Job description of a business development manager. Job Description for Development Manager Territory Development Manager

Why write a job description for a development manager?

Upon employment, the employer signs an employment contract with a new manager, which reflects the key points of interaction between the parties. The job description supplements the contract and details a number of issues related to the employee's performance of his job function.

In relation to the position of a development manager, this approach turns out to be especially relevant, since in private companies there is no uniform approach to setting tasks for the employee holding the described position. In some companies, the employee is expected to develop the business as a whole, in others they are instructed to develop a separate direction. It is the job description that allows you to determine the specific responsibilities and rights of the development manager.

There is another important function of the job description - fixing in it the requirements for the qualifications of a candidate for a position. The development manager position is not listed in the job qualification directory. This means that there are no recommended qualification requirements, that is, each employer has the right to decide what requirements his employees must meet. In order to avoid further disputes over the validity of the refusal to hire, it makes sense to fix such requirements on paper.

Approximate structure of job description for a development manager

An employee who is tasked with developing a job description for a development manager can use the generally accepted structure of this kind of documents in performing this task, which assumes the presence of 4 main sections in them.

General Provisions
This section serves to provide the following information about the position:
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- job title (development manager);
- chain of command (indicating who is responsible for hiring and firing);
- qualification requirements (requirements for the level of education, work experience, you can also list the skills and knowledge that the manager would like to see in the candidate for the position);
- the presence of subordinates;
- replacement order.
Rights
In each company, the manager decides for himself what rights to give the development manager. However, in any case, one circumstance must be taken into account: for the effective execution of the tasks assigned to him, a manager must have a certain freedom in making decisions related to his competence. Thus, he can be granted, for example, the following rights:
- request information and documents necessary for solving the assigned tasks from all divisions of the company;
- get acquainted with the decisions of the head;
- send your suggestions to the manager for improving the workflow;
- require the manager to assist in the performance of official duties;
- issue orders to their immediate subordinates and monitor the progress of their implementation;
- participate in negotiations with clients;
- attract partners to cooperate with the company;
- sign (endorse) agreements within their competence.
Job responsibilities
After hiring a development manager, the head of the company expects him to complete specific tasks - and it is in this section of the job description that the duties that the employee must perform are prescribed. For example:
- develop a general concept for the development of the company;
- develop a development strategy for the company and, within its framework, create a general development plan;
- develop programs for the development (restructuring) of the company, monitor their implementation;
- submit proposals to the management for the development of new directions of the company's activities;
- look for new sales markets and ways to develop them;
- organize the interaction of structural divisions of the company for the implementation of the approved development program;
- analyze the results of the implementation of the development program;
- prepare reports on the performance of the approved development program.
Responsibility
The development manager can be held accountable both for the actions he performed and for the consequences of the decisions he made. It can go:
- on disciplinary liability - if an employee is caught in non-performance or improper performance of his job duties;
- on administrative or criminal liability - for the employee committing the relevant misconduct;
- about material liability - if the employee causes damage to the property of the company.

Some nuances of drawing up a job description for a development manager

In some companies, the position of development manager has a narrower specialization, which is reflected in its name. For example, positions such as business development manager or territory development manager are not uncommon. At the same time, the job description of an employee holding such a position must certainly reflect the features characteristic of this particular line of activity.

The above exemplary job description structure is most suitable for a business development manager, since it is structured in such a way that the job responsibilities include items related to the development of the company as a whole. If the focus of the manager's activities is limited to the development of the territory, then this section of the instructions should be corrected.

For example, the job responsibilities of an area development manager might include the following:

analyze and develop sales channels in the specified territory;
develop and implement programs for opening new branches or representative offices;
select candidates for leadership positions in new divisions.

In any of the above cases, the development manager is tasked with developing and implementing measures aimed at the development of the company. The scope of his powers and the list of basic job responsibilities are thus fixed in the job description. The manager himself decides what responsibilities he assigns to the development manager, what rights he gives him and what qualification requirements he sets for the applicant for this position. The main thing is to remember that in the future it will not be possible to demand more from an employee than is fixed in his job description.

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

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Firstly, 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.
Secondly, in some HR services there are universal specialists who deal with all HR issues at once.

Therefore, not all companies represent 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 division that deals with company development and transaction support. And the development manager deals with the main strategic tasks of the company. He is busy promoting promotions, market research, and seeks to increase the profitability of the company's activities.

A qualified employee in this position, who does a good job with his duties, can in the future 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 customers;
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, control 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 the environment, with the creation of competitive differences, is growing. The specifics of strategic and operational activities dictate the need to master new development management technologies, and the requirements for managers and specialists involved in development are growing. The functions of classical marketing no longer fully meet the needs of the business when determining the paths of growth. Therefore, today many enterprises have realized the need to introduce the position of a development manager or to allocate a division that manages development. The company that created such a department receives the following benefits:

clarity of goals and ways to achieve them, structuring, systematization of development processes;
personalization 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);
the formation of professional human resources, maximally interested in development, the possibility of effective motivation of the personnel of the development service, taking into account the 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.
improvement of 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. The retail network development manager organizes and conducts advertising campaigns, engages in 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 managerpersonnel (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 the 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 in order to improve working conditions.

Organizational Development Managercompany

Such an employee must have a specialized higher education, marketing skills, and an understanding of psychology. The organizational development manager must 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 superiors 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 actual harm is caused to the enterprise.

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 the standards of activity 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 representative office;
monitors the timeliness of the provision of accounting documents;
oversees internal reporting in the field;
conducts training for employees of the 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 at not yet developed places and connecting potential customers to a branch or representative office);
establishes mutually beneficial relationships with existing and newly emerged clients;
works with distributors and main customers;
monitors the work of distributors together with the head of the regional outlet 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

Often, a market development manager is confused with a sales person because he also works with salespeople. The main task of the market development manager is to increase the level of sales, to get 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.

Job responsibilities of a market development manager

The market development manager identifies the future customers of the company in order to generate interest in the company's products and services. Present to existing and future customers the potential of a product or service.
He is engaged in the development of marketing strategy 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.
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.
Coordinates and monitors product development in projects and technology departments of the company:

makes the final decisions on the need for research on certain design ideas;
the market development manager is busy with budgeting, analysis and forecasts of the return on investment in R&D;
takes part in the development of R&D work schedules and the process of preparing the production process;
the manager carries out the pricing of 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.

The market development manager contacts the management of corporate clients, monitors the quality of customer service.
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, the business development manager needs knowledge of the 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 them 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. It is in his authority to endorse documents. The enterprise development manager is responsible in the event that during the period of its operation violations occur and the company is harmed.

Corporate Development Manager

For specialists whose job responsibilities include the formation and development of corporate culture, general requirements:

higher sociological or psychological education;
ability to work both in a team and autonomously;
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 the effective fulfillment of the obligations of a corporate culture manager, one can single out:

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 the 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 qualification requirements of the candidate... 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.

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, perhaps, indicate the skills that the management wants to see in the applicant for the position of development manager;
the presence of subordination;
replacement rules.

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;
to get acquainted with the decisions of the leading persons;
communicate to management their assumptions about opportunities for improvement of the business process;
to demand from the managerial person assistance in observance of duties;
issue administrative comments to subordinates, take control of their implementation;
take part in business conversations with consumers;
to attract partners to cooperate with production;
sign (endorse) the documentation in their competence.

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;
to 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.

Responsibility.

The enterprise development manager is held liable if, after the decisions made by him, the company has been 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 territory development manager, etc. The job description of such an employee necessarily reflects the peculiarities inherent in this particular direction. 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 the 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 to be met by a development manager

This specialist must 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 to the development manager.

Personal qualities

A business development manager is, in fact, 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 of foreign languages will not be superfluous for conducting 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.

The salary of an employee as a development manager

The salary of such an employee is highly dependent on the 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 management 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 one 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 methods 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.
a personnel reserve is being formed.

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 workforce are also:

recruiting agencies;
employment services, labor exchanges;
personal acquaintances;
luring 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 an external method of selection, 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 methods that 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;
problem solving;
re-interview / interview.

A quick conversation with a candidate for a managerial position will not give any full 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 he is facing - 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 reliability of testing 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 he will 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.

It encourages those who make the selection, so that they justify their choice, focusing on an agreed system of criteria.
It is based on objective information and gives objective assessments to candidates.
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 is made, you can proceed to the second stage, provided for 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 selection of candidates

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 sifted out due to the fact that there is a discrepancy with 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 kind of culture of behavior he has (gestures, facial expressions, manners), what kind of speech culture (whether he can formulate a thought), whether this person can hear the interlocutor, and also the general strategy of behavior during the interview is assessed (how active and interested the candidate for the position is; depends on the interlocutor or independence and dominance prevails).

Stage 4... Trial.

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 tool, demonstrating speech ability through oral communication or written work. Another type of testing involves assessing 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 well.

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

It is necessary to certify professional aptitude during the selection of candidates, in addition, the procedure can be carried out from time to time within the framework 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 professional suitability.

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 adaptation is poorly organized, performance will certainly be lower by an order of magnitude.

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

Development of an adaptation program

To carry out competent adaptation of employees, the HR manager is obliged to 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.

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.

Salary.
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.

Occupational health and safety:

precautionary measures;
fire safety;
rules of action during accidents;
places where first aid is provided.

Workers' relationship with the union:

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

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.

Department functions:

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

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.

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;
telephone conversations of a personal nature during working hours.

Subdivision 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:

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.
Remember that in every situation, any employee can, if necessary, come to you with their difficulties for advice or recommendation and get your help.
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 company.
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.
It is necessary to allocate part of the budget to spend a 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 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 of independent work, he bears full responsibility for his actions. At 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 some of these aspects you have already figured out 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 really feel his desires, interests in the professional sphere, 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:

by improving qualifications on the topic "Systems of 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 lecture on behalf of the company at seminars, on social networks, etc.
individual scheme of material motivation (extended social package, bonuses, bonuses, etc.).

The profession of a development manager is demanding and versatile and includes almost director's responsibilities. A specialist of this profile researches the market, participates in advertising campaigns and the implementation of marketing programs, introduces new products to the market, works to reduce costs and increase the profitability of the company's activities, and so on. In short, the development manager deals with the strategic objectives of the company.

An efficient manager can quickly grow to a commercial director (or even a CEO).

Places of work

The position of development manager is irreplaceable in any field. This applies to both production and service delivery. Places of work:

medium and large companies;
government agencies and corporations.

History of the profession

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

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

Responsibilities of the development manager

The responsibilities of a development manager are as follows:

search and attraction of clients;
negotiations, consultations, conclusion of contracts with customers;
control of marketing and advertising of partners and dealers;
monitoring of competitors (prices, assortment, advertising activities);
creation of reports based on research results;
opening of new points of sale of the company and control of their activities.

Also, the responsibilities of a development manager may include:

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

Requirements for a development manager

Basic requirements for a development manager:

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

Proficiency in English and a car are often required.

Development Manager Resume Sample

How to become a development manager

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

In addition to a diploma and knowledge acquired at the university, work experience (preferably in sales, advertising, marketing or in the field of company work) is required.

Development manager salary

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

Where to get training

In addition to tertiary education, there are a number of short-term studies on the market, usually from a week to a year.

Interregional Academy of Construction and Industrial Complex and its courses in the direction "".

Institute of Professional Education "IPO" invites you to take distance courses in the direction of "" (there are options 256, 512 and 1024 academic hours) with obtaining a diploma or certificate of the state sample. We have trained over 8,000 graduates from nearly 200 cities. You can undergo training as an external student, get an interest-free installment plan.