In this article, you will learn:

• Why does the company need a development manager?
• What are the pros and cons of working as a development manager?
• What are the requirements for a candidate for the position of development manager?
• Why do you need a development manager job description and how it should look like.
• How to select candidates for the position of development manager.
• How to adapt a new specialist to work in the company.
• How much to pay a development manager.

A manager of this direction is in demand in business of any scale - from a small LLC to a corporation. Such a specialist can develop an entire company or its separate direction - production, work with personnel or sales department.

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Why does a company need a development manager

Any business needs to grow. This is why more and more companies are opening a development manager vacancy. There are many requirements for this position. The candidate must have knowledge and skills in several areas at once: management, marketing, economics. He needs to be free to navigate the market of his company, see its potential, develop and implement plans for the development of sales, be able to competently set tasks for colleagues and inspire them to implement the planned activities.

Such multiple requirements often blur the boundaries of the development manager's job responsibilities. Why is this happening?

There are two reasons for this situation.

• The first is that often a person is found for the position of development manager, who specializes in personnel training. Therefore, his main area is mentoring, the formation of a productive working environment.
• The second reason is universal specialists from the personnel services and dealing with all HR issues at once.

This is why some companies do not have a HR manager position. However, some of his functions are performed by another specialist. For example, a human resources employee enhances the professionalism of the team, and also organizes events aimed at building a team.

The list of vacancies contains the position of a corporate development manager. This position also has a narrow focus. Its main functionality is limited to company development and transaction support. If this position is compared to the position of development manager, then it is significantly limited by the sphere of influence. The latter is engaged in solving key corporate problems, keeps his finger on the pulse of all processes occurring in the company, controls and sets the pace for work in all divisions of the company.

Expert opinion

Today, the position of development manager is a necessity for companies

Andrey Solodovnikov,

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

We live in a time when the success and effectiveness of a business more than ever depends on the adopted strategy for its development. This requires increased selection and preparation efforts. strategic decisions, assessment and forecasting of the market environment, as well as the creation of competitive advantages. For this, the companies are forced to introduce the latest management and marketing developments into the development departments. After all, the classic sales tools are no longer able to cope with modern market realities. Specialists are forced to constantly acquire new knowledge and immediately apply it in practice.

Nowadays, many companies do not limit themselves to just one specialist, they introduce entire departments for enterprise development. This gives the business certain advantages.

• Firstly, a team of professionals is able to provide a clear assessment of the company's position in the market, creates a clear development strategy. In more detail and deeply works out all the stages of the existing strategy implementation. The main thing is that such a department creates a whole "roadmap" for the company's growth, based on the competencies of a group of specialists, and not of a single manager.
• Secondly, all the processes associated with changes in the company are of a consolidated nature.
• Third, informal and spontaneous phenomena are completely abolished. Instead of them come uniform standards and control over their observance. All variations are traceable.
• Fourthly, there are qualitative changes in personnel policy... The emphasis is on the creation of a professional staff interested in their improvement. Effective programs of motivation of specialists of the development department are developed taking into account the benchmarks.
• Fifth, within the company, there is competition between operational and strategic blocks. It is this rivalry that contributes to the adoption of more balanced and well-considered management decisions.
• Sixth, there has been a reduction in transformation costs and an increase in resource productivity.
• Seventh, only a team of specialists of different profiles is able to carry out full-scale information and analytical work before making any managerial decision.

Summarizing the above, I want to note that the main business indicators improve markedly if the company assigns a large role to strategic management.

Working as a development manager: pros and cons

There are advantages and disadvantages in the development manager profession. Among the advantages are the following:

• the labor market demand for these specialists is increasing;
• employers are willing to pay high wages;
• this is an excellent position for a person who loves to constantly develop and try himself in new areas;
• as a rule, such people earn a high social status.

There are only a few downsides, but they make you think carefully before applying for a vacancy. The disadvantages of being a development manager include:

• it is difficult to start your career from this position, since only specialists with impressive experience in a similar position can seriously apply for the position;
• irregular working hours;
• high responsibility.

Development Manager: areas of work

Sales Development Manager

Employers expect the specialist in this position to increase sales volumes and sales territories. Often, such a position is assigned to an effective and already proven employee who has worked in the same company, but as a sales manager.

One of the main responsibilities of a development manager is to forecast a company's sales performance over a given period. A good specialist ensures the stable functioning of the sales department on a monthly basis, first of all, by competent planning. This is achieved through a thorough and detailed preparation of a work plan for both the entire department and each of its employees.

As often happens, a sales development manager becomes a mentor and inspiration for his subordinates. His job responsibilities include education and training for sales representatives.

The integral responsibility of a sales development manager is to organize the customer service process for the company:

• negotiating with buyers, drawing up commercial documentation;
• ordering and customer service;
• order document flow;
• control of customer shipments, interaction with the logistics department.

The sales development manager has the right to request documents from the enterprise to carry out his work functions. The specialist also bears high responsibility for the incorrect performance of his duties.

Retail Development Manager

The duties of a retail development manager are aimed at maintaining and improving the operation of a chain of stores or services. The specialist holding this position has the right to appoint managers for each of the retail outlets, determine the location for the opening of the next store and negotiate with the owners of the premises on the terms of their lease.

Also, the responsibilities of the manager developing the network include the development, organization and implementation of advertising campaigns aimed at popularizing retail outlets... He is engaged in marketing, doing competitor analysis.

Another important point is the work with the sales staff. The responsibilities of the manager include resolving conflicts and studying proposals from sellers.

It is also important for a network development specialist to be able to optimize the work of each outlet to increase profits, to put forward initiatives to introduce any personnel remuneration system.

The retail network development manager has the right to come up with proposals for increasing remuneration both for himself and for his team. He can recommend any workflow improvements to management, and ask for all necessary documentation.

The area of \u200b\u200bresponsibility of this specialist is the timely and high-quality performance of his duties. The manager is responsible for any violations related to legislation or damage to the organization.

Company Development Manager

This position requires a higher education and free orientation in areas such as marketing and psychology.

This specialist needs to know how to analyze the market, competitors, and implement projects of any complexity. Also among his skills should be the ability to find customers and partners, negotiate with them, work with contracts, forecasting and planning sales. Of course, knowledge of the basics of legislation and economics is only welcome.

One of the requirements for the position is the ability to conduct educational and developmental trainings for staff.

The job description of a company development manager includes responsibilities such as writing performance reports and presenting them to management. He must maintain a base of employees, plan career opportunities for each of them.

This specialist is responsible for poorly performed duties, violation of the law and material damage to the company's property. He may at any time require all the necessary documentation to perform his functions.

HR manager

The HR manager is fully committed to improvement professional qualities the labor collective of the company. The official goal of such a specialist is to organize employee training. He is fully responsible for how professionally trained personnel are, to what extent their activities meet the company's standards.

The responsibilities of the HR manager include planning and conducting training seminars, trainings and webinars, preparing methodological materials, including brochures, audio and video lessons. This employee assesses the level of training of the team, studies the company's needs for professional growth, creates training plans and training schedules for each division of the organization, leads a team of teachers, and has the right to recommend third-party training specialists for invitation to the company.

Territory Development Manager (Regional Development)

The responsibilities of this specialist include working with company representatives and distributors, analyzing and increasing the productivity of their activities. This is implemented in the following functions:

• monitors compliance with the standards of work with personnel of representative offices;
• monitors the implementation of the goals set for them;
• in a team with the company's marketing specialists, develops and implements the strategy and tactics of the organization's market development;
• controls sales and organizes monitoring of points of sale;
• analyzes the indicators of accounts receivable among the representative offices of the enterprise; develops and conducts various campaigns and actions aimed at collecting these debts;
• determines the scheme of reporting document flow and controls the process of timely submission of reports by the representative offices of the company;
• organizes training of the personnel of representative offices - managers-wholesalers and supervisors - in the standards of the company;
• trains employees of the sales departments of each representative office to work with clients according to the company's standards, controls their level of knowledge of the company's products;
• analyzes sales channels, including in undeveloped territories; sends applications from customers to branches or distributors of the company;
• participates in negotiations with existing and potential clients;
• contacts with distributors; in a team with a regional head, analyzes their work and increases sales performance in the region;
• helps distributors in the formation of trade orders;
• prepares and conducts marketing campaigns promoting any of the company's products in the region.

Organizational Development Manager

A firm that has reached a certain peak in its development needs decisive changes in management and structure. This means that she needs a specialist who can help solve a number of organizational issues: an outdated and ineffective corporate communication system, non-working standards, an increase in the frequency of system errors made by company employees, etc.

In this case, a vacancy for an organizational development manager opens. This specialist must have a university degree, have an excellent understanding of marketing and psychology. Enterprises welcome knowledge in modern technologies of labor organization and the ability to implement them in the required environment. For example, many companies are adopting experience lean manufacturing and adapt it to their needs.

The job description of an organizational development manager includes market analysis, forecasting the level of sales and work with contracts. Such a specialist should be fluent in the legislation related to the company's activities. He also needs to master the basics of economics and workflow.

The duties of the specialist in question include planning the training of personnel in new standards and carrying out the scheduled sessions, organizing certification and knowledge tests.

An organizational development manager must maintain a profile of the company's employees, plan the career growth of each of them.

The authority of this specialist includes signing various documents from their area of \u200b\u200bexpertise. In the area of \u200b\u200bhis responsibility is the strict observance of his official duties.

Corporate Development Manager

Corporate culture is not the last word in the life of any company. After all, the main tool in this case is the human resource. If the employees of the company are well motivated, then they do their job conscientiously. The corporate development manager is responsible for the formation and implementation of common norms of behavior.

Here are the requirements for this specialist:

• completed higher education in the field of sociology or psychology;
• developed analytical skills and the ability to quickly process sociological data;
• good organizational skills, experience in teaching and planning the educational process;
• the ability to notice details and capture the essence in any business.

Now let's note the key skills that a manager who is engaged in the development of corporate culture in an organization should possess:

• analysis of corporate culture and drawing up a report on the information received;
• organization of the data collection process;
• development of effective solutions to increase employee motivation and their commitment to the ideals of the company;
• organization of various corporate events;
• participation in the selection of employees for positions and assessment of their compliance with the corporate culture;
• creating a comfortable working atmosphere.

Development manager position: requirements for the candidate

To effectively manage a company or its division, a development manager is required to meet the following characteristics:

• A specialist needs to have a high stress resistance threshold, be able to organize various processes and events. In short, he must be a good leader in order to lead colleagues, motivate them to complete work tasks.
• He needs to be well versed in people, to understand their personal and professional motives.
• Be able to explain your point of view in an accessible and understandable way. Be able to speak in public, give presentations. He must be endowed with an outstanding oratorical ability.
• It is good to navigate the workflow, understand the principles of office work.
• The specialist must know the laws in the field of entrepreneurship, management and production.
• Good command of foreign languages, in particular English. This is necessary for working with international organizations.
• The specialist must be an advanced user of the Internet and a personal computer, be well versed in modern IT technologies.

Why you need a development manager job description and how it should look

The job description of a development manager includes a description of the standards for the activity of this specialist. The document sets out in detail his rights and obligations, and also sets forth certain requirements for the work.

It also often becomes an addition to the employment contract, which is concluded by the employer and the manager hired. The job description in this case describes in detail what the new employee will do in his post, clearly defines the scope of his competence. This is especially true when the company does not have standards for setting goals for the development manager. It often happens that a specialist is expected to make progress across the whole company, although he was hired as a development manager for one area. Gradually, more and more tasks are hung on him, which have nothing to do with his duties in the original framework.

Another important nuance in job description for a development manager - this document records the characteristics of the qualifications that are presented to candidates for this post. The fact is that there is no such position in the unified qualification directory of positions, which means that there is no common recommendations... In this case, companies have the right to formulate them themselves. And they need to be prescribed in order to justify the refusal to hire.

When developing job descriptions for a development manager, you can rely on the generally accepted structure of this type of documents. They usually assume 3 main sections.

Enumeration general provisions

In this section, the position is characterized by the following points:

• name;
• the structure of subordination (the person who hires is recorded, and the one on whom the decision to fire an employee depends);
• enumeration of requirements for the candidate (educational level, work experience in a particular field or in a similar position, a set of specific knowledge, skills and abilities);
• determination of subordinates to this position;
• the order of replacement is described;
• the development manager's rights are determined.

The head of the company himself determines what rights he will give the specialist. It is taken into account that this official to effectively perform work tasks requires a certain amount of freedom of action within the framework of their competencies. He can be endowed with such rights as:

• request and study information, including documents from all divisions of the company in order to accomplish the assigned tasks;
• get acquainted with certain decisions of the enterprise management;
• make recommendations for improving business processes in the organization, bring them to the management;
• require the administration to assist in the execution of any job functions;
• to dispose of their subordinates in order to perform certain tasks, to control their implementation;
• negotiate with the company's clients;
• find partners for the organization, draw up conditions for cooperation with them;
• sign contracts, documents related to the implementation of the tasks assigned to the specialist.

Obligations of an official

This clause regulates the relationship between the employer and the specialist after hiring. As a rule, the manager expects the manager to fulfill certain labor obligations. In this section of job descriptions, these functions are prescribed. The list of responsibilities may contain the following items:

• definition of the concept of company development;
• planning of enterprise growth at the level of strategy and in the course of its implementation;
• identification of new areas of development of the company, their presentation to the management;
• development of new territories and sales markets;
• ensuring the required level of interaction between departments and branches of the company to implement plans for its development;
• monitoring the implementation of all points of the enterprise development plan, drawing up reports on this topic.

A responsibility

In any job description, you need to prescribe what responsibility the specialist is assigned. Here you can envisage three types of it at once:

• disciplinary responsibility occurs when an employee does not fulfill or does not fully fulfill his job duties;
• administrative or criminal liability arises when an employee takes the appropriate action;
• material liability occurs when an employee spoils property that belongs to the company.

If the post of a development manager has a narrow specialization, then this must certainly be reflected in the job description in all its three sections. Especially in terms of general provisions, which prescribe the official's labor tasks.

For example, a development manager may be responsible only for the development of new territories and sales markets, or for the development of the organizational structure of the company.

The above job description chart fits very well in describing the job responsibilities of a business development manager. If you are drawing up an instruction for a specialist performing tasks on territorial development, then the following points can be included in the document:

• analysis of sales channels in the specified location;
• planning and organizing work to open new branches of the company;
• selection and appointment of managers for new branches of the enterprise.

Each leader has the right to determine the level of responsibilities and authorities assigned to the development manager. With the help of the job description, the employer negotiates with the specialist how they will work in the future. And as soon as the manager begins his activities, the manager has no right to demand from him to perform tasks outside the documented framework.

Development manager: methods for selecting candidates for the position

When choosing a specialist for the position of development manager for an employer, it is important to identify the potential of each candidate. For this, various special techniques are used to assess all aspects of the applicant's personality.

Here are some of the methods that are commonly used when selecting candidates for this position:

• detailed analysis of the applicant's resume, highlighting the necessary information, preparing questions for an interview;
• collection of data about a person from third-party sources (phone calls to persons from the recommendation list, a survey of former employers);
• conducting professional testing of the candidate;
• use of group selection tools;
• multi-stage interview at various levels.

A superficial interview almost never gives a real and truthful idea of \u200b\u200bthe candidate. The presence of the human factor can significantly distort the selection process for the worse. For example, a job seeker or HR manager may not feel well, which means that not all of the candidate's potential will be shown in the interview. Or both people will dislike each other. Then there is a high probability that a really strong specialist will not be able to pass to the next stage of the interview.

Or the applicant's resume is perfect for all the requirements for the position, and he himself has the maximum charm and does an excellent job at interviews. But in reality it turns out to be unable to show the results that the company expects. Therefore, it is important here to conduct a series of test tasks and assess the applicant through the eyes of different specialists of the company.

Another important aspect of the selection of candidates is psychological. The employer must evaluate not only the professional, but also the personal data of the specialist. After all, it is important how a person possesses leadership qualities - he can take responsibility in an extreme situation and come out of it as a winner, how he interacts with people, how open he is and whether there will be conflicts in the team.

To analyze the identity of a candidate, psychological tests... Usually their reliability fluctuates at the level of 70-80%. When a professional works, this figure rises. The more different tests are applied, the more reliable the psychological portrait of the candidate. As a rule, a set of tasks is used. Each test reveals a separate side of the applicant's personality: the level of intelligence, motivation, personal characteristics.

The testing process helps to obtain information about the candidate, such as:

• how adaptable it is to new conditions;
• how effectively he can act in a team and accept other people's rules of the game;
• how efficient and disciplined he is;
• what is the level of his independence;
• the degree of its openness to new things, etc.

Development manager: how to adapt a new specialist to work in the company

The process of adaptation of a development manager to a working team determines the effectiveness of not only the manager himself, but also all his subordinates.

According to sociological studies, 40% of top managers leave a new job within 8 months after their appointment. This is a fairly high figure. And it is the result of a lack of adaptation of people to the company.

To reduce this value, it is necessary to improve every year a specially designed adaptation system for newly arrived employees.

Usually, a set of measures for the introduction of new members into the team includes two programs: general and specialized. The first introduces the newcomer to the company, its values, mission, structure and peculiarities of production and sales. May include the following items:

Presentation of the company:

• opening remarks by the head;
• main activities and development prospects;
• a story about the history of the company, a description of its mission, cultural traditions and significant dates;
• presentation of the main types and areas of activity;
• description of the company's structure, listing of key executives and top managers;
• familiarization with the standards of work in the company.

Payment wages.

List of benefits:

• the opportunity to be insured;
• what payments are made in case of temporary incapacity for work;
• what the firm offers severance pay;
• what kind of training an employee should and can undergo within the company.

Labor protection section:

• enumeration of methods of personal safety on the territory of the company;
• description of activities to comply fire safety;
• enumeration of rules and methods of action in case of accidents;
• indication of the places of the first emergency aid in the company.

How to interact with trade unions:

• statement of terms and conditions of work;
• description of the processes of appointment, promotion and transfer of employees to positions;
• main points about the powers and responsibilities of personnel;
• a description of the requirements for discipline and penalties in case of its violation.

Organizational matters:

• food;
• relaxation;
• other.

The specialized program is carried out, as a rule, by line managers. It includes all issues related to a specific department or structure in which the new employee will work.

This program can solve the following tasks:

Adaptation to the functionality of the department:

• statement of tasks and goals of the department;
• description of its structure;
• description of the processes of interaction with other departments.

Introduction to the functionality of the department:

• conversation about the daily work of the department and its results;
• clarification of the role of the department for the company, its value for other structures;
• the main organizational issues (the length of the working day, lunch breaks, the time of operatives and reports).

Communicating the rules and standards of work to a new employee:

• department regulatory requirements;
• description of interaction with other services;

Acquaintance with the department, division.

In the process of carrying out specialized adaptation of a new employee, it is important:

• organize conversations with other team members, general dinners, etc.;
• make it clear to the new employee that he can at any time ask his manager for help or advice;
• employ a newly hired specialist in both long-term and short-term projects. This will help him to quickly get in touch with colleagues and in practice learn the rules and requirements of the company for work. It is not recommended to entrust a new employee with full-scale and difficult projects, even if he is eager to fight;
• spend a small corporate event to rally the team of the department.

Expert opinion

After completing the internship, have a conversation with the new manager

Anna Sharygina,

independent consultant, Kharkov

The first two weeks are very important for the adaptation of the employee and the successful completion of the compulsory initial internship (probationary period). That is why it is important to talk to him every day. The same conversations should be carried out with his immediate supervisor. All the questions to ask during these small conversations are listed below. In the course of communication with the trainee, you will be able to honestly assess his capabilities and attitude. And to answer the question whether it is worth spending more time on this specialist.

If the new employee has successfully passed the probationary period, it is imperative to organize a final conversation with him, in which it is said that from now on he bears all the consequences of his work on himself. During the same conversation, it is worth asking the following questions:

• What will this position give you?
• What are you interested in in this position and why in this particular company?
• What will you pay attention to in your work? What is important to you?
• What are your expectations for the company?
• Where do you see yourself in this company in 5-6 years?
• What career opportunities do you see for yourself in this company?

Development manager: improving work efficiency using a CRM system

Let's formulate three keys that help development managers cope with their responsibilities successfully.

• Ability to effectively plan your working day.

This concerns not only the compilation of a to-do list, but also a convenient system in which these lists would work. Agree that writing in notebooks and desktop documents is ineffective. Many managers use modern CRM systems. They allow not only to enter cases into an electronic diary, but also to mark what has been done and what has been postponed. In addition, modern CRM tools automatically remind the specialist of the appointment.

• Make paperwork minimal.

Many managers are afraid of papers like fire. After all, it kills so much work time, while it could be spent on other, more valuable, things.

Paperwork can really be optimized using a CRM system. Its functionality provides for the presence model documentsthat can be filled out quickly and easily using a special electronic form.

• Friendship with your clients.

For many companies, it is considered a standard to timely congratulate a client on his significant date. It's also easy and simple to do with a CRM system. It can be configured so that it automatically sends greetings to the right customers.

Information about experts

Andrey Solodovnikov, Head of Consulting Projects Group, Audit and Consulting Group "Business Systems Development", Moscow. Audit and Consulting Group "Development of Business Systems" (RBS) is a leading company russian market professional services, a leader in financial and management consulting. The company implements complex design solutions in the field of strategic, corporate, financial, investment management, accounting, taxation, commercial law, public administration, value consulting and cadastral valuation. Included in the TOP-10 of the largest international and national audit and consulting groups in Russia.

The position of a development manager of a company is quite universal, but his activity implies many tasks. His work is close to that of a director: he participates in advertising campaigns, carries out activities to reduce costs, presents a new product to the market.

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

What is a development manager for?

The instructions of the company's development manager are very rarely spelled out clearly. Why? It has two causes:

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1. At first, quite often, instead of the position of development manager, the company hires a training specialist, training manager. This specialist is engaged in similar functions - training, as well as the formation of personal productivity of employees.
2. Secondly, in some HR services there are universal specialists who deal with all HR issues at once.

Therefore, not all companies have the position of a development manager, although in one way or another some other specialist is engaged in the function of improving the professionalism of employees.

The corporate development manager has a similar position. However, the functionality is significantly different. This specialist works for the business development and transaction support unit. And the development manager deals with the main strategic tasks of the company. He's busy promoting promotionsmarket research seeks to improve the profitability of the firm's activities.

A qualified employee in this position, who does a good job with his duties, can further achieve a promotion, grow to a commercial or general director. A development manager manages the production process, performs organizational work for the firm, examines the likely paths of the firm's development, the specifics of the market niche in which it can grow. In addition, it monitors the timeliness of the execution of functioning projects.

Job responsibilities of a development manager are as follows:

• find and attract clients;
• conduct negotiations, consultations, conclude contracts with customers;
• control marketing, affiliate advertising and dealers;
• monitor competitors (price structure, assortment, advertising);
• create reports on the results of research;
• open new points of sale, monitor their work.

Other functions of a development manager may include:

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

Expert opinion

In modern business, there is nowhere without development managers

Andrey Solodovnikov,

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

Today, the importance of the influence of strategic decisions on business results is increasing. The volume of work associated with the selection and preparation of solutions, with forecasting the state of markets and environment, with the creation of competitive differentiation. The specifics of strategic and operational activities dictate the need to master new development management technologies, and the requirements for managers and specialists participating in development are growing. The functions of classical marketing no longer fully meet the needs of the business in determining the path of growth. Therefore, today many enterprises have realized the need to introduce the position of a development manager or to allocate a development management unit. The company that created such a department receives the following benefits:

• clarity of goals and ways to achieve them, structuring, systematization of development processes;
• personification of responsibility for development results, consolidation of a single center of responsibility for all structural changes, consistency of development work, including functional services;
• a controlled, sequential process of change that can be controlled (instead of disparate, informal processes - formal procedures);
• formation of professional human resources, maximally interested in development, the possibility of effective motivation of development service personnel, taking into account benchmarks;
• more balanced management decisions due to the emergence of a system of balances (internal competition between the operational and strategic blocks).
• improving the efficiency of resource use, reducing the cost of changes.
• improving information and analytical support for management decisions.

Summarizing, we can say that strategic management reduces business risks and improves the prospects for key business indicators (level of competitiveness, shareholder value, crisis stability).

Development Manager: areas of activity and functions

Retail Development Manager

The instruction of the retail chain development manager includes the functions of managing points of sale, starting with the opening and selection of a manager for each of the retail outlets to resolving issues with rent. Retail network development manager organizes and conducts advertising campaigns, gets busy marketing activities, analyzes the competitive environment, works with the team, helps to resolve conflicts, considers opportunities that come from product sellers.

In addition, the retail network development manager optimizes the work of points of sale in order to increase profits, makes a proposal to introduce an optimal system of salaries and incentives for employees. He can ask to raise wages for him and his subordinates, brings up all sorts of ideas and offers them to his superiors, demands that he be provided with the necessary documents. A retail network development manager is responsible for tasks not completed on time or poorly done work of subordinates, violation of the law, cases of damage to the company.

A development manager personnel (social development)

He is busy planning and coordinating activities that are aimed at training people working in the firm. For this, the social development manager develops new programs or improves existing ones, takes part in collective business negotiations, and brings up issues related to training for discussion.

The tasks of an employee development manager are to participate in testing and assessing the level of professionalism of the company's employees, to lead coaches, and to set goals. The social development manager assesses the productivity of training, sums up the final results on the qualification training of employees. The specialist also draws up the schedule according to which the training takes place.

The social development manager is empowered to study projects of executives who are directly linked to him. The specialist has the right to demand documents and other information data for the sake of more productive activities, to propose adjustments to improve working conditions.

Organizational Development Manager company

Such an employee must have a specialized higher education, marketing skills, and an understanding of psychology. The organizational development manager should have developed skills in planning, market analysis, project management of any level, attracting customers and partners, forecasting the level of sales and drafting contracts. In addition, an organizational development manager needs to have basic knowledge of the basics of legislation, economic literacy, and the ability to competently prepare documents.

The development manager's job description, in addition to the above, implies the skill of conducting training trainings for the company's employees. The specialist prepares reports on the activities carried out and sends it to the authorities for consideration. Another commitment is to maintain a knowledge base of the firm's employees to consider career opportunities for the best employees. Organizational development manager can receive informational data, access to the necessary documents.

Within the limits of the powers given to him, the organizational development manager can sign various job papers. In addition, he must know the instructions, where his obligations and powers are spelled out. The organizational development manager is responsible if any violations occur or the enterprise is actually harmed.

• Company development strategy: development instructions

Territory Development Manager (regional development)

This specialist analyzes the activities of distributors, representative offices, identifies opportunities for raising the level of productivity of their work:

• monitors compliance with performance standards by employees of the representative office;
• monitors the fulfillment of the goals that were set for the representative office;
• takes part in the process of forming plans for strategy and tactics of market development;
• is engaged in ensuring the fulfillment of the tactical goals that were set by the company;
• is responsible for the implementation of sales plans;
• conducts an audit of points of sale;
• analyzes the repayment of receivables of the representative office;
• develops and implements measures to identify and reduce accounts receivable;
• organizes the reporting system of the regional office;
• monitors the timeliness of the provision of accounting documents;
• monitors internal reporting in the field;
• conducts training for employees of a local representative office, as well as implements or controls the implementation of some general standards;
• conducts training for wholesale managers and local sales supervisors in general standards;
• trains the sales team of a regional outlet in direct work with a client and examines specific situations;
• conducts analysis and development of sales channels (including sales in not yet developed places and connection of potential customers to a branch or a representative office);
• establishes mutually beneficial relationships with existing and newly emerged clients;
• works with distributors and major customers;
• 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 particular region;
• participates in the formation of orders for distributors;
• participates in the preparation and implementation of programs aimed at promoting products in a particular region.

Market Development Manager

The market development manager is often confused with the sales person because he also works with salespeople. The main task of the market development manager is to increase the level of sales, to receive more income, while maintaining a high level of customer satisfaction. The job description of a sales development manager includes planning the necessary outcomes and actions to be taken. Planning can be carried out for departments, specific employees, or the entire company.

Market Development Manager Job Responsibilities

1. The market development manager identifies the company's future customers in order to generate interest in the company's products and services. Shows the potential of a product or service to existing and future customers.
2. Engaged in marketing strategy development and sales together with other managers. In addition, the market development manager conducts strategic implementation through customer visits, presentations, technical support sessions and consumer problem solving, advertising campaigns.
3. The Market Development Manager provides guidance to other product managers and line managers on market entry and retention issues, and provides forecasts of supply and demand dynamics.
4. Coordinates and monitors product development in projects and technology departments of the company:

• makes final decisions on the need for research on certain design ideas;
• the market development manager is busy with budgeting, analysis and forecasts of return on investment in R&D;
• takes part in the development of R&D work schedules and the preparation of the production process;
• the manager is responsible for pricing the product;
• takes part in the development and implementation of the marketing plan for the product and its distribution channels;
• conducts testing of prototypes in market conditions.

1. Market development manager contacts management corporate clients, monitors the quality of customer service.
2. Deals with the industry information base of projects and technologies.

Company Development Manager

The employee must know the marketing system and the basics of psychology. It is also important for him to have the skills of planning, market analysis, project management, attracting clients and partners to the company, forecasting the level of sales and conducting documentary work. In addition, a business development manager needs knowledge of legal regulations and the economic framework.

The job description of a company development manager also assumes the skill of conducting training trainings for employees. He prepares reports on his own activities and sends it to the management. He also maintains a team base to consider career prospects for employees.

The development manager of the company receives the information component and access to the necessary documents. His authority is to endorse documents. An enterprise development manager is responsible in the event that violations occur during the period of its operation and the company is harmed.

Corporate Development Manager

Specialists whose job responsibilities include the formation and development of corporate culture are subject to general demands:

• higher sociological or psychological education;
• ability to work both in a team and independently;
• availability of analytical skills and skills in working with sociological information;
• developed organizational skills;
• teaching skills, conducting seminars;
• attention to detail and the ability to highlight the essence.

Key skills, necessary for effective execution obligations of a corporate culture manager can be distinguished:

• diagnostics of corporate culture;
• the process of collecting and organizing data;
• analytical actions;
• development of recommendations for the development of corporate culture, increasing personnel loyalty and improving the motivation system;
• the skill of preparing and conducting events on work issues;
• selection of future employees taking into account corporate culture;
• creating a healthy atmosphere among colleagues.

Development Manager Job Description

A useful function of the instruction for the position of development manager is fixing requirements for candidate qualifications... The position of a development manager is not in the qualifications directory, as well as clearly defined requirements, that is, the employer himself thinks what requirements his employees will meet. So that there are no discrepancies about the justification for refusing to hire, it makes sense to register them.

An employee developing a development manager's instruction should apply a uniform document structure from 4 main sections.

1. General Provisions.

The first section records the following information:

• job title (development manager);
• chain of command (and an indication of who is responsible for hiring and firing);
• qualification requirements for education, experience, possibly, indicate the skills that the management wants to see in the applicant for the position of development manager;
• the presence of subordination;
• replacement rules.

1. The rights.

What kind of powers to give the development manager is decided in a particular company.

For effective problem solving, a development manager must have the freedom to make decisions within his competence. Thus, he can be granted, for example, the following rights:

• request information data and documents that will be useful for solving the assigned tasks from all divisions of the company;
• get acquainted with the decisions of the leading persons;
• communicate their assumptions to management on opportunities for improving the business process;
• demand from a managerial person assistance in compliance with duties;
• issue administrative comments to subordinates, take control of their implementation;
• take part in business conversations with consumers;
• involve partners in cooperation with production;
• sign (endorse) the documentation in their competence.

1. Job responsibilities.

This part of the job description sets out the obligations that the development manager will fulfill, namely:

• carry out the development of a general concept for the development of the company;
• develop a development strategy for the company, and on its basis create a single development plan;
• develop programs for restructuring the company, track their implementation;
• offer management structures and individuals options for mastering those areas that are not yet involved;
• search for uncovered markets and ways to develop them;
• create a tandem of departments of the company to implement the planned growth program;
• analyze the results of the program implementation;
• prepare performance reporting documents.

1. A responsibility.

The enterprise development manager is held liable if, after the decisions made by him, the company is harmed. Responsibility can be of the following types:

• disciplinary;
• administrative or criminal;
• material.

Sometimes the position of a development manager implies a certain specialization, for example, a business development manager, a territorial development manager, etc. The job description of such an employee necessarily reflects the peculiarities inherent in this particular area. For example, in job responsibilities of the area development manager the following areas of activity can be included:

• analytical work and development of sales channels in the specified territorial zone;
• development and implementation of activities for the functioning of new branches or divisions;
• selection of candidates for the positions of heads of the newly opened divisions.

In each of the above options, the development manager is tasked with developing and implementing the set of measures that will be aimed at the growth and development of the enterprise.

Requirements that a development manager must meet

This specialist should be both an analyst and a strategist, and a marketer, and an economist, and a competent leader. Customer communication skills and sales experience will be critical for the development manager.

Personal qualities

A business development manager is actually a leader. For this reason, leadership and organizational qualities must be inherent in him. He must have strategic and analytical thinking, must have the ability to lead subordinates and take responsibility.

Determination, resistance to stress, the ability to establish contact with people, communication skills, knowledge of psychology are also important qualities of his character. As a rule, knowledge will not be superfluous foreign languages for business negotiations or correspondence with foreign partners.

Professional skills

A mandatory requirement for a development manager is a higher education, preference is given to such areas as economics, public relations, marketing.

Also a good factor for a manager is basic knowledge in the field of psychology, the knowledge base of such a specialist usually includes mastery of basic computer programs (Word, Excel), literate Russian, sales and document management skills (the ability to draw up and execute documents).

In addition, the development manager often has to get out of not the most standard situations, so he needs creative thinking and diplomacy.

Salary of an employee as a development manager

The salary of such an employee is highly dependent on experience and development of professional skills.

• Average wages

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

• Starting salary

The starting salary for a candidate with no 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.

• Work experience over 1 year

With experience, a manager is paid an 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.

• Work experience over 3 years

Top-class specialists who have worked in their specialty for at least 3 years, with experience in managerial work 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

When starting to organize the search and selection of candidates, it is necessary to decide what kind of work can be delegated, for example, to recruiting agencies, and which is better to do on your own. The search for development managers can be carried out using both internal and external resources of the company. Both the one and the other method have their own advantages and disadvantages. The firm often underestimates the opportunities that may arise as a result of searching for candidates among those who are already working at the enterprise.

Internal selection

Internal selection includes several advantages:

• it is significantly cheaper: it does not require costs or requires a minimum of funds for processes such as adaptation and training;
• with internal selection, work is carried out with people who are well acquainted with the company, which allows them to easily go through the adaptation period in an unusual position for them;
• internal selection motivates for better returns in the work process.

When selecting within the company, use the following approaches:

• the best candidates are identified among the employees of the firm, based on formal characteristics (level and type of education, work experience, professionalism, age, etc.)
• organization of competitive events for filling vacancies.
• formed personnel reserve.

External selection

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

• Where is it possible to find candidates who are suitable for the position?
• How is contact with these candidates established?
• How to make it interesting for them 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 advertisements for vacancies in newspapers, magazines, on radio and cable television. It is recommended to visit industry or thematic exhibitions, job fairs. In addition to all of the above, sources work force are also:

• recruiting agencies;
• employment services, labor exchanges;
• personal acquaintances;
• poaching the best specialists from other companies - this is what "headhunters" (headhunters) do.

Candidate selection technology

Regardless of whether we are talking about our own or about an external selection method, in order to understand the degree of candidates' compliance with the requirements that exist for a given vacancy, we use a set of various methods that are aimed at a multilateral assessment of candidates. Complex selection methodsthat can be used:

• preparatory selection (data about the person contained in the resume and in the results of the initial interview are analyzed);
• collection of information data (from other people);
• all kinds of questionnaires and testing (including testing of professional abilities);
• group selection methods;
• expert assessments;
• solution of problems;
• re-interview / interview.

A quick conversation with a candidate for a managerial position will not give any complete and reliable impression of him. This is just a preliminary idea, and it will not necessarily correspond to reality.

There is also such a moment: that the HR manager, that the candidate at the interview may have a headache, he may also be harassed by some problems or some banal bad mood. Or even simpler - you may simply dislike each other. And when there are no clear selection criteria, a strong candidate can easily miss the next round of interviews.

The opposite situation is also possible. A candidate may seem like a good interlocutor, and his questionnaire will satisfy all the requirements, but who can give a guarantee - whether a person will work successfully, whether he will achieve a result, how quickly he will learn and how he reacts in difficult situations. In general, for every employer a new candidate is always a "pig in a poke".

• Step by step instructions on how to conduct interviews

Psychological test for candidates

In addition to the track record, references and success in the profession, which characterize the candidate for the position of development manager as a specialist, the employer must find out what kind of person is in front of him - a future member of the team. How will this person act in a difficult situation? Will he be able to take responsibility for himself when it will be necessary to make an independent decision? Will this one cause conflicts between colleagues?

Psychology tests are used to answer these questions. The testing 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 an almost reliable source of data, and the more tests, the more reliable the information received. To conduct testing, as a rule, a set of tests is selected that cover intelligence, personality 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 to new conditions;
• how will he accept the rules that are imposed from the outside;
• the speed with which it acts;
• the frequency with which a person will seek help;
• is the person open to opportunities to learn something unexplored;
• does it quickly penetrate and adapt, etc.

Appraisal system for candidates for the position of development manager

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

1. It encourages those who make the selection, so that they justify their choice, focusing on an agreed system of criteria.
2. It is based on objective information and gives objective assessments to candidates.
3. It helps employees of the organization participating in the selection system to more easily reach mutual understanding when evaluating candidates.

After the assessment of all candidates has been made, you can proceed to the second stage provided by the system of objective assessments - the compilation of an analytical table. It is formed in such a way that it contains a list of key requirements, when against the name of each candidate it would be possible to put an assessment on the corresponding basis.

Participants can be divided into three subgroups:

A - certainly suitable to be included in the personnel reserve and transferred to a higher-level position;

B - conditionally suitable for inclusion in the personnel reserve and for occupying a position of a higher level, but requiring additional training;

C - not suitable for inclusion in the personnel reserve and for occupying a position of a higher level.

Stages of candidate selection

After the personal data provided by the candidates have been studied, and a decision has been made to invite for an interview, a very important stage begins for HR services - candidates are selected. There are a number of successive steps here. At each, a part of the applicants is screened out due to the fact that there is a discrepancy different requirements... Passing these steps will help ensure the minimum number of miscalculations when choosing.

Step 1. Personal 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 who meet the qualification requirements. At the interview, you will have to pay attention to how the candidate looks (style of clothing, posture), what is his culture of behavior (gestures, facial expressions, manners), what speech culture (is he able to formulate a thought), is this person able to hear the interlocutor, and is also assessed overall strategy behavior during the interview (how active and interested the candidate for the position is; depends on the interlocutor or independence and dominance prevails).

Stage 4... Test.

The behavioral sciences have developed many types of different tests that help predict how effectively a manager will be able to perform a specific job. One type of screening test measures the ability to perform tasks related to the intended job. Examples include typing or shorthand, demonstrating the ability to work on a machine, demonstrating speech ability through oral communication or written work. Another type of test evaluates psychological characteristics such as intellectual level, interest, energy, sincerity, self-confidence, emotional stability and attention to detail. For such tests to be useful in selecting candidates, a significant correlation is required between high test scores and actual performance. Management should evaluate their trials and determine whether those who do well on the trials actually perform better as managers than those who perform less.

Stage 5... The procedure for certification of professional suitability.

It is necessary to certify professional suitability during the selection of candidates, in addition, the procedure can be carried out from time to time as part of regular certification and for selection to the personnel reserve.

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

Step 7. Analysis of the test results and a conclusion on professional suitability.

At this stage, the selection committee analyzes the results of the previous stages and prepares an opinion on the candidate's aptitude.

Step 8. Hiring decision.

Finally, the most suitable candidate for the position is selected, the final decision on his hiring is made, and the necessary documents are drawn up (contract, order, etc.).

• Important nuances that will save time when selecting personnel

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

If you properly organize the adaptation period for the newly arrived development manager, then the effectiveness of the whole team will increase, and positive results will be achieved faster. And if the adaptation is poorly organized, the performance will certainly be lower by an order of magnitude.

The Center for Creative Leadership conducted research, and according to its results, 40% of top managers leave their jobs in the first 8 months of their career. Organizing adaptation badly is practically guaranteeing failure.

Development of an adaptation program

To carry out competent adaptation of employees, the HR manager must use a specially developed program.

The system of adaptation measures includes general and specialized adaptation.

General program presents the entire company, touching upon the following points.

1. The most complete understanding of the company:

• greeting speech;
• directions of development, goals, problem points;
• traditions, standards;
• products and consumers;
• activities;
• structural form, relationships between departments;
• an introduction to senior management;
• internal relationships.

1. Salary.
2. Fringe benefits:

• insurance;
• payments for temporary disability;
• severance pay;
• benefits due to illness of the employee, family members, benefits for mothers;
• pension;
• training in the course of work.

1. Occupational health and safety:

• precautions;
• fire safety;
• rules of action during accidents;
• places where first aid is provided.

1. Workers' relationship with the union:

• terms and conditions of employment;
• destination, movement,
• promotion; the powers, obligations of the employee;
• trade union regulations;
• discipline and penalties.

1. Household component:

• nutritional issues;
• organization of recreation;
• other.

For the implementation of this adaptation program, another, more specialized program... It includes moments that are associated with a specific department or workplace. As a rule, this program is led by line managers or mentors.

This program includes the following questions.

1. Department functions:

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

1. Powers, obligations and responsibilities:

• a description of the current work and the required results;
• an explanation of why this particular work is needed, how it relates to other activities in the department and in the firm as a whole;
• the length of the working day and the schedule of the development manager;
• quality criteria for the work performed.

1. Rules, regulations:

• norms that are characteristic of a given type of activity or department;
• safety regulations;
• relations with employees of other departments;
• catering, smoking in the workplace;
• personal telephone conversations during working hours.

1. Unit inspection:

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

5. Organization of acquaintance of the development manager with other employees of the department.

When working with a newly arrived employee the leader should focus on the following points:

1. It is necessary to remember about communication with the new development manager. Find out how things are going, invite a specialist for lunch or just have a coffee.
2. Remember that in every situation, any employee can, if necessary, come to you with their difficulties for advice or recommendation and get your help.
3. A beginner should be involved in both long-term projects and short-term ones. It often happens that a new employee has an ardent zeal to contribute to the overall work. However, you shouldn't assign large projects to a newly arrived development manager. Exceptions can be those situations when the activity of a specialist is really capable of making a tangible positive contribution to the firm.
4. In addition to business planning meetings, at certain times, you can ask your line manager to write a summary report on the work that the new development manager has done.
5. It is necessary to allocate part of the budget to spend corporate evening or a regular coffee break. Communication in an informal setting will unite the team and raise the team spirit.

Expert opinion

Ask the newbie more questions to see if he is right for you.

Anna Sharygina,

independent consultant, Kharkiv

In the first two weeks of work, you need to talk daily not only with the young manager, but also with his mentor; from the third week until the end of the internship (probationary period), such interviews should be conducted weekly. The questions to ask the trainee and his mentor are listed below. After analyzing the answers received, you will evaluate the employee's attitude to further work, his understanding of the essence of his activities, and you will be able to stop spending time and intellectual resources on a person in time if he has not shown himself properly.

At the end of the probationary period, you need to talk separately with the trainee in order to convince him: with the beginning independent work he is fully responsible for his actions. In this meeting, the following questions should be asked:

• Why would you work in this position?
• Are you interested in and why you want to work in this position in our company?
• What is important to you in your work?
• What do you expect from the company?
• What are you willing to do for the enterprise yourself?
• What would you like to achieve in five to seven years?
• Do you see growth prospects for yourself in the firm?

Surely you will find out some of these aspects earlier in the interview. However, the answers that a candidate without experience will give you to them, more likely, will resemble romantic fantasies. And months of training, internship and work will give the employee that he will be able to actually feel his desires, interests in professional field, and give a much clearer and more realistic answer.

How to improve the effectiveness of a development manager

Development manager training can be carried out:

• through advanced training on the topic "Systems corporate training»;
• at seminars and trainings on technological learning processes in the company;
• through self-education - to study literature and periodicals in this direction;
• passing qualification exams for development managers, trainers, etc.

General motivation methods applicable to development managers:

• moving from one direction of HR work to another;
• deepening of specialization;
• raising the level of professionalism (if they are present in the company);
• moving to another unit;
• the authority to deliver lectures on behalf of the company at seminars, on social networks, etc.
• individual scheme of material motivation (extended social package, bonuses, bonuses, etc.).

Experienced businessmen know that you should never stop at the spot and be content with what you have. Business is a constant race forward, because as soon as you stop, competitors will immediately pass you. But not every entrepreneur understands how and where to go, what to pay attention to, what prospects the business has, what to invest in free funds. 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, market capture and other important tasks. Consider what is the responsibility 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 linking them to reality. As a result, many economists and businessmen build their business based on intuition, and not on professional knowledge and market laws.

Development manager always works in a team

In Russian universities, there is also no specialty of a business development specialist. These people learn on their own, gaining experience in the process, learning foreign literature, attending courses, etc. Such specialists are in great 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 DSS is only needed large factories, enterprises or factories, but in fact this is not the case. A competent specialist will help both an ordinary entrepreneur who runs a clothing store, and an LLC engaged in small-scale production, and a workshop that manufactures various products. He must have knowledge in many areas, understand economics, marketing, management, management, etc. He must understand how promising this or that direction is, be able to make plans and implement them, be able to increase sales and assign tasks.

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

Advantages and disadvantages of the profession

Before consideringlet's take a look at the advantages and disadvantages 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 a job in the coming decades.
2. The salaries of MRBs are higher than those of other managers. Often it is equal to the salary of the executive director or department head.
3. The profession opens up wide opportunities: you acquire new acquaintances, study the markets, understand how this or that business works.

But the profession also has disadvantages. These include a huge level of responsibility (in fact, the future fate of the company depends only on you): a mistake made can ruin your reputation. Also to negative sides includes irregular operating time and start complexity. To be hired, 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. He can be involved in increasing sales, building a retail network, developing a company or training staff.

Increased sales

The main goal of any commercial structure is to make a profit. This can usually be achieved by increasing sales. When ordinary salespeople and managers cannot cope with the work, management decides to hire a specialist who will work out a plan and implement a project to increase the number of transactions and products sold. Often top salespeople come to this position, who understand the psychology of people, know how to close deals and sell anything.

The manager is not involved in any projects, he organizes and controls them

The task of a sales manager is not only to increase sales, but also to draw up an accurate forecast of sales so that the company can organize, establish logistics and interaction with contractors. 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 in detail current activities, draw up a plan for individual salespeople and the entire department, taking into account their qualifications and personal data. Also, MPP is engaged in training employees, organizing high-quality service for buyers or contractors, negotiating and signing contracts, monitoring logistics and delivery services.

Network development

The second area that a business development manager deals with is the construction of retail chains for companies. He maintains and develops the network, appoints managers to outlets, controls their work, and selects locations for opening new establishments. Accordingly, for this, he conducts market analysis, studies demand and consumer sentiment, launches advertising campaigns, conducts a detailed analysis of competitors' activities, trains store staff, and also improves their work.

Basically, the manager doing this job is the executive director. He can change the location of outlets, conclude lease agreements, appoint and change heads of outlets, 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 point, so he works directly with each of them.

Development of the company

The 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 depends, its profit, the vector of movement and market coverage. Such an employee deals with everything at once, that is, he is in the position of the general director, although he is not. He looks for new clients and signs papers, he negotiates and organizes manufacturing process, he deals with short-term and long-term planning, sales and team training.

As part of the job description for a business development manager includes 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, 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.

A manager must be a good manager

Regional development

A territory development specialist promotes the company in the selected region. He works with various distributors and suppliers to increase sales, business development and market capture. The manager works closely with marketers and salespeople, partly with lawyers and HR managers. His responsibilities include:

1. Verification of compliance with the standards and quality of work of the company's departments.
2. Control over the implementation of tasks and goals for the branches.
3. Study and implementation of the company's development plan and entering new markets.
4. Increasing sales and working with competitors.
5. Control over accounts receivable and work with counterparties.
6. Creation of reports and infographics, control over the indicators of offices and retail outlets.
7. Carrying out activities aimed at training employees of various levels (usually salespeople 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 have briefly described the main tasks that development specialists are engaged in. In fact, this is only a fraction, since there are other directions that they manage. Let's consider 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 of how the business works, how processes are built and how they are carried out. Thirdly, he must have the following data:

1. Resistance to stress and the 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. 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 workflow and office work.
7. Knowledge of foreign languages \u200b\u200bfor working with foreign partners.
8. Ability to work with computers and the Internet, understanding of office programs and the ability to write reports.

A manager always has a career opportunity

The item on education should be considered separately. In Russia, as we already wrote above, they do not train development specialists, therefore they study for this position independently. It often happens that former private entrepreneurs come to the profession, who decided to go forward, but themselves could not find the resources for development. Often come to the profession cEOs companies, top-sellers, executive directors and other senior employees. It is not necessary for a person to have a higher education in economics, but it is highly desirable. In fact, marketers, psychologists and even people with technical education often come to the position, since 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 a lot and be well versed in the work of your company. Usually, this job is hired by employees with work experience of at least 3-5 years. During this time, you must study the principles of the company, highlight its strengths and weaknesses, get to know the market, understand the logic of competitors, etc. After that you will need to write short outline to remedy the situation and provide a timetable for increasing sales. If the management likes your ideas, then you can apply for this position.

What is the salary level for such employees? Everything here is purely individual. Much depends on the region of operation, 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 the responsibility on the specialists is considerable. At the same time, managers are often recruited at a rate + bonuses or interest. If he manages to successfully raise the company and increase sales, then he receives bonuses, which often amount to 50-100% of salary.

Does this profession have prospects? 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 population's solvency is falling, sales are decreasing, the level of competition in the market is growing. In this situation, the survivors are those who will work as efficiently as possible, cutting costs, making unconventional decisions, building networks and raising the level of qualifications of employees. There are very few such specialists and the demand for them is very high. Basically, they move to large metropolitan areas, but the companies operate throughout the country, so they are critically lacking in the regions.

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