Head of Department. His functions and duties

Job Responsibilities head of sales department include strategic and current planning, development of pricing and discount policies, control of the work of sales managers. AT small companies he can also deal with marketing policy (conduct simple market research, develop an advertising strategy), this should also be reflected in the job description of the head of sales.

Job description of the head of sales department
(Job description of the head of sales department)

APPROVE
CEO
Surname I.O. ________________
"________"_____________ ____ G.

1. General provisions

1.1. The head of the sales department belongs to the category of managers.
1.2. The head of the sales department is appointed to the position and dismissed from it by order of the general director.
1.3. The head of the sales department reports directly to CEO/ commercial director.
1.4. A person who meets the following requirements is appointed to the position of head of the sales department: initial professional or secondary professional education with at least one year of experience in the relevant field.
1.5. During the absence of the head of the sales department, his rights and obligations are transferred to another official, which is announced in the order for the organization.
1.6. The sales manager must know:
- commercial, civil, financial legislation;
- profile, specialization, features of the structure of the enterprise;
- prospects for technical and financial and economic development of the enterprise;
- basic principles of financial planning;
- pricing procedure, marketing basics;
- development order commercial terms and agreements.
1.7. The head of the sales department is guided in his activities by:
- legislative acts of the Russian Federation;
- Charter of the organization, Rules of internal work schedule, other regulations of the company;
- orders and directives of the management;
- this job description.

2. Job responsibilities of the head of the sales department

The Sales Manager has the following responsibilities:
2.1. Manages the sales of the company's products, develops pricing and discount policies.
2.2. Organizes and supervises the work of sales managers.
2.3. Coordinates the development of promising and current plans sales of products.
2.4. Organizes work on maintaining, analyzing and systematizing the client base.
2.5. Controls the status of accounts receivable and accounts payable of clients.
2.6. Develops pay criteria for sales managers.
2.7. Organizes training, trainings for the managerial staff (together with the development department).
2.8. Participates in the organization and holding of exhibitions.
2.9. Resolves reclamation issues on the product with customers, draw up the necessary documentation.

3. Rights of the head of the sales department

The head of the sales department has the right to:
3.1. Represent the interests of the enterprise in relations with government agencies, third-party organizations and institutions on commercial issues.
3.2. Establish job responsibilities for subordinate employees.
3.3. Request from the structural divisions of the enterprise information and documents necessary for its implementation official duties.
3.4. Participate in the preparation of draft orders, instructions, instructions, as well as estimates, contracts and other documents related to the solution of commercial issues.
3.5. Submit proposals for improvement of the work related to the responsibilities provided for in this instruction for consideration by the management.
3.6. Require the management of the enterprise to ensure the organizational and technical conditions and execution of the established documents necessary for the performance of official duties.

4. Responsibility of the head of the sales department

The Sales Manager is responsible for:
4.1. For non-performance and / or untimely, negligent performance of their duties.
4.2. For non-compliance with current instructions, orders and orders for the preservation of trade secrets and confidential information.
4.3. For violation of the internal labor regulations, labor discipline, safety regulations and fire safety.

Many business owners mistakenly believe that in order to sell high, they only need to equip an office, form a plan, recruit a “sales” department and put a boss in charge of this department to implement it. However, practice shows that the work of any specialist must be directed in the right direction, and not only by total control of the management, but also by assigning direct duties and rights to him. All these provisions must be approved in the relevant documentation. This means that you should not approach the creation of job descriptions formally. The instruction should be a regulation, clearly define the actions of each employee and his powers.

Range of duties

The head of the sales department is a professional with a wide range of responsibilities, with the presence of employees in direct subordination. The amount of profit of the enterprise and the absence of claims to the company's brand depend on how well the head of the sales department performs his duties, at what level his professionalism is developed.

The main objectives of the person in this position:

• team management, training of new staff;
• strategic search for new consumers of products and services, work with them;
• control accounts receivable;
• formation of a sales plan, control of its implementation;
• implementation of the company's development strategy together with the marketing department.

The breadth of duties of the head of the sales department depends on the specifics of a particular company and the number of employees. In principle, the position has great prospects, you can "grow" to the commercial director or even become the chief manager of a company or office.

Personnel management, training of new personnel

The functional duties of the head of the sales department are, first of all, the management of the personnel entrusted to him. Good specialist must be well versed in the specifics of his industry and understand the principles by which modern distribution channels work, that is, he needs to be able to attract a client, establish cooperation with him and not let go of the old one. He must teach this to his subordinates.

Setting goals

The boss must clearly set tasks for the staff and adjust the priorities in their work. The specialist must be able to competently distribute duties among all employees. Sales representatives and sales managers must clearly understand who is responsible for what. At the same time, the assigned tasks must be realistically achievable.

Execution control

Before monitoring the performance of tasks, it is necessary to explain to subordinates by what criteria the effectiveness of their work will be determined. Depending on the results of the interim control, the head of the sales department may face the task of correcting current plans. Responsibilities of the head of sales also include the elimination of conflict situations between employees.

Motivation

Fairness should be in the first place for every leader. Impossible to achieve successful work in a team where only those who are close to the boss are rewarded, and “strangers” are scolded, even if they have the highest sales figures.

When choosing incentives for your subordinates, it is necessary to take into account their individual characteristics, not forgetting the common interests of the entire department.

Strategic search for consumers of products and services, work with them

This paragraph of the instruction should be drawn up depending on the specifics of the enterprise. In any case, knowledge modern technologies sales through key distribution channels is a fundamental factor when choosing a candidate for the position of chief. In addition, the job responsibilities of the head of sales involve the ability to negotiate on high level. The specialist must have presentation skills. Ideally, the candidate should have an MBA.

The head of the department must cope with the settlement of all disputes that may arise between the manager and the client. He will also have to analyze incoming complaints in order to identify existing shortcomings in the work of both his department and the entire enterprise.

Accounts receivable management

The main responsibilities of the head of the sales department include the management of receivables. The set of actions in relation to this paragraph consists of the following provisions:

• selection optimal conditions sales, which will ensure a uniform and guaranteed flow of cash;
• determination of the level of allowances and discounts, depending on the purchasing category of consumers;
• limiting the permissible level of debt;
• reducing the amount of debt.

Practicing marketers know for sure that this task is much more problematic and even more important than expanding the sales market. Timely repayment of debt is a guarantee of the successful functioning of the enterprise in the future.

Formation of a sales plan, control of its implementation

Perhaps no one will argue that planning is one of the main tools for achieving any goal. Can a sales team exist without a plan? It can, but the effectiveness of the work of the staff should not be expected.

Duties of the head of the department retail sales- planning. Doing this work, you should not rely solely on the results of past periods. In this case, managers will have nothing to strive for. The analysis will determine the seasonality of sales, but no more. The plan is regulated by strictly limited terms, and employees, based on it, must receive realistic and achievable goals from the manager.

Implementation of the company's development strategy together with the marketing department

The main function of the marketing department is to support sales, but this does not mean that marketers report to the head of sales. These two divisions should be on an equal footing, and no one is obliged to obey anyone.

I approve ________________________ ___________________________________ (Surname, initials) (name of organization, ________________________ enterprise, etc., its (director or other legal form) official authorized to approve the job description) "" ____________ 20__ m.p. Job description of the head of the general department ______________________________________________ (name of organization, enterprise, etc.) "" ____________ 20__ N__________ Real job description developed and approved on the basis of an employment contract with __________________________________________ (name of the position of the person for whom ______________________________________________________ and in accordance with this job description was drawn up) the provisions of the Labor Code Russian Federation and other normative acts regulating labor relations In Russian federation. I. General provisions 1.1. The head of the general department belongs to the category of managers, is appointed to the position and dismissed from it by order of the director of the enterprise. 1.2. A person with a higher professional education and at least ______ years of work experience in the relevant specialty positions is appointed to the position of head of the general department. 1.3. The head of the general department reports directly to ___________ ________________________________________________________________________. 1.4. During the absence of the head of the general department, his duties are performed by the appointed in in due course deputy who bears full responsibility for quality and timely completion. 1.5. In his activities, the head of the general department is guided by: - ​​legislative and regulatory acts on the issues of his activities; - methodological materials related to its functions; - the charter of the enterprise; - labor regulations; - orders and instructions of the director of the enterprise; - this job description. 1.6. The head of the general department should know: - legislative, regulatory and teaching materials on its activities; - profile, specialization and features of the structure of the enterprise; - production capacities and human resources of the enterprise; - basics of organization of production, labor and management; - basics of office work organization; - rules for conducting inspections and documentary audits; - the order of document circulation; - techniques and methods of processing correspondence using modern technical means; - rules for the operation of computer equipment, communications and communications; - methods of organizing and planning information work; - the procedure for passing official information; - the procedure for drawing up business contracts and transferring the state fee; - standards of the unified system of organizational and administrative documentation; - printing rules business letters; - procedure for control over the passage of official documents and materials; - ethics and skills business communication; - the procedure for registering shipments (outgoing documents, letters); - issues of labor and administrative legislation; - Fundamentals of labor economics and management; - procedure for the development of employment contracts; - rules and norms of labor protection; - _________________________________________________________________. II. Functions The following functions are assigned to the head of the general department: 2.1. Organization of reception, registration and processing of incoming and outgoing correspondence. 2.2. Managing the work of the secretariat and typewriting service of the enterprise. 2.3. Participation in the organization and control of the activities of economic services. 2.4. Organization of methodical work on document flow issues. 2.5. Contact with the work of accounting, personnel and legal services. 2.6. Ensuring healthy and safe working conditions for subordinate employees. III. Job responsibilities The head of the general department is obliged to: 3.1. Ensure the implementation of standards for a unified system of organizational and administrative documentation. 3.2. Organize work on processing incoming (incoming) documentation, correspondence, letters, materials using modern technical means, bringing them to the executors in accordance with the resolution of the management. 3.3. Provide an effective system of control over the timely execution of documents by the divisions of the enterprise in accordance with the resolution of the head. 3.4. Control the work of the secretariat in terms of receiving and processing correspondence, the procedure for sending outgoing correspondence. 3.5. Manage the work of the typing department, periodically organize training for typists in the rules for typing business letters. 3.6. Control the correctness of execution and completeness of the coordination of business contracts submitted for signature to the head of the enterprise. 3.7. Check the correctness of registration in accordance with the requirements of the law by contacting Special attention for agreement with the legal service (visa of a lawyer), materials sent to the judicial authorities of the Russian Federation. 3.8. Together with the accounting and legal services, to contribute to the timely and correct transfer of the state fee on materials prepared for the judiciary. 3.9. Develop and approve, in accordance with the established procedure, plans for periodic inspections in the structural divisions of the enterprise of the correct organization of office work, the use of technical means, computer technology, operating systems, as well as literacy checks of documents being drawn up. 3.10. Develop a procedure for monitoring the passage of official documents and materials at the enterprise. 3.11. Organize a reference and information fund on the issues of its activities using modern technical means. 3.12. Monitor the appropriate design of the premises, monitor the placement, updating and condition of advertising inside the premises and on the building. 3.13. Ensure cleanliness and order in the room and in the territory adjacent to it or to the building. 3.14. Monitor compliance by subordinate employees with discipline, rules and norms of labor protection, industrial sanitation and hygiene requirements. 3.15. Provide employees of the department with stationery and household items. 3.16. Provide employees of the department with the conditions necessary for the quality performance of their production duties. 3.17. Manage department employees. 3.18. _______________________________________________________________. IV. Rights The head of the general department has the right to: 4.1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities. 4.2. Submit proposals for improvement of the work related to the responsibilities provided for in this instruction for consideration by the management. 4.3. Sign and endorse documents within their competence. 4.4. To interact with the heads of structural divisions of the enterprise, to receive information and documents necessary for the performance of their duties. 4.5. Submit for consideration by the director of the enterprise submissions on the appointment, transfer, dismissal of employees, proposals for their encouragement or the imposition of penalties on them in accordance with the legislation of the Russian Federation. 4.6. Require the management of the enterprise to assist in the performance of their duties and rights. V. Responsibility The head of the general department is responsible for: 5.1. For failure to perform (improper performance) of their official duties provided for by this job description, to the extent determined by the labor legislation of the Russian Federation. 5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the administrative, criminal and civil legislation of the Russian Federation. 5.3. For causing material damage- within the limits determined by the labor, criminal and civil legislation of the Russian Federation. The job description was developed in accordance with ________________ (name, _____________________________. number and date of the document) _____________________________ Head of the structural unit (initials, surname) (personnel) _________________________ (signature) "" _____________ 20__ Approved by: Head of the Legal Department _____________________________ (initials, surname) _____________________________ (signature) " " ________________ 20__ _____________________________ I am familiar with the instruction: (initials, surname) _________________________ (signature) "" _____________ 20__

JOB DESCRIPTION
department head

1. GENERAL PROVISIONS

1.1. This job description defines functional responsibilities, the rights and responsibilities of the head (head) of the department (hereinafter referred to as the "Employee") in ________ (hereinafter referred to as the "Organization").
1.2. An employee is appointed to a position and dismissed from a position in accordance with the procedure established by the current labor legislation by order of the Head of the Organization.
1.3. The employee reports directly to __________________ Organization.
1.4. A person who has a higher professional (technical) education and at least 3 years of experience in engineering positions or a secondary vocational (technical) education and at least 5 years of experience in engineering positions is appointed to the position of an Employee.
1.5. The employee must know:
- resolutions, orders, orders and other guiding, methodological and regulations relating to the production and economic activities of the department;
- specifications and requirements for products manufactured by the department, the technology of its production;
- rules for the operation and organization of repair of department equipment;
- methods of technical, economic and production planning;
- Regulations on wages;
- fundamentals of economics, organization of production, labor and management;
- basics of labor legislation;
- internal labor regulations;
- rules on labor protection, industrial sanitation and fire safety.
1.6. During the period of temporary absence of the Employee, his duties are assigned to _____________________.
1.7. The Employee is subordinate to: _______________________________.

2. FUNCTIONAL RESPONSIBILITIES

Employee:
2.1. Manages the production and economic activities of the department. Ensures the fulfillment of planned tasks, preparation schedules Vehicle and transportation, efficient use of fixed and working capital.
2.2. Carries out work to improve the organization of production, its technology, mechanization and automation of production processes, prevention of defects and improving the quality of work, saving resources, certification and rationalization of jobs, using reserves to increase labor productivity, reduce labor intensity and production costs.
2.3. Organizes planning, accounting, compilation and timely reporting on production activities departments, work to improve labor rationing, generalization and dissemination of advanced techniques and methods of labor, development of rationalization and invention.
2.4. Ensures the technically correct operation of equipment and other fixed assets, compliance with their repair schedules, safe conditions labor.
2.5. Participates in the selection of personnel, its placement and appropriate use.
2.6. Monitors compliance by employees with the internal labor regulations, labor protection, industrial sanitation and fire safety rules.
2.6. Submits proposals for remuneration, promotion or imposition of penalties on employees.

3.1. The employee has the right:
- to provide him with work due to employment contract;
- to provide him with a workplace corresponding to the state regulatory requirements labor protection and conditions stipulated collective agreement;
- to provide him with complete and reliable information about working conditions and labor protection requirements at the workplace;
- on the vocational training, retraining and advanced training in the manner prescribed by Labor Code RF, others federal laws;
- to receive materials and documents related to their activities, to familiarize themselves with the draft decisions of the Organization's management relating to their activities;
- to interact with other departments of the Employer to resolve operational issues of their professional activity;
- submit proposals on the issues of their activities for consideration by their immediate supervisor.
3.2. The Employee has the right to demand from the Employer assistance in the performance of his duties.

4. RESPONSIBILITY

The employee is responsible for:
4.1. Failure to perform or improper performance of their duties under this job description - in accordance with applicable labor laws.
4.2. Violation of safety regulations and labor protection instructions.
4.3. Failure to take measures to suppress the identified violations of safety regulations, fire and other rules that pose a threat to the activities of the Organization and its employees.
4.4. Offenses committed during the period of its activities - in accordance with the current civil, administrative and criminal legislation.
4.5. Causing material damage - in accordance with applicable law.

5. WORKING CONDITIONS

5.1. The work schedule of the Employee is determined in accordance with the Internal Labor Regulations established by the Organization.
5.2. In connection with the production need, the Employee is obliged to travel to business trips(including local importance).

May 28, 2014 at 11:31 am

• Career in the IT industry

Don't value your place

Your position is not valuable in itself - your contribution to the cause is valuable while you are in this position. Clinging to a place, no matter what benefits it brings, is devastating to your personality and career.

You may feel lucky to have been made a leader. Luck comparable to winning the lottery, luck to grab and hold on to as soon as possible. This is an erroneous position: your boss is not an idiot, he chose you for this position for your qualities, and not by scientific poke. (If your boss is an idiot, this is also quite difficult to consider luck - get out of there as soon as possible). Your qualities are fickle, as are the circumstances outside, and the boss can just as well decide to remove you from this position.

There will be times when you will hate your chair and all those tedious and heavy duties that come with it. Your leadership position is just a stage in your life, just like any other. If your wife is pregnant, you will not hope that she is like another year or two with this cute tummy - on the contrary, you will make every effort to ensure that the pregnancy ends successfully and on time, no matter how long it may seem. It’s the same with work - no matter how pleasant the very fact of moving to a leadership position, trying to stay there for the sake of the fact itself is stupid, but trying to bring maximum benefit is right.

In turn, leaving a leadership position is not a disaster if you are sure that you did everything right. If you are the same standing specialist what they were - you will not be lost and will not lose.

Say how to do it, don't do it.

As head of a department, you are, of course, responsible for its efficient work. But it will be a big mistake to systematically ensure this efficiency by personal efforts.

Yes, most likely, you were chosen for the role of a leader because of your vast experience and skills. And now your task is not to apply these skills personally, but to make sure that as many of your employees as possible have them in the same volume.

The head of the transport department does not personally deliver customers to the bottling room directly to the fitting. He makes sure that the drivers Larionov and Kutko do not forget about their work.

The main mistake of the newly minted leader will be to do everything that is necessary and how it is necessary for his employees in silence. You really can and should apply your skills and experience to participate directly in difficult situations, but at the same time, first of all, the situation should be such that your employee has already failed and probably will not cope during the next attempt, and that is why you intervene. The employee must learn what exactly went wrong and how to detect it next time, as well as what needs to be done in such a situation and why, and what will be the result. Before his eyes, you must demonstrate this predictable result - only in this way is authority achieved.

In all other situations, believe that if you know exactly how to perform this or that ordinary operation in the best way, an employee can be assigned to perform it (if possible, without valuable instructions from you). He either copes or he doesn’t - and then you can prove yourself as a good boss, and not an ordinary employee.

People are not machines

It is especially common for IT people to treat others as if they were computers made of meat. The computer is designed so that when you give it the same program, it produces the same result. Guys in sweaters tend to expect the same from people, but a man - creature, living with its inconstancy (and if we didn’t have this property, personally you would still get your diapers dirty, and not read this article).

Your employees will misinterpret your instructions, show different working abilities on different days, get sick, quarrel, be lazy, change their occupation, mow down and not get enough sleep. These are living people, and this is the elemental base with which you will have to work in the near future. Ignoring these superpowers of people will not work - you will have to work directly with every fact of such manifestations, otherwise your department is under threat. Try to accept and, if possible, love this new aspect of your work.

It is you, and not someone else, who will have to deal with the personal problems of your employees, give or not give someone a day off, scold someone (personally, in the eyes) for jambs and shortcomings, praise someone (with all honesty people) for Good work, sort out quarrels and claims, set weekends and working days (as well as how long we work on December 31 - and whether we work at all), congratulate on birthdays and weddings, dismiss - in general, all personnel work now yours. Find out in advance how all these issues are resolved in your company. Think about whether these things were going well while you were not yet a leader - if something could be done better, then here it is, your chance to prove yourself. And don't expect people to be hammering away at their entire work routine for eight hours every day, even if you taught everyone how to do it. They will find a million reasons to do things differently.

To reduce the impact of the human factor on the work of your department, regularly think about automating routine operations.

Consider. Write it down. Store.

Your boss will be interested in how things are going, and you yourself too. Working in a leadership position will put your memory to the test - even if you are sure that it has not failed you before, now is the time to find backup options for storing facts.

A verbal agreement is not enough. Even if you talked to someone and you definitely agreed, and both of you remember exactly what you agreed on, still send an email with the exact wording that you were able to agree on. Be maniacally consistent with this technique, especially when talking to superiors. We talked - realized - email.

If you have thought about something important for yourself - send an email about the results to yourself. If an emergency happens, it will be correct if it is reflected in the relevant logs, bugtrackers, wikis, and so on. Well, or at least in the form of an email to yourself. And in general, start keeping a diary of your department - what happened over the past day, week, month, why it is important. In six months, you will thank yourself.

Sooner or later, you will be required to report - think about what numbers serve as indicators of your work, with the help of which indicators you can see the problems in the department. Like a person's temperature: if it is above 37 degrees, it means he is sick, if it is below 30 or above 42 - he died. Now think about what you can measure in your work to identify dangerous trends. Start collecting these numbers, even if no one is asking you to yet - it's better to be able to provide them than to sit on a sudden report all night with your pants on fire. Read what is KPI.

Yes, it is unpleasant, but the bureaucracy is now part of your job, your personal responsibility. Again, it can be laid on the shoulders of automation, if you yourself know well what and how to write and read. Spend a few hours automating to save yourself days. Some of these responsibilities can be assigned to your employees, but just think about how much bureaucracy you yourself would endure as an employee - and try your best not to exceed this threshold.

"Don't try to hit, but hit."

Whatever a good leader no matter how you dreamed of becoming, you are still as good as your department can tell you. Deeds matter, not intentions. No one is interested in what you wanted to do there, what you thought on sleepless nights, what trainings and seminars you attended, what book you read and videos you watched. Read at least everything in the world, but as long as you do nothing with your department or do something wrong, your work on yourself is equivalent to the root of minus one.

If fear is holding you back, remember that fear is not what is expected of you here. Everyone is scared, and you are the leader. And you decide. A solid solution is your staple on this site. You can make mistakes - and then the reporting system and the attentive attitude of management to you will not allow the mistake to cause too much damage. Over time, you will learn to look at the root of the reasons that led you to certain decisions, and develop right decisions systematically (even if you take them by flipping a coin).

But if you hesitate, hide problems, avoid solutions - you work against yourself and no one will help you.

That's all. I sincerely wish you good luck and prudence.