jobbbeskrivelser skrive jobbeskrivelser og eksempler, stillingsbeskrivelser, direktøransvar Jobbeskrivelser er vanligvis viktige for å administrere personer i organisasjoner. Jobbbeskrivelser kreves for rekruttering slik at du og søkerne kan forstå jobbrollen. Jobbeskrivelser er nødvendige for de fleste på jobb. En stillingsbeskrivelse definerer en persons rolle og ansvar. Uten en jobbbeskrivelse er det vanligvis svært vanskelig for en person å forplikte seg til, eller bli ansvarlig for, en rolle. Dette er spesielt så i store organisasjoner. Som ansatt kan du ha eller bli gitt mulighet til å ta ansvar for din stillingsbeskrivelse. Dette er bra. Det lar deg klargjøre forventningene med arbeidsgiver og sjef. Prosessen med å skrive jobbbeskrivelser er faktisk ganske enkelt og rett frem. Mange har en tendens til å starte med en liste med 20-30 oppgaver, noe som er greit som en start, men dette må raffineres til langt færre poeng, rundt 8-12 er det ideelle. Mindre organisasjoner krever vanligvis ansatte og ledere som dekker et bredere eller mer blandet ansvarsområde enn i større organisasjoner (for eksempel kan kontorlederrollen omfatte økonomisk, HR, lagerstyring, planlegging og andre oppgaver). Derfor kan jobbeskrivelser i mindre organisasjoner nødvendigvis inneholde et større antall oppført ansvar, kanskje 15-16. Uansett omstendighetene bør antall ansvarsområder ikke overstige dette, eller stillingsbeskrivelsen blir uhåndterlig og ineffektiv. Enhver jobbbeskrivelse som inneholder 20-30 oppgaver, er faktisk mer som en del av en operativ håndbok, som tjener en annen hensikt. Jobbbeskrivelser bør referere til driftshåndboken eller til avtalt prosedyre, i stedet for å inkludere detaljene i oppgavene i stillingsbeskrivelsen. Hvis du inkluderer oppgavedetaljer i en jobbeskrivelse, må du endre det når oppgavedetaljer endres, slik det ofte vil gjøre. Hva vil du heller endre, 100 stillingsbeskrivelser eller en operasjonsmanual Likeledes må lengre detaljer om helse - og sikkerhetsprosedyrer ikke inkluderes i en stillingsbeskrivelse. I stedet legg dem i en helse - og sikkerhetshåndbok, og så bare henvis til dette i stillingsbeskrivelsen. Når du endrer helse - og sikkerhetsprosedyren, vil du heller endre 100 stillingsbeskrivelser eller bare en helse - og sikkerhetshåndbok. En nyttig prosess for å raffinere og skrive jobbbeskrivelser ansvar i færre punkter og (ansvar i stedet for individuelle oppgaver) er å gruppere mange individuelle oppgaver i hovedansvarlige områder, for eksempel listen nedenfor (ikke alle vil gjelde for en enkelt rolle). Fet type indikerer at disse ansvarsområdene normalt vil fungere i de fleste stillingsbeskrivelser: Fet type indikerer at disse ansvarsområdene normalt vil fungere i de fleste stillingsbeskrivelser: kommunikasjon (i forhold til hvem, hva, hvordan - og dette gjelder alle under) planlegging og organisere (av hva ..) administrere informasjon eller generell administrasjon støtte (av hva ..) overvåking og rapportering (av hva ..) evaluering og beslutningstaking (av hva ..) finansiell budsjettering og kontroll (av hva ..) produsere ting (hva ..) vedlikeholdsparting ting (hva ..) kvalitetskontroll (for produksjon roller normalt et eget ansvar ellers dette er vanligvis innarbeidet i andre relevante ansvar) (av hva ..) helse og sikkerhet (normalt samme punkt for alle jobbbeskrivelser av en gitt personellklasse) ved hjelp av utstyr og systemer (hva ..) skape og utvikle ting (hva ..) selvutvikling (normalt det samme punktet for alle stillingsbeskrivelser av en gitt personellgrad e) pluss eventuelle ansvarsforhold for annet personale, hvis det er aktuelt, typisk: rekruttering (av direkte rapporteringspersonell) vurdering av (direkte rapporteringspersonell) opplæring (direkte rapporteringspersonale) ledelse (direkte rapporteringspersonale) Seniorroller vil inneholde flere utøvende aspekter: utvikle politisk plikt til omsorg og samfunnsansvar formulering av retning og strategi Du vil finne at du kan koble de fleste oppgavene til din (først og fremst svært lange) liste i en liste over langt færre (men likevel spesifikke) ansvarsområder i henhold til eksemplene ovenfor. av typiske jobbbeskrivelsesaktivitetsområder. Selvfølgelig påvirker myndighetsnivået omfanget av ansvaret i stillingsbeskrivelsen for å bestemme strategi, beslutningsprosesser, styre andre mennesker og for ledende roller, bestemme retning, policy og levere bedriftens prestasjoner. Når det er mulig, referer detaljene til standarder og prosess til din driftshåndbok eller avtalt prosedyre eller avtalte standarder, i stedet for å la jobben beskrivelsen bli en slags driftshåndbok. Hvis sjefen eller arbeidsgiveren ber deg om å detaljere oppgavene dine i lengden i en stillingsbeskrivelse, oppfordrer deg til å organisere denne detaljnivået i en operativ håndbok - det vil spare mye tid. Å skrive eller omskrive en stillingsbeskrivelse er en god mulighet til å ramme rollen som du liker den, samt reflektere hvordan det er for øyeblikket, så prøv å tenke utenom den vanlige måten å tenke på, og hvis dette er vanskelig, søk etter Innspill av noen som er mindre nær ting. Jobbeskrivelser er viktige Jobbbeskrivelser forbedrer organisasjonens evne til å styre folk og roller på følgende måter: klargjør arbeidsgiverens forventninger til arbeidstaker gir grunnlag for å måle jobbprestasjon gir tydelig beskrivelse av rolle for jobbkandidater gir en struktur og disiplin for bedriften å forstå og strukturere alle jobber og sikre nødvendige aktiviteter, plikter og ansvar er dekket av en jobb eller en annen gir kontinuitet i rolleparametere uansett lederens tolkning, gjør det mulig å strukturere lønns - og klassesystemer rett og logisk, forhindrer vilkårlig tolkning av rolleinnhold og begrensning av ansatt og arbeidsgiver og leder essensielt referanseværktøy i saker av arbeidstaker-tvist essensielt referanseverktøy for disiplinproblemer gir viktige referansepunkter for opplærings - og utviklingsområder gir nøytrale og objektive (i motsetning til subjektive eller vilkårlig) referansepunkter for vurdering, ytelse revi ews og counseling gjør det mulig å formulere ferdighetssett og oppføringsoppsett krav per rolle gjør det mulig for organisasjonen å strukturere og styre roller på en ensartet måte, og dermed øke effektiviteten og effektiviteten av rekruttering, opplæring og utvikling, organisasjonsstruktur, arbeidsflyt og aktiviteter, kundeservice, osv. gjør det mulig å ta i betraktning fakta (i motsetning til instinktiv) av ansatte og ledere i karriereprogresjon og oppfølgingsplanlegging. (Listen er ikke uttømmende.) Her finner du jobbbeskrivelser, struktur og mal, og eksempler på ulike stillingsbeskrivelser. Også mal og prøvepersonprofil, nødvendig når du rekrutterer. Vær veldig forsiktig med å overholde relevant ansettelse en diskrimineringslov når du oppretter jobbeskrivelser, jobbannonser og personprofiler. I Storbritannia betyr dette at du ikke må spesifisere en preferanse etter kjønn, rase, trosretning, religion eller fysisk evne. Hvis du finner deg selv å skrive en stillingsbeskrivelse med en forspenning i noen av disse områdene, bør du spørre deg selv hvorfor, siden ingen kan rettferdiggjøres. I Storbritannia har selskapets styremedlemmer personlig ansvar for virksomhetene i deres organisasjoner bortsett fra deres funksjonelle ansvar, og uten tvil skal denne ansvarligheten inkluderes på en eller annen måte i en styremedlemsbeskrivelse. Klarhet er viktig. Mennesker og arbeidsgivere må ha en klar, gjensidig avtale om forventningene til jobben, og stillingsbeskrivelsen er et nøkkelinstrument hvor dette oppnås. Når det er sagt, jobbeskrivelser er ikke driftshåndbøker. Jeg gjentar, holder beskrivelsen av plikter konsistent og fri for detaljerte drifts - eller behandlingsinstruksjoner. Om nødvendig, se dette er et uttrykk som i henhold til selskapets prosedyrer, eller i henhold til bruksanvisningen for brukermanualen etc. Ved å henvise til snarere enn å inkludere spesifikke driftsstandarder eller prosesser, unngår hovedpinen for å oppdatere alle jobbbeskrivelsene når prosedyrene endres. jobbbeskrivelse mal Jobbtittel Basert på (Forretningsenhet, Seksjon - hvis aktuelt) Posisjonsrapporter til (Linjelederens tittel, plassering og Funksjonsleder, plassering hvis matrisestyringsstruktur) Jobformål Sammendrag (ideelt sett en setning) Hovedansvar og ansvar, ( eller plikter. 8-15 nummererte punkter) DimensjonerTerritoryScopeSkalaindikatorer (de områdene som ansvarsområder utvides og omfanget av ansvar - ansatte, kunder, territorium, produkter, utstyr, lokaler osv.) Dato og andre relevante interne referanser For ledende stillingsbeskrivelser er det nyttig å bryte sentrale ansvarsområder i seksjoner som dekker funksjonelle, ledelsesmessige og organisatoriske områder. Den vanskeligste delen er nøkkelansvar og ansvarsområder. Store organisasjoner har generiske versjoner for de mest vanlige organisatoriske roller - så ikke gjenoppfinne hjulet hvis noe som allerede er egnet. Hvis du må opprette en jobbeskrivelse fra grunnen av, bruk denne metoden for å produsere 8-15 ansvar: Legg ned på en helt tilfeldig måte alle aspekter av jobben. Tenk på: prosesser, planlegging, gjennomføring, overvåkning, rapportering, kommunikasjon, styring av folkeslagsaktiviteter, informasjon om informasjon, utdata, kommunikasjonstid. Deretter kombinerer og utvikler den tilfeldige samlingen av ideer til et sett av hovedansvar. (En junior stilling vil ikke trenge mer enn 8. En eldre man kan trenge 15.) Rangere dem omtrent i rekkefølge av betydning. Ha noen som vet eller har gjort jobben, velg listen og endre etter behov. Kontroller at alt på listen er oppriktig viktig og oppnåelig. Ikke sett mål i en stillingsbeskrivelse. Mål er en bevegelig utgang over hvilken du trenger fleksibel kontroll. Ikke sett må oppnå salgsmål i en stillingsbeskrivelse. Dette er en ren produksjon og beskriver ikke jobben. Stillingsbeskrivelsen må beskrive aktivitetene som kreves for å sikre at målet blir oppfylt. Ikke ha som et av hovedansvarene og alt annet som lederen ønsker. Det er ikke rettferdig, og ingen er noensinne forpliktet til eller ansvarlig for en slik ting. Jobbbeskrivelse eksempel 1: Jobbbeskrivelse - SNP Co Ltd Tittel. Salgs - og markedsføringsrapporter til: Salgs - og markedsdirektør, Newtown. Basert på: Sparkly New Products Co Ltd, Technology House, Newtown. For å planlegge og gjennomføre direkte markedsførings - og salgsaktiviteter, for å opprettholde og utvikle salg av SNPs, ABC-maskiner spenner seg til britiske hovedkontoer og spesifikatorer, i samsvar med avtalte forretningsplaner. Viktige ansvarsområder og ansvar: Opprettholde og utvikle en datastyrt kunde - og prospektdatabase. Planlegg og gjennomfør direkte markedsføringsaktiviteter (hovedsakelig direkte post) til avtalt budsjetter, salgsvolum, verdier, produktmiks og tidsrammer. Utvikle ideer og skape tilbud for direktemelding og markedsføring til store kontoer etter hovedmarkedssektoren og SNPs ABC-produkter. Svar på og følg opp salgsforespørsler via post, telefon og personlige besøk. Opprettholde og utvikle eksisterende og nye kunder gjennom planlagt individuell kontosupport og kontakt med internt bestillingspersonell. Overvåk og rapporter om aktiviteter og gi relevant ledelsesinformasjon. Utfør markedsundersøkelser, konkurrenter og kundeundersøkelser. Opprettholde og rapportere om utstyr og programvare egnethet for direkte markedsføring og salg rapporteringsformål. Forbind og delta på møter med andre bedriftsfunksjoner som er nødvendige for å utføre oppgaver og støtte forretningsvirksomhet og organisasjonsutvikling. Administrer ekstern markedsføring byrå aktiviteter av telemarketing og forskning. Delta i trening og å utvikle relevant kunnskap og ferdigheter. Skala og territorium indikatorer: Kjerne produktspekter av fire ABC-maskiner prisklasse pound50 til pound250. Målsektorer: Alle større flersidige organisasjoner har mer enn 1000 ansatte. Prospect database ca.10.000 hovedkontorer for store organisasjoner. Kundebase av ca 150 store organisasjoner. Typisk kontoverdi pund20-50k pa. Total personlig inntektsansvarlig potensiell pund4,5m. Territory: UK. (dato og referanse) Flere stillingsbeskrivelser Typiske ansvarsområder er oppført ved foten av denne siden. Hvis du rekrutterer for å fylle en rolle, er det viktig å formulere en personprofil for å hjelpe med jobberannonsering som psykometrisk profilering, kortlasting av intervjuepunkter for vurdering og sluttvalg. Personlig profilmal: Personlighet Personlig situasjon Spesifikk jobbferdigheter Datamaskinfaglighet Litteratur og tallrikskap Kommersiell kompetansehåndteringsevne Et eksempel er vist her for rollen ovenfor: Prøvepersonprofil Personprofil - Salg og markedsføring Executive Personality: Selvdrevet, resultatorientert med et positivt utsikter, og et klart fokus på høy kvalitet og forretningsresultat. En naturlig fremtidsplanlegger som kritisk vurderer egen ytelse. Eldre, troverdige og komfortable i å håndtere eldre store selskapsledere. Pålitelig, tolerant og bestemt. Empatisk kommunikator, i stand til å se ting fra de andre personers synspunkt. Godt presentert og forretningsmessig. Tilstrekkelig mobil og fleksibel til å reise opp til noen dager i måneden i Storbritannia. Keen for ny erfaring, ansvar og ansvar. Kan komme videre med andre og være en lagspiller. Personlig situasjon: Må være moden og innenlands sikker. Kunne tilbringe en eller to netter borte i måneden uten å forstyrre den innenlandske situasjonen. Kunne pendle pålitelig til kontorbase. Kunne arbeide lengre timer ved anledninger når det kreves. Kan være økonomisk, men ikke desperat eller i alvorlig gjeld. Må ha rent eller nært rent førerkort. Spesifikk jobbferdigheter: Kan kommunisere og motivere via skriftlig media. Forstå prinsippene om markedsøkonomi og reklame kostnadseffektivitet, inkludert markedsområdemålretting, produkttilbudsutvikling, funksjoner-fordeler-løsninger som selger, kostnad per svar, kostnad per konvertering, etc. Godtgjør behovet for konsistens innen companys merkevarebygging og markedsføringsmiks, spesielt PR og Internett. Erfaring med å administrere markedsføringsvirksomhet aktiviteter nyttig. Datakompetanse: Må være adept i bruk av MS Office 2000 eller senere, spesielt Excel og Word, og helst Access eller lignende database til grunnnivå, Internett og e-post. Literacy and Numeracy: Kunne forstå fortjeneste og tap beregninger og grunnleggende business finance, for eksempel bruttomargin prosenter og beregninger, avskrivninger, kapital og inntekter utgifter, kontantstrøm, overhead, osv. Må være en svært kompetent forfatter av forretningsbrev, sitater og forslag. Forretnings - og salgsferdigheter. Må være et utmerket ansikt til ansikt og telefonkommunikator. Kunne vise suksess og erfaring med å administrere store kundekontoer og store kontrakter eller til og med en bedrift, spesielt for å oppnå ekte salgsutvikling. Ideell bakgrunn ville være i forretningsstøttetjenester erfaring med vaskerom og kontraktrengjøringsindustrien ville være spesielt nyttig. Erfaring med anbud vil også være nyttig. Ledelsesevne: Selv om internt ledelse ikke i utgangspunktet er en del av jobben, kan ansvar og muligheter øke med utvikling av virksomheten, for eksempel muligheten til å rekruttere og administrere kundeservice. Noen mennesker-ledelse ferdigheter, erfaring og naturlig evne vil være nyttig. tips om å skape, introdusere og godta jobbbeskrivelser Det finnes flere måter å nærme seg behovet for nye eller oppdaterte stillingsbeskrivelser i en organisasjon eller avdeling, og disse metodene kan også oppnå andre nyttige fordeler. Verkstedmetoden er spesielt effektiv og tidsbesparende. Workshop (se delene på workshops en brainstorming) - folk brainstorm og utkast jobben beskrivelser i par eller tre - ideer deles, beste formater avtalt og toppledelsen er i stand til å delta, veilede og godkjenne. Denne prosessen for å skape eller revidere stillingsbeskrivelser er også veldig god for å skape en følelse av ansvar og ansvar, og for å klargjøre gjensidig forståelse og forventninger. Kaskade en grunnleggende tom mal ned gjennom personalet, og be om at hver medarbeider skal utarbeide det de tror er det egen JD, og for hver person å midlertidig godkjenne JD med deres linjessjef. Disse utkastene kommer da tilbake til senter for gjennomgang, justering og gjenutstedelse. Fremmer også nyttig diskusjon og avklaring av forventninger mellom medarbeiderne og deres ledere. Utkast til foreløpige generiske formater i sentrum - deretter kaskade gjennom ansatte via linjeledere for kommentarer, mellom ansatte og linjeledere. Generelle poeng ved å opprette eller oppdatere stillingsbeskrivelser: Hvor du har en rekke lignende jobbfunksjoner, kan du prøve å begrense de viktigste jobbbeskrivelsestypene så lite som mulig. Reflektere jobbforskjeller i myndighetsnivå, anciennitet og skala mm, i parametere delen av hovedjobbbeskrivelsen. Oppfordre linjeledere til å holde egne workshops møter for å komme til felles beste ideer og konsensus. Din fagforening (er) kan være i stand til å hjelpe med noen generiske jobbbeskrivelsesprøver. Det er også verdt å spørre store partnerekunderorganisasjoner hvis de kan vise deg tilsvarende stillingsbeskrivelser, hvor de har lignende jobber. direktøransvar, samfunnsansvar og stillingsbeskrivelser Det er muligens noen spesielle aspekter ved en selskapsdirektørrolle som bør gjenspeiles i stillingsbeskrivelser bortsett fra normale funksjonelle oppgaver eller arbeidsoppgaver. Dette skyldes ikke minst at styremedlemmer er personlig ansvarlige for bedriftsvirksomhet, og det er også ansvar for alle direktører, i tillegg til deres vanlige funksjonelle ansvar, at spørsmål om etikk, moral, lovlighet, sikkerhet, omsorgstjeneste etc. Hvordan du tar disse aspektene inn i styremedlemmer jobben beskrivelser (og logisk inn i styremessige vurderinger) er et spørsmål om tolkning og politikk. En fangst-all setning er et alternativ, for eksempel: Utfør ansvaret til en bedriftsleder i henhold til lovlige og etiske standarder, som referert i. (Uansett direktørpolitikk og standarddokument du kan bruke). Andor med voksende betydning, for eksempel: Opprettholde, bevare og fremme organisasjonens verdier og filosofi knyttet spesielt til etikk, integritet, samfunnsansvar, sosialt ansvar, Fair Trade, etc. som referert i. (Uansett organisasjonsverdier og filosofiske standarder dokumenterer du kanskje bruk). Men i denne moderne tidsalder er det et økende behov for organisasjoner å være mer spesifikt om hva alt dette betyr for regissører. De fleste om ikke alle de store bedriftskandaler de siste tider kan tilskrives på en eller annen måte til styremedlemmer som forsømmer eller er uvitende om deres ansvar for noen mindre åpenbare men viktige områder av etikk, integritet, moral og organisatorisk ansvar. Når slike ansvarsområder er tydelig fremhevet, og vurderingen av styremedlemmernes prestasjoner tilstrekkelig gjennomsiktig, er organisasjoner langt mindre åpne for risiko for bedriftsskandal, bedrageri og andre katastrofer. I tillegg vokser ansatte og kunder stadig mer oppmerksomme og krevende av selskapers ytelse i disse ikke-økonomiske menneskene og planetområdene, og den økende synligheten av bedriftskultur og atferd gjennom utvikling av moderne kommunikasjon og fenomener som blogging vokser hvert år . Det er få bedriftshemmeligheter lenger - nesten alle har tilgang til nesten alt. Snart blir det ingen forretningshemmeligheter i det hele tatt. Det er derfor fornuftig for alle organisasjoner å vurdere og forbedre sin egen stilling i forhold til bedriftsansvar, før verden i stor grad gjør det for dem. Regjeringens ansvar, deres relative betydning og hvordan de formes, i de ikke-funksjonelle områdene (etikk, miljø, mennesker, planeten, samfunnet osv.) Reflekterer naturligvis selskapets filosofi for den aktuelle organisasjonen, og dette er mekanismen ved hvilken forandring og forbedring kan gjøres. Organisasjonen må med andre ord ha en tydelig uttalte stilling (hvorfra kultur og ånd - filosofien - i selskapet) som tydelig forklarer den relative prioriteten innenfor organisatoriske mål med ansvar for ansatte, kunder, aksjonærer, fellesskap, miljø , etc. og også betydningen av moral og etikk innenfor organisatorisk etos. Disse kritiske ikke-funksjonelle menneskelighet og planetansvar stammer fra filosofien øverst i organisasjonen, ikke PR-avdelingen. Bedriftsansvar (eller hvilken beskrivelse du pleier å bruke) er et utfordrende og flytende emne, omgitt av mye debatt, preget av ulike konvergerende perspektiver, særlig Triple Bottom Line (Profit People Planet), etikk og integritet, CSR (Corporate Social Responsibility - forkortet rett og slett til Corporate Responsibility), bærekraft, Fair Trade, etc. Tolkning av alt dette og skape en fungerende plattform for alt innen en organisasjon er ansvarlig for administrerende direktør (eller tilsvarende). I en institusjonell ikke-for-profit organisasjon vil forvalterne eller guvernørene i siste instans bære boksen for alvorlige feil. I en klubb vil det være komiteens medlemmer. Boken stopper alltid et sted, og hvis det er med deg, må du sjekke at ansvaret og oppdraget ditt tilstrekkelig reflekterer din ansvarlighet. I konvensjonelle profittdrevne selskaper ligger ansvaret hos direktørene, og det er derfor ledere stillingsbeskrivelser må stave ut disse ansvarene - i hvilken grad organisasjonen (konsernsjefen typisk) anser det som passende. Midtforvaltere som prøver å fornemme seg for det hele og lurer på hvordan man bruker det til strategisk planlegging og beslutningsprosesser, vil finne det vanskelig å fylle et vakuum i dette området, en som ofte er tilfelle. Standard bedriftens filosofi er vanligvis profitt alene, uten ekte referanse til humanitære og planetariske problemer, som til slutt er en oppskrift på katastrofe. Jo større selskap og dets potensielle forpliktelser, desto større er katastrofen når og hvis det oppstår. Kjemikalier, helsetjenester, transport, bilindustrien, legemidler, finansielle tjenester, mat og drikke, forbrukerteknologi og tobakksprodukter er åpenbare eksempler på høyansvarlige næringer, som hver har produsert ved en rekke massive bedrifters virksomhet de siste årene, og disse vil ikke være den siste. Styrere (og dermed ledere og alle andre ansatte) trenger en bredere og mer subtil referanseramme enn profitt alene for å muliggjøre og oppmuntre dem til å planlegge, lede, håndtere og handle på en mer inkluderende og filosofisk akseptabel måte enn bare å fokusere på fortjeneste eller kostnader. Aksjeeierens avkastning (eller økonomisk ytelse) er avgjørende selvfølgelig, men det må aldri være det eneste målet. Med hensyn til de mer enkle problemene (sikkerhet, lovlig etc), i Storbritannia kan ulike organer bidra til å bestemme det tradisjonelle regissøransvaret. Instituttets styre produserer spesifikke retningslinjer for ansvar for styremedlemmer (iod). Andre mulige innspillskilder fra ulike perspektiver: ACAS - Rådgivende, Forliksbehandling og voldgiftstjeneste (acas. co. uk), Offentlige avdelinger og deres nettsteder (for eksempel gov. uk). Jeg nevner disse fordi de gir et visst nivå av råd gratis. Hvis du er ny på HR - eller personellrollen, må du kontrollere om organisasjonen din (eller for eksempel morselskapet) har bedriftsmedlemskap til IOD, CIPD, etc. eller beholder tjenester fra en spesialist rådgivende rådgivning. Du trenger hjelp til å tolke et passende svar på disse nye utfordringene, både i å overtale seniorer at disse er betydelige problemer, ikke bare en PR-sak eller en overgangsstreng, og også å formulere en praktisk og relevant tilnærming til det hele. Når det gjelder bedriftsansvar i en sannere bredere forstand (mennesker, planet, etikk, osv.) Er standarder og referanseverter fortsatt flytende - det er vanskelig å måle fordelene med disse tingene, derfor tar de lang tid å bli akseptert og vedtatt ( som avskaffelse av slaveri, stemmer for kvinner, osv.). Men det betyr ikke at du ikke kan ta ledelsen og formulere dine egne standarder. Organisasjoner som forsøker å legge til rette for etiske og humanitære standarder og praksis, vil i økende grad være leverandører og arbeidsgivere av valg for alle rettferdige mennesker. Organisasjoner som ikke klarer å håndtere disse viktige spørsmålene om etikk, menneskehet, sosial og miljømessig ansvar etc., og som ikke reflekterer disse ansvarene i regissørene (og dermed alle andre ansattes) ansvar, tar noen store farer, mens de organisasjonene som omfavner og Vedta disse høyereordensverdiene vil nesten uunngåelig skape for seg en mer bærekraftig fremtid. jobbeskrivelse prøver Her er noen typiske stillingsbeskrivelser ansvar for andre roller. Vær oppmerksom på at disse ansvarslister ikke utgjør fulle jobbbeskrivelser, du må legge til ansvar for å reflektere din egen organisasjonssituasjon, og deretter legge til de andre stillingselementene beskrevet ovenfor, dvs. rapportene til, basert på, jobbformål og skalaindikatorer . Jeg anbefaler alltid sterkt å bygge dine egne jobbbeskrivelser på grunn av behovet for å ha noe som passer til dine egne krav. Jobtitler er veldig vage - særlig roller knyttet til kundeservice, og hvilken som helst rolle med grensesnitt over organisasjonen og eller eksternt - Funksjonene og beskrivelsene betyr forskjellige ting for forskjellige bedrifter, og det er så enkelt å gjøre feil forutsetninger ved å bruke noen andre standarder. Begynn med å tenke på hva du egentlig vil ha rollen å gjøre for din organisasjon, ikke hva rollen kan gjøre for andre selskaper. typisk jobbbeskrivelse plikter eksempler import og eksport administratormanager - typisk jobbbeskrivelse plikter Importexport manager eller administrator jobb er potensielt en stor en som dekker et bredt spekter av ansvar. I tillegg varierer importexport manageradministrator jobbeskrivelser i henhold til land, lokale importexportlover og prosedyrer, og rollen som kreves i organisasjonen, hvor rollen kan legge vekt på noen eller alle følgende aspekter: salg, kjøp og kjøp, økonomi, juridisk, administrasjon. Det er altfor mange plikter her for en enkelt jobbbeskrivelse velg oppgaver fra eksemplene nedenfor for å lage en jobbeskrivelse som passer til din egen situasjon. Behandle bevegelsen av produktspesifikasjonsmaterialer i eller utenfor landet i samsvar med organisasjonspolitikk og - prosedyre, og å overholde relevant lokal, land og internasjonal lov og prosess. Administrer nødvendig dokumentasjon og elektroniske skjemaer for effektiv, kostnadseffektiv og lovlig utførelse av alle importexportaktiviteter. Opprettholde og dele med kollegaer etter behov, personlig kjennskap til all relevant importexport lov og prosedyrer takster og plikter lisenser og begrensninger. Administrer finansielle og valuta prosesser og transaksjoner i samsvar med politikk og lov, og for å optimalisere kostnadseffektiviteten av aktiviteter. Kommunisere med eksport og import og tilhørende myndigheter, og kunder og leverandører, i alle relevante områder og land, for å sikre effektive, positive og lovlige relasjoner, støtte og aktiviteter. Forutse, undersøke og rapportere om fremtidige endringer i importexportlover og i relevant lokal territoriumspraksis, og sørg for at slik kunnskap inngår i planleggingen av instituttets egen strategi, ressurser og prosedyrer. Planlegge og implementere importexportstrategi og aktiviteter i samsvar med overordnede mål og krav til organisasjonen. Administrer alle ansatte rapportering til stillingen for effektivt å rekruttere, trene, evaluere, motivere, delegere og overvåke deres aktiviteter. Forbind med andre avdelinger for å etablere og opprettholde effektive og relevante eksportimportaktiviteter og støtte i forhold til organisasjonene salg, innkjøp, materialstyring, produksjon og generelle driftsfunksjoner. Følg lokale og eksternt relevante helse - og sikkerhetslover og retningslinjer. Bruk personlig vurdering og initiativ til å utvikle effektive og konstruktive løsninger på utfordringer og hindringer i importexportaktivitet og - prosedyrer. Overvåk, registrer, analyser og rapporter om aktiviteter, trender, resultater og anbefalinger knyttet til importexportaktiviteter. Manageliaise med lager kontroll, lager og distribusjon aktiviteter påvirket av eller avhengig av importexport aktiviteter. Behandle og vedlikeholde effektive og lovlige forsikringsbestemmelser knyttet til importexportaktiviteter. Opprettholde personlig evne i og hensiktsmessig bruk av alle relevante IKT (Informasjonsformidling Kommunikasjonsteknologi) og andre systemer innen importeksportfunksjonen. Forbered og send relevant administrasjon på en rettidig og nøyaktig måte, for eksempel: leveringsplaner kredittkort ECGD dokumenter kreditt kontrollmekanismer lisenser erklæringer pakking, ruting, transport og sikkerhetsdokumentasjon. Undersøk, planlegg og implementere strategisk effektive og relevante transportmetoder, som optimalt oppfyller behovene til organisasjonen og dets leverandører og kunder. Planlegg og administrer oversjøisk salg gjennom distributører og andre relevante salgssteder. Planlegg og administrer effektiv og nødvendig konvertering av vekter, størrelser, verdier og kvalitetsstandarder mellom import og eksport av systemer og territorier. Behandle språklige og kommunikasjonske oversettelsesproblemer og aktiviteter som nødvendig for å muliggjøre effektive relasjoner, distribusjon og integrering av importert eksportert materiale, produkt, utstyr i leverandørkjeden til importør og eksportør (for eksempel håndteringsanvisninger, bruksanvisninger, produktopplæring, osv.). Forhandle kontrakter om salgssalg og administrere forny, gjennomgå kontrakter etter behov for å muliggjøre effektive handels-, operasjons - og kundeserviceforhold. Forretningsutvikling Managerexecutivedirector - Typisk jobbbeskrivelse Oppdragsutviklingens jobbtittel kan bety forskjellige ting. Noen organisasjoner refererer til salgs - og kontoadministrasjonsjobber som forretningsutvikling, i så fall referer til arbeidsgiverbeskrivelsen nedenfor. Bedriftsutviklingsjobbbeskrivelsen - og spesielt omfanget av strategisk og myndighetsansvar - avhenger av hvem rollen rapporterer til, og omfanget av og kompleksiteten i virksomheten (markeder, produkttjenester, territorium osv.) Skal utvikles. This is an example of typical responsibilities of a senior business development role, or business development director: Market and technology research Formulation of strategy Distribution channel analysis and development New product development planning and management Technology transfer, licensing, partnerships assessment and development Marketing and advertising and promotion planning Sales organisation planning and development Importexport development Business planning Launch and implementation If the business development job has direct-reporting staff then the above would tend to be managed via others, and the role would include people-management, recruitment, motivation, training and development staffing responsibilities Appropriate Administration, budgeting, monitoring, reporting, communication and liaison. Health and safety adherence Self-development and continuing personal development (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). account managersales person - typical job description duties The account manager or sales-person job has many variations. These are the typical responsibilities of a modern office-based or field-based salesperson. This list is probably too long for a normal job description - it includes similar variations of individual responsibilities which you can select as appropriate. Plan and prioritise personal sales activities and customerprospect contact towards achieving agreed business aims, including costs and sales - especially managing personal time and productivity. Plan and manage personal business portfolioterritorybusiness according to an agreed market development strategy. Manage productservice mix, pricing and margins according to agreed aims. Maintain and develop existing and new customers through appropriate propositions and ethical sales methods, and relevant internal liaison, to optimise quality of service, business growth, and customer and satisfaction. Use customer and prospect contact activities tools and systems, and update relevant information held in these systems. Plancarry outsupport local marketing activities to agreed budgets and timescales, and integrate personal sales efforts with other organized marketing activities, e. g. product launches, promotions, advertising, exhibitions and telemarketing. Respond to and follow up sales enquiries using appropriate methods. Monitor and report on market and competitor activities and provide relevant reports and information. Record, analyse, report and administer according to systems and requirements. Communicate, liaise, and negotiate internally and externally using appropriate methods to facilitate the development of profitable business and sustainable relationships. Attend and present at external customer meetings and internal meetings with other company functions necessary to perform duties and aid business development. Attend training and to develop relevant knowledge, techniques and skills. Adhere to health and safety policy, and other requirements relating to care of equipment. administrative assistant - typical job description duties An administrative assistant job description varies according to the role and organization. Use this outline as a basis to create a job description that is relevant to your own situation. Type and word-process various documents and electronic information. Create financial and statistical tools and reports using spreadsheets. Manage, organise, and update relevant data using database applications. Communicate and provide information by relevant methods internally and externally to assist and enable organizational operations and effective service to connecting groups. Analyse and interpret financial statistics and other data and produce relevant reports. Interpret instructions and issues arising, and then implement actions according to administrative policies and procedures. Research and investigate information to enable strategic decision-making by others. Arrange and participate in meetings, conferences, and project team activities. Approve decisions, requests, expenditure and recommendations on behalf of senior people in their absence, according to agreed guidelines and policies. Adhere to stated policies and procedures relating to health and safety, and quality management. Adhere to procedures relating to the proper use and care of equipment and materials for which the role has responsibility. switchboard operatorreceptionist - typical job description duties Job purpose outline (example): The primary objective of the Switchboard Operator is to answer a multi-line switchboard quickly (ideally within 3 ring cycles) and direct calls to their destination without delay. Greeting customers, answering questions, announcing calls or providing directions are secondary objectives. The key to the role is in always providing the primary objective whilst delivering the secondary objectives wherever possible but always in such a way that positively affects the customers perception or callvisit experience. Outline duties: Answer a high volume of calls and maintain a rapid response rate according to agreed standards. Log information on calls received, where required and maintain detailed and accurate records. Maintain and update continuously, by local knowledge and by local means, a log of the availability of staff likely to receive inbound calls. File data and perform other routine clerical tasks as assigned and for other departments as needed. Order and maintain relevant office supplies for effectiveness of personal duties. Operate a variety of standard office machines, including a personal computer and a variety of computer software, phone, fax, calculator, shredding machine and photocopy machine. Communicate and liaise verbally and in writing between customerssuppliersvisitorsenquirers and relevant staff, and interpret and respond clearly and effectively to spoken requests over the phone or in person, and to verbal or written instructions. Establish and maintain effective working relationships with co-workers, supervisors and the general public. Perform reception duties in and efficient, professional and courteous manner. Maintain regular consistent and professional attendance, punctuality, personal appearance, and adherence to relevant health amp safety procedures. Pursue personal development of skills and knowledge necessary for the effective performance of the role. health and safety managerdirector - typical job description duties Adjust and refine these core responsibilities for the health and safety function to fit your organization context and the authority of the role. These responsibilities typically reflect a directors responsibilities and so need developing into more specific duties to form a relevant health and safety managers job description relevant to your own situation. Establish, manage and monitor standards, processes, communications, training and systems to ensure: Existence and awareness of a suitable and relevant health and safety policy. A safe workplace without risk to health. Safe plant and machinery, and safe movement, storage and use of articles and substances. Adequate provision of first-aid and welfare facilities and support. Provision of suitable and current information and supervision concerning health and safety policies and practices. Proper and timely assessment of risks to health and safety, and implementation of measures and arrangements identified as necessary from the assessments. Provision of emergency procedures, first-aid facilities, safety signs, relevant protective clothing and equipment, and incident reporting to the relevant authorities. Liaison as necessary with other organizations and relevant authorities, and assistance and cooperation concerning audits and remedial actions. The workplace satisfies health, safety and welfare requirements for ventilation, temperature, lighting, sanitary, washing and rest facilities. Prevention and precautions against, or adequate control of, exposure to hazardous substances, and danger from flammable, explosive, electrical, noise, radiation and manual handling risks. Surveillance and reporting on health and safety practices and systems. Recruitment, selection, management and development of health and safety direct-reporting staff. (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). shop or retailwholesale store manager - typical job description duties Depends on the level of commercial and managerial authority and responsibility, but could include potentially these points: Manage and motivate staff, recruit staff, train and develop staff, according to company policies and employment laws, and ensure relevant HR procedures are followed (appraisals, discipline, grievance, etc). Plan, forecast, report on sales, costs and business performance, according to company requirements. Plan and implement advertising and promotional strategy and activities. Manage cash and payment systems in accordance with company procedures and policies, at all times with staff and customer safety as the uppermost priority. Plan and implement shop merchandising, layout and customer traffic flow so as to maximise sales, customer satisfaction, appearance, image and ergonomics for customers. Manage selling and customer service activities and staff competence in these areas, so as to optimise and sustain sales performance, profitability and customer satisfaction. Manage costs and overheads, and all factors affecting the profitable performance of the shop. Liaise with external agencies and authorities as necessary (advertising, PR, recruitment, training, fire services, police, local council, health and safety inspectors, etc). Liaise with and utilise support from suppliers, merchandisers and other partners as required. Manage, maintain and report as necessary all merchandise and non-merchandise stock. Manage upkeep and condition of all equipment, fixtures and fabric of shop premises. Manage health and safety, security, and emergency systems, capabilities and staff and customer awareness, according to company policy and relevant law. Seek and continuously develop knowledge and information about competitor activity, pricing and tactics, and communicate this to relevant departments in the Company. Manage and maintain effectiveness of IT and other essential in-store systems. Attend meetings and contribute to company strategy and policy-making as required. Develop personal skills and capability through on-going training, as provided by the company or elsewhere subject to Company approval. organisational development manager - typical job description duties Plan, develop and implement strategy for organisational development (covering particular areas relevant to the organisations structure, market etc) Establish and maintain appropriate systems for measuring necessary aspects of organisational performance Monitor, measure and report on organisational development plans and achievements within agreed formats and timescales Manage and develop direct reporting staff Manage and control departmental expenditure within agreed budgets Liaise with other functionaldepartmental managers so as to understand all necessary aspects of organisational development, and to ensure they are fully informed of organisational development objectives, purposes and achievements Maintain awareness and knowledge of contemporary organisational development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation Ensure activities meet with and inte grate with organisational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care trainertraining manager - typical job description responsibilities Plan departmentalfunctional training budgets, forecast costs and delegate numbers as required by organisational planning and budgeting systems. Assess relevant training needs for staff individuals and organisation, in consultation with departmental heads, including assessment methods and measurement systems entailed. Stay informed as to relevant skill and qualifications levels required by staff for effective performance, and circulate requirements and relevant information to the organisation as appropriate. Produce organisational strategy and plans to meet training and development needs, and manage training delivery, measurement and follow-up as necessary. Design training courses and programmes necessary to meet training needs, or manage this activity via external provider(s). Identify, select and manage external training and accreditation bodies, agencies and providers necessary to deliver required training to appropriate standards. Organise training venues, logistics, transport, accommodation as required to achieve efficient training attendance and delivery. Plan and deliver training courses personally where necessary to augment that provided externally or internally by others. Arrange for the maintenance of all necessary equipment and materials relating to the effective delivery and measurement of training. Recruit, manage and develop direct-reporting staff (if applicable). Ensure all training activities and materials meet with relevant organisational and statutory policies, including health and safety, employment and equality laws. Monitor and report on activities, costs, performance, etc, as required. Develop self, and maintain knowledge in relevant field at all times. training and development manager - typical job description duties Plan, develop and implement strategy for staff training and development, establish and maintain appropriate systems for measuring necessary aspects of staff training and development Monitor, measure and report on staff training and development plans and achievements within agreed formats and timescales Manage and develop direct reporting staff Manage and control departmental expenditure within agreed budgets Liaise with other functionaldepartmental managers so as to understand all necessary aspects and needs of staff training and development, and to ensure they are fully informed of staff training and development objectives, purposes and achievements Maintain awareness and knowledge of contemporary staff training and development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation Ensure activities meet with and integrate with organisational requirements for quali ty management, health and safety, legal stipulations, environmental policies and general duty of care HR (human resources) head or director - typical job description duties Plan, develop and implement strategy for HR management and development (including recruitment and selection policypractices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitudinal development, performance appraisals and quality management issues - add others if relevant) Establish and maintain appropriate systems for measuring necessary aspects of HR development Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales Manage and develop direct reporting staff Manage and control departmental expenditure within agreed budgets Liaise with other functionaldepartmental managers so as to understand all necessary aspects and needs of HR developm ent, and to ensure they are fully informed of HR objectives, purposes and achievements Maintain awareness and knowledge of contemporary HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation Contribute to the evaluation and development of HR strategy and performance in cooperation with the executive team Ensure activities meet with and integrate with organisational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care. (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). sales and marketing director - typical job description duties The position reports to the CEOMDGeneral Manager. The purpose of the role is to plan and implement sales and marketing activities in order to meet company targets for retention growth and profitability, and to contribute, as a board member, to the executive management of the company. Plan and implement marketing strategy, including advertising and PR. Plan and implement sales and customer retention and development. Plan and manage sales an marketing resources according to agreed budgets. Contribute to formulation of policy and strategy as a board member. Recruit, manage, train and motivate direct reporting staff according to company procedures, policy and employment law. Maintain administration and relevant reporting and planning systems. Manage relevant reporting of management and financial information for the sales and marketing departments. Select and manage external agencies. Manage RampD and NPD and new business development. Maintain and develop corporate image and reputation, and protect and develop the companys brands via suitable PR activities and intellectual property management. Plan and manage internal communications and awareness of corporate direction, mission, aims and activities (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). quality managerdirector - typical job description duties Develop and implement quality management strategy and plans, including resource, systems, timescales, financials, to support, contribute to, and integrate within, the organisations annual business plan and long term strategy. Develop and maintain systems to establish standards relating to activities and products. Develop and maintain systems to measure performance against established standards. Monitor performance (in relevant areas) according to agreed standards and take necessary action to communicateadviseassist according to performance levels. Monitor and informcommunicateapply standards createdmaintained by external bodies, and integrate within internal quality management systems. Establish and implement necessary communication strategy for the improvement and awareness of quality issues across all departments. Plan and manage departmental activities in accordance with agreed budgets and timescales. Report as necessary on changes in standards (internally and externally initiated) and on performance against standards. Liaise and co-operate with quality management and standards bodies (e. g. BSI, Government Departments, HSE, etc) Manage staff according to company standards (appraisals, discipline, training, development, etc). Manage departmental performance against agreed targets and budgets, and within policies and standards. Liaise with customers and suppliers where necessary (where impactingaffected by quality issues) Contribute to executive policy and strategy. (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). finance director (fd) or chief financial officer (cfo) - typical job description duties This roles responsibilities and authority level depends on what your company is and requires, and, if the role covers statutory administration and reporting, elements of the the role also depend on your countrys company laws (reporting, shareholders, tax, dividends, etc). Business and financial strategy and planning, monitoring, management and reporting, including management and development of policies, systems, processes and personnel involved. Reporting and accounting as per regulatory an legal requirements including taxation, dividends, annual report and accounts. Management of strategy for and liaison with stock market, business press and business analysts community. Financial staff management, motivation, training, recruitment and selection. Contributing to strategic planning and development as a member of executive team, and probably keeping and distributing notes and records, reports to executive and management team. Other areas of potential responsibility: company insurance, importexport administration, licencing, contracts and agreements, legal areas and activities, corporate level negotiations (eg premises, plant, trading, acquisitions and divestments, disposals), major suppliercustomerpartner relationships, regulatory bodies relationships and strategies, approvals and accreditations. Can also include IT responsibilities, especially if there is not an IT director. Can also include environmental responsibilities, if the environmental functionmanager reports to CFO. Can also include quality assurance responsibilities, if the QA functionmanager reports to CFO. Can also include health and safety responsibilities, if the HampS functionmanager reports to CFO. Would also include Company Secretary responsibilities if there is not a separate Co Sec (eg statutory company administration responsibilities depending on relevant legal requirements). (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). chief operating officer or operations director - typical job description duties Plan, develop and implement strategy for operational management and development so as to meet agreed organisational performance plans within agreed budgets and timescales (covering relevant areas of operation - eg manufacturing, distribution, administration, whatever falls within remit according to organisations structure) Establish and maintain appropriate systems for measuring necessary aspects of operational management and development Monitor, measure and report on operational issues, opportunities and development plans and achievements within agreed formats and timescales Manage and develop direct reporting staff Manage and control departmental expenditure within agreed budgets Liaise with other functionaldepartmental managers so as to understand all necessary aspects and needs of operational development, and to ensure they are fully informed of operational objectives, purposes and achievements Maintain awareness and knowledge of contemporary operational development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation Contribute to the evaluation and development of operational strategy and performance in co-optation with the executive team Ensure activities meet with and integrate with organisational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care. (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). purchasingbuying managerexecutive - typical job description duties The following areas of responsibility are potentially included in purchasingbuying function. How you form these into purchasing and buying job descriptions depends on the scope of your purchasing departments responsibility your purchasing departments interface with other departments how your purchasing roles are to operate, and the job(s) autonomy, authority and reporting levels: Purchasing policy and planning Departmental staff recruitment, development, training and management Purchasing project prioritisation and management Managing purchasing information and systems, and purchasing services IT Managing purchasing staff managing suppliers, relationships, SLAs (service level agreements) Setting (if no QA function), monitoring and managing quality and QA systems Effective proactive liaison with other departments as necessary to forecast, plan to meet, and to supply demand to relevant quality Effective proactive liaison with other departments re operating, resourcing, services as necessary, eg IT Negotiating and administration of purchasing contracts Make or buy policy analysis and decisions Rent or buy policy evaluation and decisionrecommendation Cost saving budgeting and targeting Setting and planning how to achieve supplier accreditation and service level management Administration and reporting as necessary Accounting evaluation and financial justification inc capital v revenue Outsourcing strategydevelopmentmanagement Payment terms negotiation, optimisation and management Stock and materials management Warehousing, distribution, shipping management (if applicable, or effective liaison with these functionsdepartments) Packaging and transport regulatory awareness, compliance and information communication Health and safety compliance International trading issuesimportslegal, awareness and management (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). chief executive officer (ceo) or managing director - typical job description duties Identify, develop and direct the implementation of business strategy (depending on the situation some criteria may already exist or be established by the organisations chairman, owner(s)shareholders) Plan and direct the organisations activities to achieve statedagreed targets and standards for financial and trading performance, quality, culture and legislative adherence Recruit, select and develop executive team members Direct functions and performance via the executive team Maintain and develop organisational culture, values and reputation in its markets and with all staff, customers, suppliers, partners and regulatoryofficial bodies Report to shareholdersparent board on organisational plans and performance Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). chairmanchairperson - typical job description duties (The chairman is appointed by and reports to the board of directors.) Preside over board or executive committee Supply vision and imagination at the highest level (normally working closely with the MD or CEO) Take chair at general meetings, within which: to ensure orderly conduct fair and appropriate opportunity for all to contribute suitable time allocation per item determining order of agenda directing discussion towards consensus clarifying and summing up actions and policies Act as the organisations representative in its dealings with the outside world Play a leading part in determining composition of board and sub-committees, so as to achieve harmony and effectiveness Take decisions as delegated by the board and where required chair board meetings. Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). writing job descriptions - summary guidelines A good job description must be a brief concise document - not lots of detail of how each individual task is done, which should be in an operational manual, which can of course then be referenced by very many different job descriptions, saving lots of time, especially when operational details change, as they inevitably do. A job description is in essence a list of 8-15 short sentences or points which cover the main responsibilities of the role, not the detailed processes. Follow the job description structure and guidelines on this webpage - dont get side-tracked or persuaded into writing an operational manual . Detailed tasks belong in an operational manual, not a job description. If your boss or organisation thinks your job description should contain the detail of how you do your job, then encourage himheryour organisation to produce an operational manual instead, and explain the logic and time-saving benefits that are shown on this page. Use the job description structure on this webpage as a template into which you should put your main 8-15 responsibilities. If you need to re-write job descriptions (or your own job description) then structure it in terms of main responsibilities - not the detail. If you wish, or if helpful to arrive at your main responsibilities, you can list the detail of your job tasks elsewhere, as this effectively represents a section in an operations manual - which shows the detail of how the job is done. You can use use the detail to indicate (to yourself) the main responsibilities, but for the job description you must summarise the detail into broad descriptions, for example: All the detail concerned with, for instance invoicing, could be covered by: manage and report on all invoicing activities using agreed systems and processes (as defined in the operational manual). All the detailed process concerned with, say cash management, could be included in manage movement, security and accounting of cash in accordance with agreed processes and standards (as defined in the operating manual). See what I mean Try to identify the main activities by type, not the detail. Where appropriate refer to where the detail is held (for example the operational manual, safety manual, or say agreed proceduresstandards) - do not attempt to include the detail in the job description. It might help to see things in terms of the main types of activities (rather than your specific task detail), as listed at the top of the webpage and listed here again: Bold type indicates that these responsibility areas would normally feature in most job descriptions: communicating (in relation to whom, what, how - and this is applicable to all below) planning and organizing (of what..) managing information or general administration support (of what..) monitoring and reporting (of what..) evaluating and decision-making (of what..) financial budgeting and control (of what..) producing things (what..) maintainingrepairing things (what..) quality control (for production roles normally a separate responsibility otherwise this is generally incorporated within other relevant responsibilities) (of what..) health and safety (normally the same point for all job descriptions of a given staff grade) using equipment and systems (what..) creating and developing things (what..) self-development (no rmally the same point for all job descriptions of a given staff grade) plus any responsibilities for other staff if applicable, typically: recruiting (of direct-reporting staff) assessing (direct-reporting staff) training (direct-reporting staff) managing (direct-reporting staff) Senior roles will include more executive aspects: developing policy duty of care and corporate responsibility formulation of direction and strategy You will find that you can cluster most of the tasks on your (initially very long) list into a list of far fewer broad (but still specific) responsibilities according to the above examples of typical job description activity areas. The tendency when having to create or re-write job descriptions is to under-estimate the strategic nature of the role and responsibilities, and to be too detailed. If writing your own job description, especially if you perform a wide range of responsibilities in a small company, then try to be bold in the way you describe what you do - use the sort of terminology that is found in senior-level job descriptions - it is likely that you could have a similar type of strategic responsibility without realising it or being recognised for it. Doing this will help you and others to recognise, formalise and acknowledge the importance of what you do, and therefore your value to the organisation. It will also suggest several ways in which you could grow and to develop (into) the functions involved, and also indicate ways that the responsibilities activities can be developed, whether you do them or not, although you may be surprised at the high level of your own influence to drive and decide these decisions. Empowerment is often what you make it. authorshipreferencingThere is actually a world of difference between dressing fashionably and dressing professionally (unless your profession is fashion or entertainment or something). (Not that you donapost sound strong--I think we all feel weak in the face of such potentially life-changing situations). Wrong, they do not admit everyone who applies. The ER is canada pharmacy more like a closet. I own a substantial amount of medical school loans, about 0,000 in consolidated Stafford loans at 6. I see, our grad is in June so I donapost know if that one month makes a cheap pharmacy difference or not. if it has. 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The main role is to ensure that the prepared financial statements are in accordance with the managements instructions. Various tasks performed by an Assistant Controller: Assisting the controller in the direction of the accounting functions of an organization. Assisting him in ensuring timeliness and accuracy of the financial statements. Preparation of budgets and financial reports and overseeing their evaluation. Presenting the various accounting reports to the top management and making suitable observations and recommendations. Monitoring investment policies and operations of the company. Managing operational data and maintaining data accuracy and integrity. Preventing inaccuracies in financial statements by setting up internal control systems and adopting proper policies for financial reporting. Reviewing financial data periodically to ensure fairness and completeness of the data. Developing system controls for ensuring data integrity. Developing proper operational, data documentation and troubleshooting procedures. Liaisoning with accounting software, system vendors, consultants and sale points. Conducting account reconciliations and analysis. Assisting in the companys monthly and yearly closing. Assisting in special projects whenever asked. Managing hardware as well as software applications of the system. Implementation and upgrading of the system. Providing technical support system at company locations or franchisees A Day in the Life of Assistant Controller Credentials and Abilities required What are the essential requirements for the Assistant Controller Employers generally prefer a bachelors degree in Accounting, Tax, Audit or Finance. Professional certification like CPA (Certified Public Accountant), CMA (Certified Management Accountant) and CFM (Certified Financial Manager) are also commonly held by an assistant controller. Proficiency in MS Excel and accounting packages is desirable. Practical training or experience in an Audit or CPA firm is beneficial. Some supervisory experience is also preferred. An assistant controller should possess good interpersonal and communication skills. Must be good at organizing and time management. Is expected to have latitude and creativity. Should have good judgement, planning skills and leadership traits. What are the job prospects of an Assistant Controller The job prospects of an assistant controller are excellent. An experienced assistant controller gets promoted to the role of a controller. Careers advance by getting higher educational qualifications like a masters degree, CPA, CFM or CMA. The working hours are comfortable but can be long during the companys monthly and annual closing. Industry salary depends on education, work experience, seniority, extent of responsibilities and company or industry size. According to BLS, the average salary of an assistant controller is 80,000. How to become one Online schools and in campus programs offering Accounting degrees:
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