Which is better a manager or a specialist. What is the difference between a specialist and a manager. What is the substitution of concepts used for?

it is customary to indicate the position for which the applicant applies. The desired position is one of the most important points of the resume, which the employer pays attention to first of all, therefore, the wording of this column should be approached very responsibly. It is necessary to correctly indicate your status. This often causes difficulties for applicants, and very often there is a confusion of concepts, since many candidates for summary call themselves managers, in fact they are not.

Who can call himself a manager?

In countries with a highly developed market economy, managers are called professional managers with special education, often obtained in addition to the main one: engineering, legal, economic, etc. structural units(middle level) or ensure the implementation of certain activities in the field of business (grassroots level).

Many resume candidates call themselves managers, in fact they are not.

Managers of the highest and middle level can be considered directors of enterprises, institutions and organizations and other line managers: heads of shops and other structural divisions, as well as functional departments.

As for the managers of the lower level, in the conditions of the development of commercial structures, small and medium-sized businesses, the need arose to determine their place and functional role as organizers of this activity, ensuring its compliance with the conditions external environment: economic, legal, technological and other requirements.

Thus, the difference between management levels lies in the scale, limits of authority, responsibility, and the degree of detail in the functions they perform.

Managers of the corresponding profile carry out the following functions: marketing, personnel management, logistics, advertising and information services, etc.

What is the difference?

In Western companies, a manager can only be called the one who really implements management functions, and the position of a sales specialist is often called a representative - that is, a representative, despite the fact that such an employee can lead quite a lot of clients, unlike his Russian colleagues. It often happens that when moving from a Russian company to a Western one, people are somewhat disappointed with the new interpretation of their position. Some people manage, however, to agree that the "manager" was designated on the business card, but in the work book and in the staffing table, their position sounds like a "representative".

Managers, unlike specialists, lead a group of employees and, based on the results of their work, provide reports to the top management of the company.

Likewise, one should distinguish between HR managers and specialists. personnel service... In the traditional sense, the personnel service is exclusively engaged in technical operations: maintaining documentation in accordance with Labor Code RF, taking into account working hours and personnel movements. But since HR are not involved in the adoption management decisions, they cannot influence the tactics and strategy of working with people. Therefore, in the conditions market economy where personnel becomes a powerful factor capable of accelerating or slowing down the development of the firm, this approach is completely untenable. In this situation, more and more attention is paid to the assessment, motivation and training of personnel. The internal specialization of the personnel service is expanding, requiring the assignment of certain functions to full-time employees. And the main tasks are the motivation of qualified specialists, the development corporate culture, as well as the formation of ways to select a competent team. And it is this type of personnel service that is currently the most promising. In organizations where the founders understand the importance and responsibility of a good HR department, its status is quite high, since its activities directly affect the efficiency of the enterprise and its further prospects... In many organizations, the head of such a human resources service will usually belong to the senior management team. And this is the HR manager.

Or take, for example, such a popular position as account manager, which is one of the ten most in-demand positions. What is the difference between a manager and a customer service specialist? Job responsibilities seem to be the same: sales development, effective interaction with customers and other departments of the company, participation in marketing and advertising campaigns. The difference is that managers, unlike specialists, necessarily lead a group of employees and, based on the results of their work, provide reports to the top management of the company.

What is the substitution of concepts used for?

The confusion of concepts such as "manager" and "specialist" occurred in the early 1990s, when the first joint ventures and private firms.

Unlike Western companies, in Russian organizations there is its own grading system and its own version of the staffing table.

“In our country, the confusion of concepts such as 'manager' and 'specialist' took place in the early 1990s, when the first joint ventures and private firms began to appear. - says the managing partner of the company MarksMan Inna Sumatohina... - The most common managerial position at that time, as well as now, was the position of a sales manager. However, when analyzed, a manager is a line or functional leader. Therefore, many employees holding this position in Russian organizations are specialists who manage the organization of only their own work process. In my opinion, such a substitution of concepts is used, first of all, to give a certain status and significance to a position in small Russian companies who find it difficult to compete with Western companies. "

The HR director of the HR holding fully agrees with this statement. ANKOR Evgeniya Tolkacheva: “The title of the position does not always reflect the essence of the work. Often employers deliberately make the names more sonorous - for representational purposes. It seems that it is more pleasant for the client to talk with the director than with the head of the department. " Comes to curiosities. “I personally know one firm in whose“ department ”there are two people - the director and his deputy, - says Inna Sumatohina. - There is also a bank where 39 out of 40 employees present in one room have the status of vice president, at least so it is written on the business cards. "

You should not try to improve your professional status by using "fancy" or borrowed words.

In the practice of Evgenia Tolkacheva, there was a funny case. The project management assistant was promoted. She was offered the position of "project management specialist", but she insisted on the position of "project manager". The employee was explained that this is wrong, since she does not manage people and is not responsible for the budget and deadlines, but implements technical support for project managers. Then the employee asked to write down the "junior project manager" in the work book. For the girl, this question turned out to be fundamental!

Reader "Encyclopedias of Career" Tatiana Zhuravleva on the contrary, she believes that the position of “manager” has discredited herself at present, therefore it is more prestigious to be called a specialist, and as an example she talks about the situation she witnessed: “The head of the company, wishing to mark a successful employee, suggested calling him a manager although large, but staffing table was cut very easily and often), and the employee was offended and by hook or by crook tried to get work book the entry "specialist".

Incorrectly specifying the position for which you are applying can lead to a loss of time spent on "unnecessary" interviews. Therefore, before starting to create a resume, you should carefully study the vacancies for which you want to apply, and only after that start writing a CV. You should not try to improve your professional status by using "fancy" or borrowed words. A decisive role in deciding on inviting a candidate for an interview is played, first of all, by his functional responsibilities and professional achievements. “Personally, when talking to a candidate, I rarely pay attention to the position. And the director to the director is different. The employer is interested in real work experience, team management, business volume, level of responsibility. And employees of Western companies have job titles that are even less close to reality, since their personnel officers are forced to translate from of English language, and is still more confused, - states Evgenia Tolkacheva. – Read the description carefully job responsibilities and description of completed projects,

Each state enterprise presupposes the obligatory presence of a special hierarchy of positions. This allows you to successfully distribute all work responsibilities between the representatives of the team, thereby increasing the chances of worthy cooperation to the maximum. Moreover, each employee of the company gets the opportunity to realize the existing potential and contribute to the successful promotion of the company in the modern market.

Specialists - who are they?

Specialists are specialized workers who are engaged in the development of tactics of action. In most cases, employees of this category interact with information, thanks to which they successfully solve functional, production, and management issues.

It is customary to subdivide specialists taking into account their functions and the available level of training.

The specialist can be different categories and classes, as well as the main and the leader.
Specialists include engineers, accountants, economists, psychologists, sociologists, and lawyers. It is assumed that such a position can only be used in state-owned enterprises.

Fundamentals of the separation of professionals

Each company involves the creation of a certain social hierarchy. It is assumed that some employees can run the company, while other employees will be at the lowest level of the hierarchy. Most of the team members are located in the middle of the hierarchy.

The division of specialists into categories and profiles allows you to successfully regulate relationships in labor collective to improve the efficiency of working activities. This approach guarantees the successful solution of existing issues and contributes to increasing the efficiency of entrepreneurial activity.

Each specialist has the opportunity to demonstrate his potential and the ability to develop successful contacts with other people, and this largely determines the possibility of moving forward. career ladder... Only the employee who has shown the presence of experience and the optimal level of qualifications has the right to advance in the position and receive more job responsibilities.

Without fail, the presence of a hierarchy in the structure of positions contributes to the promotion of the company in the modern market.

The chief specialist is not an ordinary employee, but mentor... The leading specialist is performer, while the chief receives additional executive responsibilities. This classification makes it possible to improve the work of each performer, thanks to which the company successfully develops in the direction of interest.

Features of the division of positions in state-owned enterprises

Qualification standards, organizational documents allow you to correctly divide work responsibilities between managers, specialists and technical performers (other employees). The hierarchy of positions is required for the correct delineation of functions, powers and responsibilities in each case.

The qualification characteristics of the positions of the employees of the companies were approved more than ten years ago. They are a reflection of the current organizational, technical, as well as economic conditions for the activities of enterprises. At the same time, there is an opportunity to make changes to such a structure in order to eliminate unwanted shortcomings, gaps and improve the efficiency of work activities.

Every employee of the company must have certain work knowledge and skills for successful management labor activity... The characteristics of specialists at each level reflect modern standards, thanks to which companies can successfully develop in the right direction. Only if a specialist copes with certain jobs and is ready for the required level of complexity, specifics of work duties, can you count on a successful career.

What aspects are taken into account when determining the level of a specialist?

Availability of professional knowledge and level of education. This assumes an opportunity for professional development.
Accumulation of the necessary work experience for the successful implementation of the assigned tasks and the possibility of promotion.

Features of the division of working positions.

The structure of working positions involves the division of the entire team into several levels.

Managers are responsible for the management of the company, making managerial decisions and their implementation, coordinating all departments and maintaining optimal performance of the company's employees.
Specialists solve specialized tasks in accordance with the level of their qualifications.
Technical performers are engaged in copying and duplicating works, primary processing of documentation, transfer of information, accounting.

Despite such a division of work responsibilities, it is advisable to know and understand the difference between the main and the leading specialist.

Chief and Leading Specialist: Differences.

The chief specialist holds the highest position, the leading one - the lower one.
The chief specialist receives a large salary. The only way to resolve the situation for a leading specialist is to receive service allowances, bonuses.
The chief specialist takes on some of the responsibilities of the manager, the leader does not.
The chief specialist performs more specific and specialized work, the leader does less.

The main differences indicate that a leading specialist, if desired, can continue his career.

For these positions. Interestingly, the requirements for specialists and sales managers are practically the same.

Is there a difference between a manager and a sales person?

Having analyzed several vacancies for one and second position, you can compose sample list responsibilities and requirements for a sales specialist:
- work with the customer base;
- looking for new clients;
- providing information to customers about the products or services of the company;
- registration of applications;
- conclusion of contracts;
- control of order fulfillment;
- control of accounts receivable.
Requirement:
– higher education.

The list of responsibilities and requirements for a sales manager can be presented as follows:
- formation and development of a client base;
- conducting negotiations with clients;
- conclusion of contracts;
- formation of applications;
- control over the execution of transactions, maintenance of accounting documentation;
- control and return of receivables.
Requirement:
- higher education.

From the above requirements, it can be seen that the functional responsibilities of a specialist and a sales manager are very similar. Quite often, vacancies both for the position of a sales specialist and for the position of a manager look exactly the same and are composed concisely. For example, maintaining a customer base, active sales; requirement: higher education.

Expert opinions

Director of recruiting agency Olga Tseiko believes that a young person with little or no work experience is usually hired for the position of a sales specialist and trained, while a candidate with at least three years of work experience can become a manager. A manager in translation into Russian is a manager, a manager, thus a sales manager is a person who is subordinate to sales specialists. The same opinion is held by company recruiting specialist Olga ZOLOTAREVA ... Olga compares the functionality of a sales manager with the duties of a deputy head of the sales department. In the company where Olga works, there is no sales manager position. There are sales specialists, a deputy head and a head of the sales department.

Qualification handbook of employee positions "Positions of employees engaged in material and technical supply, sales and procurement" as amended by the decree of the Ministry of Labor and social protection Of the Republic of Belarus dated December 15, 2009 No. 149 also does not contain such a position as a sales manager.

The position of the specialist in the reference book is called "Sales Specialist". The functional duties of a specialist (in addition to the vacancies listed above in the sample) include the study of the market for goods (analysis of demand and consumption, their motivation and fluctuations, the forms of activity of competitors) and trends in its development; analysis of market opportunities, collection of information about the demand for goods, the reasons for its change (increase, decrease); analysis of customer needs; identification of the most effective sectors of the goods sales market, development of a set of measures to use the opportunities of the goods market and others, the implementation of which is difficult without economic education.

As a result, it can be said that the sales manager today is simply a more appealing title for the salesperson position. The Sales Manager vacancy should be read from the end, and, in most cases, there will be no managerial responsibilities in it.

Difficulties in the selection of specialists and managers

Today, a manager or a sales specialist is one of the most relevant vacancies in Belarus. It is this specialist who increases customer base company and, accordingly, strengthens financial position... According to Olga Tseiko, more and more experienced and worthy sales managers seek to get a job abroad, as they want to earn more. One of the main countries where job seekers hope to find good earnings is Russia. Olga notes that applicants with little work experience (up to three years) are ready to change their field of activity, not to be afraid to try and take risks. Candidates with more experience take longer to make decisions about employment, evaluate their strengths and the company.

According to Olga Tseiko's experience, salespeople are more often expected to have such personal qualities as activity, sociability, as well as a desire to work and earn money. Sometimes the requirement includes a personal car. A plus will be the presence of a completed higher education. A sales manager is almost always required to have a higher education, in some areas - economic or technical, work experience of at least three years in the field active sales in a similar area. A sales manager is expected to have such personal qualities as responsibility, ambition, independence in decision-making, activity, communication skills, and the manager must also have the skills of negotiating with decision-makers.

What advice can you give to applicants for these positions?

Olga Tseiko advises applicants to soberly assess their abilities and skills. When deciding when choosing an employer, find out the working conditions before signing the contract: is there a sales plan, what are the conditions for remuneration for overfulfillment of the plan and vice versa, is there a developed customer base. It happens that a specialist gets a job and hopes for a ready-made client base, but it turns out that the company's clients are divided among the employees of the department, and he needs to actively look for new clients. When going to work, Olga Tseiko recommends concluding a work contract for the first 2 weeks, which will allow the new employee to evaluate his abilities and the specifics of work in this organization. This is especially important when a specialist moves from another sales area.

If you are active, sociable, ambitious, not afraid of difficulties and novelty, confidently go towards your goal, you will succeed.

Anna RASHCHUPKINA,

For these positions. Interestingly, the requirements for specialists and sales managers are practically the same.

Is there a difference between a manager and a sales person?

After analyzing several vacancies for one and second positions, you can draw up an approximate list of responsibilities and requirements for a sales specialist:
- work with the customer base;
- looking for new clients;
- providing information to customers about the products or services of the company;
- registration of applications;
- conclusion of contracts;
- control of order fulfillment;
- control of accounts receivable.
Requirement:
- higher education.

Expert opinions

The qualification handbook of employee positions "Positions of employees engaged in material and technical supply, sales and procurement" as amended by the decree of the Ministry of Labor and Social Protection of the Republic of Belarus dated December 15, 2009 No. 149 also does not contain such a position as a sales manager.

Difficulties in the selection of specialists and managers

Today, a manager or a sales specialist is one of the most relevant vacancies in Belarus. It is this specialist who increases the company's client base and, accordingly, strengthens the financial position. According to Olga Tseiko, more and more experienced and worthy sales managers seek to get a job abroad, as they want to earn more. One of the main countries where job seekers hope to find good earnings is Russia. Olga notes that applicants with little work experience (up to three years) are ready to change their field of activity, not to be afraid to try and take risks. Candidates with more experience take longer to make decisions about employment, evaluate their strengths and the company.

According to Olga Tseiko's experience, salespeople are often expected to have such personal qualities as activeness, sociability, as well as a desire to work and earn money. Sometimes the requirement includes a personal car. A plus will be the presence of a completed higher education. A sales manager is almost always required to have a higher education, in some areas - economic or technical, work experience of at least three years in the field of active sales in a similar field. A sales manager is expected to have such personal qualities as responsibility, ambition, independence in decision-making, activity, communication skills, and the manager must also have the skills of negotiating with decision-makers.

What advice can you give to applicants for these positions?

If you are active, sociable, ambitious, not afraid of difficulties and novelty, confidently go towards your goal, you will succeed.

Anna RASHCHUPKINA,

Globalization and integration of cultures has led to the borrowing of not only words, but entire categories. The narrow specialist familiar to hearing was replaced by a universal manager, about whom legends and anecdotes are made. Let's try to figure out how significant the difference between these professions is and how exactly it is expressed.

Definition

Specialist- a person who has undergone special training and has knowledge in a certain field of activity (jurisprudence, medicine, management, programming). The level of competence is confirmed by a special document, as well as work experience and letters of recommendation. For employment, a specialist in most cases requires a state diploma.

Manager- a representative of the administrative staff performing managerial functions of lower, middle or top echelon... In Russia, managers are also called employees of companies interacting directly with the employer (selling goods, cleaning, etc.). However, such a "proud" name only raises the status of dissonant professions, but does not have special treatment to reality.

Comparison

The most important difference between these categories is the scope of the concept. Specialist is an extremely broad name for an employee who has special training... These include managers, since they require secondary specialized and higher education for successful work... A manager gains his status when he is hired. Any student who has successfully passed the state exam and defended his diploma can be considered a specialist.

Conclusions site

The scope of the concept. Specialist is a broader category that includes a manager.
Getting a status. They become a specialist immediately after successfully passing the final exams, and a manager upon admission to a position.
The level of preparation. Middle and top managers are required to receive higher education, while a specialist can be content with an average vocational training.
Interaction with the team. A classic manager always manages someone, while a specialist is predominantly subordinate.
Functions and competencies. In the classical sense, a manager must unite the team, serve as a conduit for the ideas of top management to the masses. A specialist is a faceless performer whose functions depend on a specific position.