Business development manager job description sample. Business Development Manager Job Description

JOB DESCRIPTION

development manager

1. General Provisions

1.1. This job description defines the functional, job duties, rights and responsibilities of the development manager of the Infocommunication Technologies unit (hereinafter referred to as the Development Manager) of the All-Russian Association of Employers "Russian Union of Industrialists and Entrepreneurs" (hereinafter referred to as the Institution).

1.2. A person who meets the following requirements for education and training is appointed to the position of development manager:

with practical experience:

1.3. The development manager must know:

1.4. The development manager must be able to:

1.5. The Development Manager is appointed and dismissed by order of the Executive Vice President of the Institution in accordance with the current legislation of the Russian Federation.

1.6. The Development Manager reports to the Executive Vice President of the Institution and the Head of the Infocommunication Technologies Division.

2. Labor functions

3. Job responsibilities

4.4. Participate in the discussion of issues that are part of his functional duties.

4.5. Make suggestions and comments on the improvement of activities in the assigned area of ​​work.

4.6. Apply to the relevant local authorities or to the court to resolve disputes arising in the performance of functional duties.

4.7. Use information materials and legal documents necessary for the performance of their duties.

4.8. Pass certification in the prescribed manner.

5. Responsibility

The development manager is responsible for:

5.1. Failure to perform (improper performance) of their functional duties.

5.2. Failure to comply with the orders and instructions of the Executive Vice President of the Institution.

5.3. Inaccurate information about the status of the execution of assigned tasks and instructions, violation of the deadlines for their execution.

5.4. Violation of the internal labor regulations, fire safety and safety regulations established in the Establishment.

5.5. Causing material damage within the limits established by the current legislation of the Russian Federation.

5.6. Disclosure of information that became known in connection with the performance of official duties.

For the above violations, the development manager can be brought to disciplinary, material, administrative, civil and criminal liability in accordance with the current legislation, depending on the severity of the offense.

This job description was developed in accordance with the provisions (requirements) of the Labor Code of the Russian Federation dated December 30, 2001 No. 197 FZ (Labor Code of the Russian Federation) (as amended and supplemented), the professional standard "Sales Manager for Information and Communication Systems" approved by order of the Ministry of Labor and social protection of the Russian Federation dated October 5, 2015 No. 687n and other regulatory legal acts regulating labor relations.

Experienced businessmen know that you should never stop where you are and be content with what you have. Business is a constant run forward, because as soon as you stop, competitors will immediately pass you by. But not every entrepreneur understands how and where to go, what to look for, what prospects the business has, what to invest free funds in. 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, capturing markets and other important tasks. Consider what is included in the duties 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 tying them to reality. As a result, many economists and businessmen build their business based on intuition, and not on professional knowledge and the laws of the market.

Development manager always works in a team

Russian universities do not even have a specialization in business development. These people learn on their own, gaining experience in the process of work, studying foreign literature, attending courses, etc. Such specialists are extremely in 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 the SPR is necessary only for large factories, enterprises or combines, but in fact this is not the case. A competent specialist will help both an ordinary entrepreneur who runs a clothing store, an LLC engaged in small-scale production, and a workshop that manufactures a variety of 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 duties to the employee blurs his responsibility and the 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 pros and cons 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 work in the coming decades.
2. MRB's salary is higher than that of other managers. Often it is equal to the salary of the executive director or head of the unit.
3. The profession opens up great opportunities: you acquire new acquaintances, study the markets, understand how this or that business works.

But the profession also has its downsides. These include a huge level of responsibility (in fact, the fate of the company depends only on you): a mistake made can ruin your reputation. Also, the negative aspects include non-standardized operating time and the complexity of the start. To be hired, you need to be a really good specialist with reviews and a reputation.

Attention:the manager performs different functions depending on the requirements and wishes of the client. He can be engaged in increasing sales, building a retail network, developing a company or training staff.

Sales increase

The main goal of any commercial structure is to make a profit. As a rule, this can be achieved by increasing the volume of sales. When ordinary salespeople and managers fail to cope with the work, the management decides to hire a specialist who will develop a plan and implement a project to increase the number of transactions and products sold. Often this position is filled by top salespeople who understand the psychology of people, know how to close deals and sell anything.

The manager does not deal with 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 sales forecast so that the company can organize, organize logistics and interact with counterparties. 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 the current activities in detail, draw up a plan for individual salespeople and the entire department, taking into account their qualifications and personal data. WFP also trains employees, organizes quality customer service or contractors, negotiates and signs contracts, controls logistics and delivery services.

Network development

The second area that the business development manager is engaged in is the construction of retail chains for companies. He maintains and develops the network, appoints managers to points, controls their work, selects places 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, trains sales staff, and improves their work.

Essentially, the manager doing this job is the CEO. He can change the location of outlets, conclude lease agreements, appoint and change outlet managers, 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 outlet, so he works directly with each of them.

Development of the company

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

As part of the job description of a business development manager includes market and competitor analysis, compiling various 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.

The manager must be a good manager

Regional development

The territory development specialist is engaged in the promotion of the company in the selected region. He works with various distributors and suppliers, increases sales, develops business and captures markets. The manager works closely with marketers and salespeople, partly with lawyers and HR managers. His responsibilities include:

1. Checking compliance with the standards and quality of work of the company's departments.
2. Monitoring the fulfillment of the tasks and goals set for the branches.
3. Study and implementation of the company's development plan and entry into new markets.
4. Increasing sales and working with competitors.
5. Control over accounts receivable and work with contractors.
6. Creation of reports and infographics, control over indicators of offices and outlets.
7. Carrying out activities aimed at training employees of various levels (usually sales 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 briefly described the main tasks that development specialists deal with. In fact, this is only a part, since there are other areas that they manage. Let's look at 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 about how the business works, how processes are built and how they are implemented. Thirdly, he must have the following data:

1. Resilience to stress and ability to work in conflict situations.
2. Leadership qualities, 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 document management and office work.
7. Knowledge of foreign languages ​​to work with foreign partners.
8. Ability to work with a computer and the Internet, understanding of office programs and the ability to write reports.

The manager always has the opportunity for career growth

Separately, the point on education should be considered. In Russia, as we wrote above, they do not train development specialists, so they train for this position on their own. It often happens that former private entrepreneurs come into the profession, who decided to go forward, but could not find the resources for development themselves. Often CEOs of companies, top salespeople, executive directors and other senior employees come into the profession. It is not necessary for a person to have a higher economic education, but it is highly desirable. In fact, marketers, psychologists, and even people with technical education often come to the position, because 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 hard and understand the work of your company well. Usually, employees with at least 3-5 years of work experience are hired for this job. During this time, you should study the principles of the company, highlight its strengths and weaknesses, learn the market, understand the logic of competitors, etc. After that, you will need to write a short plan to correct the situation and provide a schedule for increasing sales. If management likes your ideas, then you can apply for this position.

What is the salary level of such employees? Everything here is purely individual. Much depends on the region of work, 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 a large business, salaries reach 200-250 thousand, but the responsibility of the specialists is considerable. At the same time, managers are often recruited for a rate + bonuses or percentages. If he manages to successfully raise the company and increase sales, then he receives bonuses, which often amount to 50-100% of wages.

Is there a future for this profession? 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 solvency of the population is falling, sales are decreasing, the level of competition in the market is growing. In this situation, the one who will work as efficiently as possible, reducing costs, making unconventional decisions, building networks and raising the skill level of employees, survives. There are very few such specialists and the demand for them is very high. They mostly move to large metropolitan areas, but companies operate throughout the country, so there is a critical shortage of them in the regions.

In contact with

Business Development Manager Key Responsibilities

The success and prosperity of any business directly depends on its development. As long as it has prospects and opportunities for growth, it will grow and bring more and more income. Understanding these trends, project managers need employees who can not only see these perspectives, but also implement systematic actions that lead to success. A specialist of this profile is a development manager.

The profession of a development manager is relatively new, but quite in demand and well paid. Its main advantages are that it gives a high position in society, a platform for self-development and self-realization, and, of course, self-respect. It also provides opportunities for unlimited income with the embodiment of your wildest ideas and dreams.

Minuses

The profession of "business development manager" also has disadvantages - it is difficult to initially get a job without experience, the working day can be irregular, weekends and holidays can turn into working ones, sometimes you have to go on business trips. As a result, the manager's family will chronically lack attention (if he has a personal life at all). However, this profession can become a springboard from a low position in society to a middle or even high position without the need to open your own business.

What qualities should a development manager have?

A manager is first and foremost a leader, a manager. He must have managerial skills: organize events, manage people, conduct business negotiations. He must have strategic thinking, be a good coach and psychologist, be decisive, self-confident (but not self-confident), and have stress resistance. He must also master new technologies, because he will definitely need the skill of creating presentations, not to mention the ability to competently maintain business documentation, draw up plans and reports. Knowledge of foreign languages ​​at a high level and the presence of a car are welcome.

Job Responsibilities

The job description of a development manager may differ in each particular company. But each of them contains approximately the following general responsibilities:

1. The development manager must have a university degree in psychology, pedagogy or marketing.
2. He must know the norms of legislation, the basics of economics, sociology, labor organization, the rules for maintaining business documentation.
3. He must be computer proficient.
4. He should be able to develop thematic trainings for training employees in order to increase their efficiency.
5. He must also be able to develop, prepare or adapt training products in accordance with the direction of business development.
6. The development manager is also required to analyze the results of his work, keep records and provide reports to a higher head of retraining.
7. He needs to correctly assess the need for staff training and be able to draw up an estimate.
8. The manager must know how to maintain a database of employees with a plan for their development and career growth.

As we can see, the responsibilities of a development manager are extensive. But if you have ambitious plans, economic and psychological education, you are a quick learner and can teach others, then why not try yourself in this area?

The position of a company development manager is quite universal, but his activities involve many tasks. His work is close to that of a director: he participates in advertising campaigns, carries out activities to reduce costs, introduces 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 instruction of the company development manager is very rarely spelled out clearly. Why? It has two the reasons:

Best Article of the Month

If you do everything yourself, employees will not learn how to work. Subordinates will not immediately cope with the tasks that you delegate, but without delegation, you are doomed to time pressure.

We published in the article a delegation algorithm that will help you get rid of the routine and stop working around the clock. You will learn who can and cannot be entrusted with work, how to give the task correctly so that it is completed, and how to control staff.

1. Firstly Often, instead of the position of a development manager, a company hires a training specialist, a 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 one way or another, some other specialist is engaged in the function of improving the professionalism of employees.

A similar position is held by a corporate development manager. However, the functionality is significantly different. This specialist works for a division engaged in the development of the company and transaction support. And the development manager deals with the main strategic tasks of the company. He is busy promoting promotions, market research, seeking to increase the profitability of the activities carried out by the firm.

A qualified employee in this position, who does his job well, can further achieve a promotion, grow to a commercial or general director. The development manager manages the production process, performs the organizational work of the company, explores the likely ways of developing the company, the specifics of the market niche in which it is possible to grow. In addition, he monitors the timeliness of the execution of ongoing 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 outlets, control their work.

Other functions of a development manager may include:

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

Expert opinion

In modern business, without development managers - nowhere

Andrey Solodovnikov,

Head of Consulting Projects Group, Audit and Consulting Group Business Systems Development, Moscow

Today, the importance of the impact 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 peculiarities 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 in determining growth paths. Therefore, today many enterprises have realized the need to introduce the position of a development manager or to allocate a development management unit. A company that has created such a department receives the following benefits:

• clarity of goals and ways to achieve them, structuring, systematization of development processes;
• personifying responsibility for development results, consolidating a single control center responsible for all structural changes, coordinating development work, including functional services;
• a managed, consistent process of change that can be controlled (instead of disparate, informal processes - formal procedures);
• formation of professional human resources that are most 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).
• increase the efficiency of resource use, reduce 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 outlook for key business indicators (level of competitiveness, shareholder value, crisis resilience).

Development manager: areas of activity and functions

Retail development manager

The instruction of the retail network development manager includes the functions of managing outlets, starting with the opening and selection of the manager of each of the outlets to resolving lease issues. The retail network development manager organizes and conducts advertising campaigns, deals with marketing activities, analyzes the competitive environment, works with the team, helps resolve conflicts, considers opportunities that come from product implementers.

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 for an increase in wages for him and his subordinates, brings out all sorts of ideas and offers them to his superiors, demands that he be provided with the necessary documents. The retail network development manager is responsible for late tasks 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 educating people working in the firm. To do 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, manage trainers, and set goals. The social development manager assesses the effectiveness of training, sums up the final results on the qualification training of employees. The specialist also draws up a schedule according to which the training takes place.

The social development manager is authorized to study the 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 Managercompanies

Such an employee must have a specialized higher education, possess marketing skills, and understand psychology. An organizational development manager must have developed the skills of planning, market analysis, project management at 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 fundamentals of legislation, economic literacy, and the ability to competently prepare documents.

For a development manager, the job description, in addition to the above, implies the skill of conducting training sessions for company employees. The specialist prepares reports on the activities carried out and sends them to the authorities for consideration. Another obligation is to maintain an information base of the firm's employees to consider career opportunities for the best employees. The organizational development manager can receive information data, access to the necessary documents.

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

• Company development strategy: instructions for development

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:

• controls the implementation of performance standards by the employees of the representative office;
• controls the fulfillment of the goals that were set for the representative office;
• takes part in the process of forming plans for the strategy and tactics of market development;
• is engaged in ensuring the implementation of the objectives of the tactics that were set for the company;
• responsible for the implementation of sales plans;
• conducts audits of points of sale;
• analyzes the repayment of receivables of the representative office;
• conducts the development and implementation of measures that identify and reduce receivables;
• organizes the system of reports of the regional representation;
• monitors the timeliness of the submission of reporting documents;
• oversees internal reporting in the field;
• conducts training for employees of the local representative office, and also implements or monitors the implementation of certain general standards;
• conducts training for wholesale managers and supervisors of local sales in general standards;
• trains the sales team of a regional point in direct work with a client and analyzes specific situations;
• analyzes and develops sales channels (including sales in areas that have not yet been developed and connecting potential customers to a branch or representative office);
• establishes mutually beneficial relationships with existing and new customers;
• 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 distributors' orders;
• participates in the preparation and implementation of programs aimed at promoting products in a particular region.

Market Development Manager

Often, the market development manager is confused with the sales specialist, since he also works with sellers. The main task of the market development manager is to increase the level of sales, 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, certain employees or the entire company.

Job Responsibilities of a Market Development Manager

1. The market development manager identifies the company's future customers in order to generate interest in the company's products and services. Presents to current and future customers the potential of a product or service.
2. 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 customer 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 forecasts 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 budgeting, analyzing and forecasting 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 process of developing and implementing a marketing plan for the product and its distribution channels;
• conducts testing of prototypes in market conditions.

1. The market development manager is in contact with the management of corporate clients, monitors the quality of customer service.
2. Engaged in 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 customers and partners to the company, forecasting the level of sales and conducting documentary work. In addition, the development manager of the company needs to know the legal rules and the economic base.

The job description of a company development manager also implies the skill of conducting training sessions for employees. He draws up reports on his own activities and sends them to the management. He also maintains a team base in order to consider career prospects for employees.

The company development manager receives an information component and access to the necessary documents. It is in his authority to approve documents. The 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

The specialists whose duties include the formation and development of corporate culture are presented with general requirements:

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

Among the key skills necessary for the effective fulfillment of the obligations of a corporate culture manager, we can distinguish:

• diagnostics of corporate culture;
• the process of collecting and systematizing data;
• analytical actions;
• development of recommendations for the development of corporate culture, increasing staff loyalty and improving the motivation system;
• the skill of preparing and holding 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 instructions for the position of development manager - fixing candidate qualification requirements. The position of a development manager is not in the qualification directory, as well as clearly defined requirements, i.e. the employer himself thinks what requirements his employees will meet. So that there are no discrepancies regarding the justification for refusing to hire, it makes sense to prescribe them.

An employee developing a development manager instruction should use a single documentation structure from 4 main sections.

1. General provisions.

The first section contains the following information:

• job title (development manager);
• a 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 authorities want to see in the applicant for the position of development manager;
• the presence of subordination;
• substitution rules.

1. Rights.

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

For the effective resolution of tasks, a development manager must have the freedom to make decisions that are included in his competence. Thus, he may be granted, for example, the following rights:

• request information data and documents that will be useful for solving the tasks set from all departments of the company;
• to get acquainted with the decisions made by the leading persons;
• convey to management their assumptions on opportunities for improving the business process;
• demand from the leading person assistance in the observance of duties;
• issue administrative remarks to subordinates, take control of their performance;
• take part in business conversations with consumers;
• attract partners to cooperate with production;
• sign (vise) the documentation in their competence.

1. Job responsibilities.

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

• carry out the development of a general concept for the development of the company;
• carry out the development of a company development strategy, and on its basis create a single development plan;
• develop programs for the restructuring of the company, monitor 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 reports.

1. A responsibility.

The enterprise development manager is held liable if, after his decisions, the company was harmed. Liability 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 features characteristic of this particular area. For example, in Territory Development Manager Job Responsibilities 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 departments;
• selection of candidates for the positions of heads of divisions to be opened.

In each of the listed 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 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 extremely important for a development manager.

Personal qualities

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

Decisiveness, resistance to stress, the ability to establish contact with people, sociability, knowledge of psychology are also important qualities of his character. As a rule, knowledge of foreign languages ​​will not be superfluous 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, and 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 basic computer programs (Word, Excel), literate Russian, skills in sales and document management (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 for the position of development manager

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

• Average wage

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 without experience is 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 more than 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 more than 3 years

High-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 which work can be entrusted, 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 methods have their own advantages and disadvantages. Quite often the company underestimates the opportunities that may appear as a result of the search for candidates among those who already work at the enterprise.

Internal selection

Internal selection includes several advantages:

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

When selecting within the company, they use following approaches:

• the best candidates among the company's employees are identified based on formal characteristics (level and type of education, seniority, professionalism, age, etc.)
• organization of competitive events regarding the replacement of vacant positions.
• a personnel reserve is 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 are these candidates contacted?
• How to make them interested in working for the company?

In order to create a flow of new employees to the company, it is possible to use various means: advertising in the form of advertisements for vacant positions in newspapers, magazines, 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;
• poaching the best specialists from other companies - this is done by "bounty hunters" (headhunters).

Candidate Selection Technology

Regardless of whether we are talking about our own or external selection method, in order to understand the degree of compliance of candidates 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 a person contained in the summary 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;
• follow-up/interview.

A cursory conversation with a candidate for a managerial position will not give any complete and reliable impression of him. This is just a first impression and will not necessarily be true.

There is also such a moment: that the HR manager, that the candidate at the interview may have a headache, he may also be pestered by some problems, or some trite bad mood. Or even simpler - you can simply dislike each other. And when there are no clear selection criteria, a strong candidate can easily not get into the next round of the interview.

The reverse situation is also possible. A candidate may seem like a good conversationalist, and his profile will meet all the requirements, but who can guarantee whether a person will work successfully, whether he will achieve results, how quickly he will learn and how he reacts in difficult situations. In general, for each employer, a new candidate is always a “pig in a poke”.

• Step by step guide on how to conduct an interview

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 - the future member of the team. How will this person act in a difficult situation? Will he be able to take responsibility when it becomes necessary to make an independent decision? Will this be the cause of 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 a practically 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, personal characteristics, 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 the new conditions;
• how it will accept the rules that are imposed from the outside;
• the speed with which he acts;
• the frequency with which a person will seek help;
• whether a person is open to opportunities to learn something unexplored;
• whether he quickly understands and adapts, etc.

Evaluation 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 selectors to justify their choice against an agreed-upon system of criteria.
2. It is based on objective information and gives objective assessments to candidates.
3. It helps the employees of the organization participating in the selection system to more easily reach mutual understanding when evaluating candidates.

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

Members can be divided into three subgroups:

A- certainly suitable for being 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.

Candidate selection steps

After the personal data provided by the candidates has been studied, and a decision has been made to invite them to an interview, a very important stage for personnel services begins - 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 between different requirements. Passing through these steps will help ensure a minimum number of miscalculations when choosing.

Step 1 Formed personal and autobiographical data.

Step 3 Interview.

It is carried out in order to collect the necessary data about 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 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 (can he formulate a thought), can this person hear the interlocutor, and also the overall 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 prevail).

Step 4. Trial.

The behavioral sciences have developed many different kinds of tests that help predict how effectively a manager will be able to perform a particular job. One type of screening test involves measuring the ability to perform tasks associated with the intended job. Examples include typing or shorthand, demonstrating the ability to operate a machine tool, demonstrating verbal ability through oral communication or written work. Another type of test assesses psychological characteristics such as intellectual level, interest, energy, sincerity, self-confidence, emotional stability and attention to detail. For such tests to be useful for candidate selection, there must be a significant correlation between high test scores and actual performance. Management must evaluate their tests and determine whether those who perform well on tests actually prove to be more effective managers than those who perform less well.

Step 5. The aptitude test procedure.

It is necessary to verify 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 results of the test and a conclusion on professional suitability.

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

Step 8 Employment 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 staff

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

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

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 means practically guaranteeing failure.

Development of an adaptation program

In order to correctly adapt employees, the HR manager must use a specially designed program.

The system of adaptation measures includes general and specialized adaptation.

General program introduces the whole company, touching on the following points.

1. The most complete picture of the company:

• greeting speech;
• directions of development, goals, problematic moments;
• traditions, norms;
• products and consumer;
• activities;
• structural form, relationships between departments;
• an introduction to senior management;
• internal relationships.

1. Salary.
2. Fringe benefits:

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

1. Occupational health and safety:

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

1. Employee relations with the trade union:

• terms and conditions of employment;
• destination, travel,
• promotions; powers, obligations of the employee;
• union regulations;
• discipline and punishment.

1. Household component:

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

The implementation of this adaptation program is followed by another, more specialized program. It includes moments that are associated with a particular 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:

• description of the current work and the desired results;
• an explanation of why this particular job is needed, how it relates to other activities in the department and in the company as a whole;
• the length of the working day and the schedule of the development manager;
• criteria for the quality of 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;
• telephone conversations of a personal nature during working hours.

1. Division view:

• 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 new employee the leader should focus on the following points:

1. It is necessary to remember about communication with the newly appointed development manager. Find out how things are going, invite a specialist for lunch or just drink coffee.
2. Remember that in every situation, any employee can, if necessary, come to you with their difficulties for advice or guidance 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 desire to contribute his own mite to the overall work. However, you should not entrust a new development manager with large projects. Exceptions may be those situations where the activity of a specialist is indeed capable of making a tangible positive contribution to the company.
4. In addition to business planning meetings at certain times, you can ask your immediate supervisor to write a final report on the work that the new development manager has completed.
5. It is necessary to allocate part of the budget to hold 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 a newbie more questions to understand exactly if he is right for you

Anna Sharygina,

independent consultant, Kharkiv

In the first two weeks of work, it is necessary to talk daily not only with the young manager, but also with his mentor; from the third week until the end of the internship (trial period), such conversations should be held weekly. Questions to ask the trainee and their mentor are listed below. After analyzing the answers received, you will evaluate the employee’s mood for further work, his understanding of the essence of his activity and will be able to stop wasting time and intellectual resources on a person if he has not shown himself properly.

At the end of the probation period, you need to talk separately with the trainee in order to impress him: with the start of independent work, he bears full responsibility for his actions. The following questions should be asked at this meeting:

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

Surely some of these aspects you will already find out earlier in the interview. However, the answers that a candidate without experience will give you are more likely to resemble romantic fantasies. And months of training, internships and work will give the employee that he will be able to actually feel his desires, interests in the 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:

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

General methods of motivation applicable to development managers:

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

development manager, he is - a development manager company or business, directs his efforts to increase the profits of the company for which he works. The profession is suitable for those who are interested in economics and social studies (see the choice of profession for 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 success of the company. 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 inside the company: often his duties 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, while receiving reports from employees, he himself prepares reports for the director of the company and senior managers.

The development manager is aware of the events taking place in the market in the area in which his company operates: he knows changes in 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 related to the market, he turns to a marketer, and in small companies he can do market research himself.

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

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 learner, analytical warehouse and flexibility of mind, honesty, purposefulness, strategic thinking, the ability to reasonably express his thoughts and work with a large amount of information.

Development manager training (development manager)

Well MARKETING AND BRAND MANAGEMENT

The British Higher School of Design conducts intensive training courses for senior management for the development and management of brands. Students will learn 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.