Main sections of the manager's job description
Posted: Sun Jan 19, 2025 4:46 am
General Provisions:
Required work experience and employee qualifications.
Information about the curator (he is also the one who will perform his duties in the event of going on vacation or sick leave).
Main functions and objectives. This section contains a list of what the employee must perform without fail.
Responsibilities. These are things that need to be done.
Responsibility. This section contains a list of offenses for which you can be punished.
It is noteworthy that the algorithm advertising data package for drawing up a local regulatory act is not regulated by law. Accordingly, the company independently decides how to create and edit it. The job description can be a separate document or an appendix to the employment contract. This position of the Russian Federal Service for Labor and Employment is indicated in Letter No. PG/13204-6-1 dated May 27, 2022.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
The following job descriptions are fundamental in work practice:
Personal ID. It indicates the last name, first name and patronymic of a specific employee, since it is created specifically for him.
General DI. This instruction is followed by all holders of the position, and not by someone specific. This type of DI is applicable to sales managers, because the set of functions of this specialist is not personalized. In short, all holders of this position are engaged in the same thing - selling goods. It is for this reason that creating personal instructions for each does not make sense.
The basic rules for the execution of the DI must be fixed in the LNA of the company by the director. On the first page of the instruction, you can indicate the name of the company, the full name and position of the director who approved it, the details of the approving document and (if available) the registration number.
Who will be responsible for drafting the job description in the company is decided directly by its manager. The development of the job description should be done collectively, since when assigning this task to one employee, the result may not be what is convenient for everyone.
For example, the secretary can simply download it from the Internet, and only the basics of the Labor Code of the Russian Federation will be written in it. If HR specialists or lawyers undertake to create the DI, the document will consist of quotes from this code and indications of the essence of the company's work, but what concerns the specialist will not be presented in full. His duties, rights, etc. should be written by the head of the sales department (HSD) - an expert in this field.
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General Provisions
This section of the job description looks like this:
MAP (Active Sales Manager) is a specialist.
The ROP may relieve the MAP of its powers or appoint someone to this position.
The Active Sales Manager reports to the Head of the Sales Department.
A person with secondary or higher professional education in the field of management can be hired for the position of MAP.
The acting sales manager for the duration of his vacation, business trip or sick leave may be someone who has been accepted by the sales department management in accordance with the established procedure.
The list of MAP knowledge should include the following:
basics of psychology of working with clients and sales;
standards for drafting commercial proposals to attract consumers;
key sales stages and other fundamentally important functions;
how to present a product/service in the most favorable light;
general principles and standards of service.
In his work, the sales manager adheres to: Internal Labor Regulations (ILR), job descriptions, other regulations, as well as orders from senior management.
Required work experience and employee qualifications.
Information about the curator (he is also the one who will perform his duties in the event of going on vacation or sick leave).
Main functions and objectives. This section contains a list of what the employee must perform without fail.
Responsibilities. These are things that need to be done.
Responsibility. This section contains a list of offenses for which you can be punished.
It is noteworthy that the algorithm advertising data package for drawing up a local regulatory act is not regulated by law. Accordingly, the company independently decides how to create and edit it. The job description can be a separate document or an appendix to the employment contract. This position of the Russian Federal Service for Labor and Employment is indicated in Letter No. PG/13204-6-1 dated May 27, 2022.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
The following job descriptions are fundamental in work practice:
Personal ID. It indicates the last name, first name and patronymic of a specific employee, since it is created specifically for him.
General DI. This instruction is followed by all holders of the position, and not by someone specific. This type of DI is applicable to sales managers, because the set of functions of this specialist is not personalized. In short, all holders of this position are engaged in the same thing - selling goods. It is for this reason that creating personal instructions for each does not make sense.
The basic rules for the execution of the DI must be fixed in the LNA of the company by the director. On the first page of the instruction, you can indicate the name of the company, the full name and position of the director who approved it, the details of the approving document and (if available) the registration number.
Who will be responsible for drafting the job description in the company is decided directly by its manager. The development of the job description should be done collectively, since when assigning this task to one employee, the result may not be what is convenient for everyone.
For example, the secretary can simply download it from the Internet, and only the basics of the Labor Code of the Russian Federation will be written in it. If HR specialists or lawyers undertake to create the DI, the document will consist of quotes from this code and indications of the essence of the company's work, but what concerns the specialist will not be presented in full. His duties, rights, etc. should be written by the head of the sales department (HSD) - an expert in this field.
Recommended articles on this topic:
Marketer's KPI - Key Indicators and Accurate Calculation
32 methods of finding and attracting clients
Example of a cooperation proposal: just follow the instructions
General Provisions
This section of the job description looks like this:
MAP (Active Sales Manager) is a specialist.
The ROP may relieve the MAP of its powers or appoint someone to this position.
The Active Sales Manager reports to the Head of the Sales Department.
A person with secondary or higher professional education in the field of management can be hired for the position of MAP.
The acting sales manager for the duration of his vacation, business trip or sick leave may be someone who has been accepted by the sales department management in accordance with the established procedure.
The list of MAP knowledge should include the following:
basics of psychology of working with clients and sales;
standards for drafting commercial proposals to attract consumers;
key sales stages and other fundamentally important functions;
how to present a product/service in the most favorable light;
general principles and standards of service.
In his work, the sales manager adheres to: Internal Labor Regulations (ILR), job descriptions, other regulations, as well as orders from senior management.