Business development manager at a bank. Job Description of Business Development Manager Requirements Development Manager

03.10.2023

The position of a company development manager is quite universal, but his work involves many tasks. His work is close to that of a director: he participates in advertising campaigns, carries out activities to reduce costs, and introduces a new product to the market.

A development manager is necessary for absolutely every enterprise, regardless of its scale, niche, organizational and legal form.

Why do you need a development manager?

The instructions of a company development manager are very rarely written clearly. Why? It has two causes:

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Firstly, often instead of the position of development manager, the company hires a training specialist or training manager. This specialist is engaged in similar functions - training, as well as the formation of personal productivity of workers.
Secondly, some HR services employ universal specialists who deal with all HR issues at once.

Therefore, not all companies offer the position of development manager, although in one way or another the function of increasing the professionalism of employees is handled by some other specialist.

The corporate development manager has a similar position. However, the functionality differs significantly. This specialist works for a department involved in the development of the company and support of transactions. And the development manager is engaged in solving the main strategic tasks of the company. He is busy promoting advertising campaigns, market research, and strives to increase the profitability of the company's activities.

A qualified employee in this position who copes well with his responsibilities can subsequently achieve a promotion, rise to the rank of commercial or general director. The development manager manages the production process, performs the organizational work of the company, explores the likely paths of development of the company, the specifics of the market niche in which it is possible to grow. In addition, it monitors the timely execution of functioning projects.

Job responsibilities of a development manager are as follows:

find and attract clients;
conduct negotiations, consultations, enter into contracts with customers;
control marketing, affiliate advertising and dealers;
monitor competitors (price structure, assortment, advertising);
create reports on research results;
open new sales points and monitor their work.

Other functions of a development manager may include:

participation in exhibitions, conferences;
organizing training for sellers and distributors.

Expert opinion

In modern business, there is nowhere without development managers

Andrey Solodovnikov,

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

Today, the importance of the influence of strategic decisions on business results is increasing. The volume of work related to the selection and preparation of solutions, forecasting the state of markets and the environment, and the creation of competitive differences is growing. The peculiarities of strategic and operational activities dictate the need to master new development management technologies, and the requirements for managers and specialists involved in development are growing. Classic marketing functions no longer fully meet business needs when determining growth paths. Therefore, today many enterprises have realized the need to introduce the position of development manager or to allocate a division that manages development. The company that creates such a department receives the following benefits:

clarity of goals and ways to achieve them, structuring, systematization of development processes;
personification of responsibility for development results, consolidation of a single management center of responsibility for all structural changes, coordination of development work, including functional services;
a managed, consistent process of change that can be controlled (instead of disjointed, informal processes - formal procedures);
formation of professional human resources that are maximally interested in development, the possibility of effectively motivating development service personnel taking into account benchmark indicators;
more balanced management decisions due to the emergence of a system of counterbalances (internal competition between the operational and strategic blocks).
increasing the efficiency of resource use, reducing the costs of changes.
improving information and analytical support for management decisions.

To summarize, we can say that strategic management reduces business risks and improves the outlook for key business indicators (level of competitiveness, shareholder value, crisis resilience).

Development Manager: areas of activity and functions

Retail Network Development Manager

The retail network development manager's instructions include the functions of managing sales points, from opening and selecting a manager for each retail outlet to resolving rental issues. A retail network development manager organizes and conducts advertising campaigns, is involved in marketing activities, analyzes the competitive environment, works with the team, helps resolve conflicts, and considers opportunities that come from product distributors.

In addition, the retail network development manager optimizes the operation of sales points to increase profits and makes a proposal to introduce an optimal system of salaries and incentives for employees. He can ask for an increase in wages for himself and his subordinates, brings up all sorts of ideas and proposes them to his superiors, and demands that he be provided with the necessary documents. The retail network development manager is responsible for tasks not completed on time or poorly done work by subordinates, violations of the law, and cases of damage to the company.

A development managerpersonnel (social development)

He is busy planning and coordinating activities that are aimed at training people working in the company. To do this, the social development manager develops new programs or improves existing ones, takes part in collective business negotiations, and brings up issues related to training for discussion.

The tasks of the employee development manager are to participate in testing and assessing the level of professionalism of the company's employees, manage trainers, and set goals. The social development manager evaluates the productivity of training and sums up the qualifications of employees. The specialist also draws up a schedule according to which the training takes place.

The social development manager is authorized to study projects of executives who are directly related to him. The specialist has the right to demand documents and other information data for the sake of more productive activities, and to propose adjustments to improve working conditions.

Organizational Development Managercompanies

Such an employee must have a specialized higher education, possess marketing skills, and understand psychology. An organizational development manager must have developed skills in planning, market analysis, managing projects of any level, attracting consumers and partners, forecasting sales levels and drawing up contracts. In addition, an organizational development manager needs to have basic knowledge of the fundamentals of legislation, economic literacy, and the ability to competently prepare documents.

The development manager's job description, in addition to the above, implies the ability to conduct training sessions for the company's employees. The specialist draws up reports on the activities carried out and sends them to superiors for review. Another obligation is to maintain an information base of the company's employees to consider career opportunities for the best employees. The organizational development manager can receive information data and access to the necessary documents.

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

Company development strategy: development instructions

Territory Development Manager(regional development)

This specialist analyzes the activities of distributors and representative offices and identifies opportunities to increase the level of productivity of their work:

monitors the implementation of performance standards by employees of the representative office;
monitors the implementation of the goals that were set for the representative office;
takes part in the process of forming plans for strategy and tactics of market development;
is engaged in ensuring the implementation of the tactical goals that have been set for the company;
is responsible for the implementation of sales plans;
conducts audits of sales points;
conducts an analysis of the repayment of receivables of the representative office;
carries out the development and implementation of measures that identify and reduce accounts receivable;
organizes the reporting system of the regional office;
monitors the timeliness of submission of reporting documents;
monitors local internal reporting;
conducts training for employees of the local representative office, and also implements or monitors the implementation of certain general standards;
trains wholesale sales managers and local sales supervisors in general standards;
trains the sales team of the regional point when working directly with the client and analyzes specific situations;
conducts analysis and development of sales channels (including sales in areas not yet developed and connecting potential customers to a branch or representative office);
establishes mutually beneficial relationships with existing and newly established clients;
works with distributors and main clients;
monitors the work of distributors together with the head of the regional point to increase the level of sales and part of the company’s market in a certain region;
participates in the formation of orders for distributors;
participates in the preparation and implementation of programs aimed at promoting products in a certain region.

Market Development Manager

Often a market development manager is confused with a sales specialist, since he also works with sellers. The main task of the market development manager is to increase sales, generate more income, while maintaining a high level of satisfaction of consumer needs. The job description of a sales development manager includes planning the necessary outcomes and actions to be taken. Planning can be carried out for departments, specific employees or the entire company.

Job responsibilities of a market development manager

The market development manager identifies future consumers of the company in order to generate interest in the company's products and services. Presents the potential of a product or service to existing and future clients.
Involved in developing marketing strategy and sales together with other managers. In addition, the Market Development Manager carries out strategic implementation through customer visits, presentations, technical support sessions and solutions to consumer problems, advertising campaigns.
The market development manager provides recommendations to other product managers and line managers on issues of entering and remaining in the market, and makes forecasts of the dynamics of supply and demand.
Coordinates and monitors product development in projects and technology departments of the company:

makes final decisions on the need for research on certain design ideas;
the market development manager is busy creating budgets, analyzing and forecasting the return on investment in R&D;
takes part in the development of R&D work schedules and the process of preparing the production process;
the manager sets product pricing;
takes part in the process of developing and implementing a marketing plan for the product and its sales channels;
carries out testing of prototypes in market conditions.

The market development manager is in contact with the management of corporate clients and monitors the quality of customer service.
Engaged in the industry information base of projects and technologies.

Company Development Manager

The employee must know the marketing system and the basics of psychology. It is also important for him to have the skills of planning, market analysis, project management, attracting clients and partners to the company, forecasting sales levels and conducting documentary work. In addition, a company development manager needs knowledge of legal regulations and the economic framework.

The job description of a company development manager also requires the ability to conduct training sessions for employees. He prepares reports on his own activities and sends them to management. He also maintains a team database to consider career prospects for employees.

The company development manager receives the information component and access to the necessary documents. His authority is to endorse documents. The enterprise development manager is responsible in the event that during the period of its operation violations occur and harm is caused to the company.

Corporate Development Manager

Specialists whose job responsibilities include the formation and development of corporate culture are required to meet general requirements:

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

Among the key skills, necessary for the effective fulfillment of the manager’s obligations regarding corporate culture, can be identified:

diagnostics of corporate culture;
the process of collecting and systematizing data;
analytical actions;
developing recommendations for developing corporate culture, increasing staff loyalty and improving the motivation system;
skill in preparing and conducting events on work issues;
selection of future employees taking into account corporate culture;
creating a healthy atmosphere among colleagues.

Job Description for Development Manager

A useful function of the instructions for the position of development manager is fixation candidate qualification requirements. The position of development manager is not in the qualifications directory, as well as clearly stated requirements, i.e. the employer himself thinks about what requirements his employees will meet. To avoid discrepancies regarding the justification for refusal to hire, it makes sense to write them down.

An employee developing instructions for a development manager should use a unified documentation structure from 4 main sections.

General provisions.

The first section records the following information:

job title (development manager);
system of subordination (and indication of the person responsible for hiring and firing);
qualification requirements for education, experience, perhaps indicate the skills that management wants to see in an applicant for the position of development manager;
presence of subordination;
replacement rules.

Rights.

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

To effectively resolve problems, a development manager must have freedom to make decisions within his competence. Thus, he may be granted, for example, the following rights:

request information data and documents that will be useful for solving assigned tasks from all divisions of the company;
get acquainted with the decisions made by management officials;
convey to management your suggestions on how to improve the business process;
require assistance from the manager in fulfilling duties;
issue administrative comments to subordinates, take control of their implementation;
take part in business conversations with consumers;
attract partners to cooperate with production;
sign (endorse) documentation within your competence.

Job responsibilities.

This part of the job description specifies the obligations that the development manager will perform, namely:

develop a general concept for the company's development;
develop a company development strategy, and on its basis create a unified development plan;
develop company restructuring programs and monitor their implementation;
offer management structures and individuals options for developing areas that have not yet been used;
search for untapped markets and ways to develop them;
create a tandem of company departments to implement the planned growth program;
analyze the results of the program implementation;
prepare performance reporting documentation.

Responsibility.

The enterprise development manager is held accountable if his decisions cause harm to the company. Responsibility may be of the following types:

disciplinary;
administrative or criminal;
material.

Sometimes the position of development manager implies a certain specialization, for example, business development manager, territory development manager, etc. The job description of such an employee necessarily reflects the features specific to this particular area. For example, in job responsibilities of a territory development manager You can include the following areas of activity:

analytical work and development of sales channels in the specified territorial zone;
development and implementation of activities for the functioning of new branches or departments;
selection of candidates for positions of heads of divisions being opened.

In each of the listed options, the development manager is tasked with developing and implementing a set of measures that will be aimed at the growth and development of the enterprise.

Requirements that a development manager must meet

This specialist must be at the same time an analyst, a strategist, a marketer, an economist, and a competent leader. Customer communication skills and sales experience will be extremely important for a development manager.

Personal qualities

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

Determination, resistance to stress, the ability to establish contact with people, communication skills, knowledge of psychology are also important qualities of his character. As a rule, knowledge of foreign languages will not be superfluous for conducting business negotiations or correspondence with foreign partners.

Professional skills

A mandatory requirement for a development manager is a higher education; preference is given to such areas as economics, public relations, and marketing.

Also a good factor for a manager is basic knowledge in the field of psychology; the knowledge base of such a specialist usually includes knowledge of basic computer programs (Word, Excel), competent Russian, skills in the field of sales and document management (the ability to compile and execute documents).

In addition, the development manager often has to get out of unusual situations, so he needs creative thinking and diplomacy.

The salary of an employee for the position of development manager

The salary of such an employee greatly depends on experience and development of professional skills.

Average salary

In the capital, it averages 50,000 rubles, in St. Petersburg - 39,000 rubles, in Nizhny Novgorod - 25,000 rubles.

Starting salary

The starting salary for a candidate without experience ranges from 20,000 to 40,000 rubles. in Moscow, from 15,000 to 30,000 rubles. in St. Petersburg, from 12,000 to 20,000 rubles. In Nizhniy Novgorod.

More than 1 year of work experience

If the manager has experience, he is paid an average salary of 40,000 - 70,000 rubles. in the capital, 30,000 - 46,000 rubles. in the city on the Neva and 20,000 - 32,000 rubles. In Nizhniy Novgorod.

More than 3 years of experience

Top-class specialists who have worked in their specialty for at least 3 years, with experience in management and business development from scratch, earn from 70,000 to 250,000 rubles. in Moscow, 46,000 - 150,000 rubles. in St. Petersburg, 32,000 - 80,000 rubles. In Nizhniy Novgorod.

Search and selection of candidates for the position of development manager

When starting to organize the search and selection of candidates, you need to decide what work can be delegated, for example, to recruiting agencies, and what work is better to do on your own. The search for development managers can be carried out using both the company’s internal and external resources. Both methods have their own advantages and disadvantages. Often, a company underestimates the opportunities that may arise as a result of searching for candidates among those already working at the enterprise.

Internal selection

Internal selection includes several advantages:

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

When selecting within a company, they use following approaches:

the best candidates are identified among the company's employees, based on formal characteristics (level and type of education, work experience, professionalism, age, etc.)
organization of competitive events to fill vacant positions.
a personnel reserve is being formed.

External selection

When selecting a manager outside the company, the search will begin with answers to these questions:

In what places can you find candidates who are suitable for the position?
How are these candidates contacted?
How can you make them interested in working for the company?

In order to create a flow of new employees to the company, it is possible to use various means: advertising in the form of advertisements for vacant positions in newspapers, magazines, radio and cable television. It is recommended to attend industry or thematic exhibitions and job fairs. In addition to all of the above, sources workforce are also:

recruiting agencies;
employment services, labor exchanges;
personal acquaintances;
luring the best specialists from other companies - this is what “headhunters” do.

Candidate selection technology

Regardless of whether we are talking about our own or an external selection method, in order to understand the degree to which candidates comply with the requirements that exist for a given vacancy, we use a set of various techniques that are aimed at multilateral assessment of candidates. Complex selection methods, which can be used:

preparatory selection (data about the person contained in the resume and in the results of the initial interview are analyzed);
collection of information data (from other people);
all kinds of questionnaires and testing (including testing of professional abilities);
group selection methods;
expert assessments;
problem solving;
repeat interview/interview.

A quick conversation with a candidate for a manager position will not give any full and reliable impression about him. This is just a rough idea and may not necessarily correspond to reality.

There is also this point: that the HR manager, that the candidate may have a headache during the interview, he may also be bothered by some problems, or someone may be in a simply bad mood. Or even simpler - you may simply dislike each other. And when there are no clear selection criteria, a strong candidate may easily not get into the subsequent round of interviews.

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

Step-by-step instructions on how to conduct interviews

Psychological test for candidates

In addition to the track record, references and success in the profession that characterize a candidate for the position of development manager as a specialist, the employer must find out what kind of person is in front of him - a future member of the team. How will this person act in a difficult situation? Will he be able to take responsibility when it is necessary to make an independent decision? Will this cause conflicts between colleagues?

Psychology tests are used to answer these questions. Testing reliability does not exceed 70%; it depends on the methods used, as well as the level of professionalism of the interpreter.

In fact, when a professional works, psychological testing becomes an almost reliable source of data, and the more tests, the more reliable the information data obtained. To conduct testing, as a rule, a set of tests is selected that cover intelligence, personal characteristics, level of motivation, etc.

Thanks to this process, you can get a lot of important information about the applicant:

how quickly he is able to get used to new conditions;
how will he accept the rules that are imposed from the outside;
the speed at which it operates;
the frequency with which a person will seek help;
is a person open to the possibility of learning something unexplored;
Does he quickly understand and adapt, etc.

System for evaluating candidates for the position of development manager

The evaluation system for candidates for vacant positions should be based on the following principles.

It encourages those who make the selection to justify their choice based on an agreed system of criteria.
It is based on objective information and provides objective assessments of candidates.
It helps employees of the organization participating in the selection system to more easily achieve mutual understanding when assessing candidates.

After all candidates have been assessed, you can proceed to the second stage, provided for by the objective assessment system - the compilation of an analytical table. It is formed in such a way that it contains a list of key requirements, when against the name of each candidate it would be possible to put an assessment on the appropriate basis.

Participants can be divided into three subgroups:

A- certainly suitable to be included in the personnel reserve and transferred to a position at a higher level;

B- conditionally suitable for inclusion in the personnel reserve and for occupying positions at a higher level, but requiring additional training;

C- not suitable for inclusion in the personnel reserve and for occupying a position at a higher level.

Stages of candidate selection

After the personal data provided by the candidates has been studied and a decision has been made to invite them for an interview, a very important stage begins for personnel services - candidates are selected. There are a number of successive steps here. At each, some applicants are eliminated due to the fact that there is a discrepancy with various requirements. Going through these steps will help ensure a minimum number of miscalculations when choosing.

Stage 1. Personal and autobiographical information is prepared.

Stage 3. Interview.

It is carried out with the aim of collecting the necessary data on the personal and business characteristics of the future manager. As a result, individuals who meet the qualification requirements are selected. During the interview, you will have to pay attention to what the candidate looks like (clothing style, posture), what kind of behavior he has (gestures, facial expressions, manners), what speech culture he has (can he formulate a thought), whether this person can hear his interlocutor, and also The general strategy of behavior during the interview is assessed (how active and interested the candidate for the position is; depends on the interlocutor or whether independence and dominance prevail).

Stage 4. Trial.

Behavioral science has developed many different types of tests that help predict how effectively a manager will be able to perform a particular job. One type of selection test involves measuring the ability to perform tasks related to the proposed job. Examples include typing or shorthand, demonstrating machine skills, or demonstrating verbal ability through oral communication or written work. Another type of test assesses psychological characteristics such as intelligence, interest, energy, sincerity, self-confidence, emotional stability and attention to detail. For such tests to be useful in selecting candidates, there needs to be a significant correlation between high test scores and actual performance. Management must evaluate its tests and determine whether those who perform well on tests are actually more effective managers than those who perform less well.

Level 5. The procedure for assessing professional suitability.

It is necessary to assess professional suitability during the selection of candidates; in addition, the procedure can be carried out from time to time as part of regular certification and for selection into the personnel reserve.

Stage 6. Medical control and research using hardware techniques (if necessary).

Stage 7. Analysis of test results and conclusion on professional suitability.

At this stage, the professional selection commission analyzes the results of previous levels and prepares a conclusion on the candidate’s professional suitability.

Stage 8. Hiring decision.

Finally, the most suitable candidate for the position is selected, the final decision is made to hire him and the necessary documents are drawn up (contract, order, etc.).

Important nuances that will save time when selecting personnel

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

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

The Center for Creative Leadership conducted a study, and according to its results, 40% of senior managers leave their jobs in the first 8 months of their working career. To organize adaptation poorly is to practically guarantee failure.

Development of an adaptation program

To carry out competent adaptation of employees, the HR manager must use a specially developed program.

The system of adaptation measures includes general and specialized adaptation.

General program presents the entire company, touching on the following points.

The most complete picture of the company:

greeting speech;
directions of development, goals, problematic issues;
traditions, standards;
products and consumers;
activities;
structural form, relationships between departments;
introduction to senior management;
internal relationships.

Salary.
Fringe benefits:

insurance;
temporary disability payments;
severance pay;
benefits due to illness of an employee, family members, benefits for mothers;
pension;
learning while working.

Occupational health and safety:

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

Employee relations with the trade union:

terms and conditions of employment;
destinations, movements,
promotions; powers, obligations of the employee;
trade union resolutions;
discipline and penalties.

Household component:

nutrition issues;
organization of recreation;
other.

The implementation of this adaptation program is followed by another, more specialized program. It includes points that are associated with a specific department or workplace. As a rule, this program is led by line managers or mentors.

This program includes the following questions.

Department functions:

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

Powers, obligations and responsibilities:

description of the current work and the desired results;
an explanation of why this particular work is needed, how it relates to other activities in the department and in the company as a whole;
working hours and schedule of the development manager;
criteria for the quality of work performed.

Rules, regulations:

norms that are characteristic of a given type of activity or department;
safety regulations;
relations with employees of other departments;
catering, smoking in the workplace;
personal telephone conversations during working hours.

Inspection of the unit:

fire alarm button;
inputs and outputs;
places where you can smoke;
places where first aid is provided.

5. Organizing the acquaintance of the development manager with other employees of the department.

When working with a newly arrived employee The manager should focus on the following points:

It is necessary to remember about communication with the new development manager. Find out how things are going, invite a specialist to lunch or just drink coffee.
Remember that in every situation, any employee can, if necessary, come to you with their difficulties for advice or recommendations and receive your help.
A beginner must be involved in both long-term projects and short-term ones. It often happens that a new employee has an ardent desire to make his own contribution to the overall work. However, you should not entrust large projects to a newly arrived development manager. Exceptions may be those situations when the activities of a specialist are truly capable of making a tangible positive contribution to the company.
In addition to business planning meetings at a certain time, you can ask your immediate superior to write a final report on the work that the new development manager has completed.
It is necessary to allocate part of the budget to hold a corporate evening or a regular coffee break. Communication in an informal setting will unite the team and raise team spirit.

Expert opinion

Ask the newcomer more questions to understand exactly whether he is right for you

Anna Sharygina,

independent consultant, Kharkov

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

At the end of the probationary period, you need to have a separate conversation with the trainee to convince him that once he begins independent work, he bears full responsibility for his actions. Questions to ask at this meeting include:

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

You will probably have already found out some of these aspects earlier in the interview. However, the answers that a candidate without experience will give you will most likely resemble romantic fantasies. And months of training, internship and work will give the employee the ability to actually feel his desires, interests in the professional field, and give a much clearer and more realistic answer.

How to improve the effectiveness of a development manager

Development manager training can be carried out:

through advanced training on the topic “Corporate training systems”;
at seminars and trainings on technological training processes in the company;
through self-education - study literature and periodicals of this direction;
passing qualifying exams for development managers, trainers, etc.

General methods of motivation applicable to development managers:

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

A business development manager at a bank is responsible for promoting banking services and attracting new clients. His functional list is very voluminous: you need to have an analytical mind, public speaking skills, communication skills, mobility, be able to manage people and establish contacts. All his efforts should be aimed at increasing the profitability of the business, therefore establishing high-quality and long-term relationships with partners is the key to long and successful work.

A business development manager at a bank must always be aware of all events taking place in the banking industry in order to offer clients their services in a timely manner and beat competitors. He finds clients in all areas of banking business: corporate and payroll segment, VIP clients, consumer lending and retail business.

Attracting new clients will take up to 80% of your working time. For work, you will need a personal car to be on time for all scheduled meetings and to carry all the necessary items for presentations.

Working as a business development manager in a bank will allow you to apply professional experience in practice and learn effective sales and presentations. For stable performance and results, remuneration will be high and decent.

Salary of a business development manager in a bank.

The level of income depends on length of service, experience and completion of assigned tasks. The average salary in megacities can range from 40,000 – 80,000 rubles. In other regions – from 25,000 rubles. It consists of:

Salary – the amount specified in the employment contract. This is the minimum remuneration for the work.
Bonuses are amounts calculated based on the volume of completed plans and tasks. Its size may vary, and the stability of payments depends only on successful work. Management decides to reward an employee for good performance, initiative, and high-quality performance of duties.
Compensations – payments for health insurance, mobile communications, health insurance, etc.

Requirements for a business development manager in a bank:

Higher or incomplete higher education, preferably in an economic, financial or legal specialty.
Knowledge of computer programs and editors. The manager will have to frequently make presentations that need to be properly structured and formatted, as well as prepare reports for management. Knowledge of office programs (Word, Excel, Power Point, Outlook, etc.) and various editors will help you quickly and competently prepare documents.
Experience in sales and in attracting trade organizations to cooperation. Since no university teaches sales technologies, you have to gain knowledge in practice through trial and error. A business development manager at a bank will need this practical skill of attracting trade organizations for partnerships in order to successfully develop a banking business. Having your own customer base with whom you have established connections is also welcome.
Negotiation skills with top company officials and successful presentations. The manager goes directly to the heads of trade organizations to conclude partnership agreements with them. The important thing here is to let them know that the meeting is truly important and useful, and not a waste of time. As usual, there will be no second chance, so you need to make every effort to win over clients.
Having a personal car. The development manager does not have a separate territory where he works. If possible, it should cover as many companies as possible located throughout the city. In this case, a personal car will serve as an excellent help for increasing mobility and academic performance, as well as for transporting the necessary device for presentations (posters, promotional material, laptop, stands, projector, etc.)

Responsibilities of a business development manager in a bank:

Develop the bank's partner network. To develop, it is necessary to constantly attract new customers - the more of them, the higher the sales. Don’t forget about working with existing partners. You need to constantly remind yourself, bring promotional material, talk about new promotions or products. If trade organizations feel useless, competitors may lure them away.
Attract new trade organizations. Trade is now developing at a rapid pace, and this contributes to the emergence of new trading companies that want to sell their products with the help of bank loans. Often they begin to cooperate with many banks, but give preference to one, so the development manager must voice all the advantages of their products in order to receive as many clients as possible from these companies.
Place the bank's advertising products at points of sale. In retail stores selling goods or services on credit, there should always be advertising material, which includes leaflets, booklets, flags, etc. The trade flow of customers is higher here, so such reminders will attract customers to the bank.
Control and implementation of the sales plan in the controlled territory. The manager monitors the work of specialists at each outlet. If suddenly there is a decline in sales, then he finds out what the reason is and solves it. At the same time, work is underway with the management of the trading organization to maintain good relations and loyalty to the bank.
Participation in training of employees of partner companies. It is not possible everywhere and not always to place a bank employee at a retail outlet, so employees of the trading organization are involved in drawing up contracts and selling bank services. The manager teaches the principles of selling credit products and filling out applications. Employees draw up contracts, which are then submitted to the bank. The volume of sales depends on the quality of training.
Preparation of reports for senior management. All work done and indicators achieved must be documented in the form of reports so that management can draw a conclusion about the success of the business development manager. Reports are sent electronically or in paper form.

The profession of a manager covers all aspects of the activities of an organization or company. Is this the manager? and therefore his responsibilities include not only control over the production process, but also all functions for organizing the work of the company and personnel in particular. Such versatility requires one to possess many skills and qualities. There are several areas of work for a manager. One of them has a development manager. Let us examine in more detail the responsibilities of such an employee.

First of all, a development manager is a person who plans development options for the company, studies the market and prospects for its development, and also develops new plans for expanding activities. We can say that the work is very voluminous and responsible.

A business development manager solves a number of production problems. Firstly, it is expanding the base of potential clients. To increase profits and further increase production or the number of services provided, you need to attract customers. At the same time, this obliges us to correctly plan the company’s activities and competently manage departments and personnel.

The development manager must monitor the implementation of projects at all levels. In addition, control over finances and their proper distribution is also the responsibility of the person who holds the position in the company.

For the fruitful development of a business, it is necessary to improve the material and technical base, for which the development manager is responsible. Control over the process of equipping production and planning to supply the company with all necessary machinery and equipment is the responsibility of the person who holds this position.

Among other things, a manager of this level is responsible for conducting negotiations at all stages of the project, selecting specialists for organizing work and other activities related to the development project.

We can say that a development manager is indispensable in any field. This applies to both the production sector and the service provision sector.

If we specify the responsibilities that a development manager must perform, then this is the development of business development plans and their further implementation and promotion.

This position does not exclude and in the future you can apply for the vacancy of the head of the development department. But for this you need to responsibly fulfill your duties and show good work results.

For any manager, it is necessary to have purposefulness, a desire for excellence, communication skills, the ability to get out of the current situation and make decisions quickly. In addition, you need to be a sociable person in order to find compromises in dialogue with staff and clients.

The listed responsibilities include the general job description of a development manager. But each individual organization may have its own requirements for this position.

To have a successful career in this field, you must follow three rules.

Firstly, it is proper planning of the working day. In order to keep up with everything and not miss the most important thing, you need to properly distribute your working time. This allows you not to forget about an important meeting or some business.

Secondly, it is the correct organization of work, which eliminates a large amount of paperwork. For this purpose, there are many technical means that simplify the management process.

Thirdly, this is the ability to find the right approach to each client. Regardless of the field in which a development manager works, a friendly attitude towards clients is a must. They need to know that the company values them.

Perhaps, after reading this article, some will want to master this profession, which is also in demand in the labor market. But to become a professional in this matter, you need to have extensive experience and possess the necessary human qualities.

The position of development manager is quite universal, but there are many requirements for the work of this specialist. The responsibilities of such an employee are close to those of a director, and his tasks include participation in advertising campaigns, work to reduce costs, and introducing a new company product to the market. Any organization needs such an employee, regardless of its size, field of activity and legal form.

The development manager must also have a higher education, know the basics of computer programs and have at least one year of experience in this field. He can be involved in the development of the entire company, production, personnel or sales department.

What does a specialist do?

A development manager solves the main strategic tasks companies. To do this, he is engaged in promotion of advertising campaigns, market research, and strives to increase the profitability of the activities carried out by the company. A qualified manager who does his job well can later achieve a promotion, rise to the rank of commercial and even general director.

The responsibilities of this specialist may include management of the production process and organizational functions of the company or personnel. The manager studies possible options for the development of the organization, the features of the market niche that can be mastered.
He must also monitor the timely execution of all ongoing development projects and ongoing negotiations.

Sales development

Often under this position means sales manager. This employee interacts with the sales staff and others working for the company. The main goal is to increase sales and generate greater profits while satisfying all customer needs.

The job description of a sales development manager also includes the need to plan the results that need to be achieved, as well as the measures that must be taken to achieve this. Plans can be drawn up for individual departments, employees or the entire company as a whole.

The sales manager also trains sales representatives. Under his influence, these workers will develop knowledge of the basic provisions related to work.

Other tasks of the manager are processing customer orders, documents for their shipment, notifying customers about changes made to the assortment, agreeing on the terms of purchase, sending applications to the logistics department, developing projects, their implementation and maintaining documentation. An employee has the right to propose to management conditions that improve working conditions.

He may request documents necessary for carrying out activities. The manager is responsible for deviation from his work duties and material damage caused to the company.

Retail network development

The job description of a retail network development manager includes responsibilities for managing a chain of stores from the moment they open, selecting a manager for each outlet, and discussing lease terms. The employee is involved in organizing and conducting advertising campaigns, marketing, studying competitors, working with personnel, resolving conflict situations, and considering proposals received from sellers.

The manager also works to optimize the activities of retail outlets to increase profits, and proposes the introduction of a certain system of remuneration for workers.

This specialist has the right to ask for an increase in wages for himself and his subordinates, make any proposals for consideration by the manager, and demand the provision of the necessary documentation.

The manager is responsible for untimely or poor quality work, various violations committed by him and his subordinates, violation of the law and damage to the organization.

For company development

Such a specialist must have a higher education and have knowledge of marketing and psychology. He must be able to plan, conduct market analysis, conduct business projects of any complexity, find new clients and partners, forecast sales levels and prepare contracts. Also, a specialist should know the basics of legislation and economics, competently negotiate and draw up documentation.

The job description of a company development manager also requires ability to conduct training sessions for employees companies. The manager must prepare reports on the work done and send them to management for review. Another responsibility is to maintain the employee database and consider opportunities for their career advancement.

He has the right to receive information and access to the necessary documentation. Within the scope of his powers, the specialist signs and endorses various documents. He can also familiarize himself with the instructions, which outline his duties and rights. The manager is responsible for violations that occur during the performance of his duties, material damage caused to the organization.

Personnel development

This individual is responsible for planning and coordinating activities related to employee training. To do this, he develops new programs or improves existing ones, participates in meetings and discusses the need for training. The manager participates in the process of testing and assessing the knowledge of employees, supervises trainers and determines their tasks.

The specialist evaluates the effectiveness of the training and makes a conclusion about the level of professional training of employees. He enters the schedule of trainings and creates the necessary audio and video materials for training. The HR Development Manager has the right to study management projects, related to him. He may require documentation and information for his work, and make proposals for improving working conditions.

Development manager is a profession that covers many areas of the enterprise. He must have leadership skills and be able to manage staff. A higher education is required. This specialist will also benefit from knowledge of psychology. The manager plans the company's activities, resolves issues with suppliers, and studies the market.

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Development manager is a position that is considered universal in the labor market. She is highly regarded among recruiters and HR specialists. But there are many demands placed on it. This is a top-level specialist, which means he must have a higher education and be familiar with computer programs used in business.

From this article you will learn:

Why does a company need a development manager?
What are the pros and cons of working as a development manager?
What requirements must a candidate for the position of development manager meet?
Why do you need a job description for a development manager and what it should look like.
How to select candidates for the position of development manager.
How to adapt a new specialist to work in a company.
How much to pay a development manager.

A manager of this type is in demand in businesses of any size – from a small LLC to a corporation. Such a specialist can develop an entire company or a separate area of it - production, human resources or sales department.

Best article of the month

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

Why does a company need a development manager?

Every business needs to grow. That's why more and more companies are opening a vacancy for a development manager. There are many requirements for this position. The candidate must have knowledge and skills in several areas at once: management, marketing, economics. He needs to freely navigate the market of his company, see its potential, develop and implement plans for sales development, be able to competently set tasks for colleagues and inspire them to implement planned activities.

Such numerous demands often make the boundaries of a development manager's job responsibilities blurred. Why is this happening?

There are two reasons for this situation.

First, they often find a person specializing in personnel training to fill the position of development manager. Therefore, his main area of focus is mentoring and creating a productive work environment.
The second reason is the universal specialists from the HR services who deal with all HR issues at once.

This is why some companies do not have the position of HR Development Manager. However, some of his functions are performed by another specialist. For example, an employee of the HR department improves the professionalism of the team, and also organizes events aimed at building a team.

The job selection list contains the position of corporate development manager. This position also has a narrow focus. Its main functionality is limited to the development of the company and transaction support. If this post is compared with the position of development manager, then it is significantly limited in its sphere of influence. The latter is busy solving key corporate problems, keeps his finger on the pulse of all processes occurring in the company, controls and sets the pace of work in all departments of the company.

Expert opinion

Today, the position of development manager is a necessity for companies

Andrey Solodovnikov,

Head of the group of consulting projects, audit and consulting group "Business Systems Development", Moscow

We live in a time when the success and effectiveness of a business more than ever depends on the adopted strategy for its development. This requires increased efforts to select and prepare strategic decisions, assess and forecast the market environment, and create competitive advantages. To achieve this, companies are forced to introduce the latest developments in management and marketing into the activities of development departments. After all, classic sales tools no longer cope with modern market realities. Specialists are forced to constantly acquire new knowledge and immediately apply it in practice.

Nowadays, many companies do not limit themselves to just one specialist; they introduce entire departments for enterprise development. This gives the business certain advantages.

Firstly, a team of professionals is able to provide a clear assessment of the company’s position in the market and creates a clear development strategy. It studies in more detail and depth all stages of the implementation of the existing strategy. The main thing is that such a department creates an entire “roadmap” for the company’s growth, based on the competencies of a group of specialists, and not an individual manager.
Secondly, all processes associated with changes in the company are consolidated.
Thirdly, informal and spontaneous phenomena are completely abolished. They are replaced by uniform standards and control over their compliance. All variations are trackable.
Fourthly, qualitative changes have been noticed in personnel policy. The emphasis is on creating professional personnel interested in their improvement. Effective motivation programs for development department specialists are being developed, taking into account benchmark indicators.
Fifthly, competition appears within the company between operational and strategic units. It is this competition that contributes to making more balanced and thoughtful management decisions.
Sixth, there is a reduction in transformation costs and increased productivity in the use of resources.
Seventh, only a team consisting of specialists from various fields is capable of conducting full-scale information and analytical work before making any management decision.

Summarizing the above, I would like to note that the main business indicators improve noticeably if the company plays a larger role in strategic management.

Working as a development manager: pros and cons

There are advantages and disadvantages to being a development manager. Among the advantages are the following:

the labor market's need for these specialists is increasing;
employers are willing to pay high wages;
this is an excellent position for a person who likes to constantly develop and try himself in new areas;
As a rule, such people earn high social status.

There are only a few disadvantages, but they make you think carefully before applying for a vacancy. The disadvantages of being a development manager include:

It is difficult to start your career from this position, since only specialists with impressive experience in a similar position can seriously apply for the position;
irregular working hours;
high responsibility.

Development Manager: areas of work

Sales Development Manager

Employers expect a specialist holding this position to increase sales volumes and sales territory. Often, an effective and already proven employee who has worked in the same company, but as a sales manager, is appointed to such a post.

One of the main responsibilities of a development manager is to forecast the company's sales performance for a certain period. A good specialist ensures the stable functioning of the sales department on a monthly basis, primarily through competent planning. This is achieved through careful and detailed preparation of a work plan for both the entire department and each of its employees.

As often happens, a sales development manager becomes a mentor and inspiration for his subordinates. His job responsibilities include training and preparing sales representatives for work.

The integral responsibility of the sales development manager is to organize the process of servicing the company’s clients:

Negotiating with buyers, drawing up commercial documentation;
ordering and customer service;
order document flow;
control of client shipments, interaction with the logistics department.

The sales development manager has the right to request company documents to carry out his work functions. The specialist also bears high responsibility for incorrect performance of his duties.

Retail Network Development Manager

The job responsibilities of a retail development manager are aimed at maintaining and improving the operation of a network of stores or services. The specialist holding this position has the right to appoint managers for each of the retail outlets, determine the location for opening the next store and negotiate with the owners of the premises on the terms of their lease.

Also, the responsibilities of the network developing manager include developing, organizing and conducting advertising campaigns aimed at popularizing retail outlets. He does marketing and does competitor analysis.

Another important point is working with the staff of retail outlets. The manager's responsibilities include resolving conflicts and studying proposals coming from sellers.

It is also important for a network development specialist to be able to optimize the operation of each retail outlet to increase profits, and put forward initiatives to introduce some kind of staff remuneration system.

The retail network development manager has the right to make proposals to increase remuneration both for himself and for his team. He can recommend to management any improvements to work processes, and also ask for all necessary documentation.

The area of responsibility of this specialist is the timely and high-quality performance of his duties. The manager is responsible for any violations related to legislation or damage to the organization.

Company Development Manager

This position requires a higher education and fluency in areas such as marketing and psychology.

This specialist needs to know how to analyze the market, competitors, and implement projects of any complexity. Also among his skills should be the ability to find clients and partners, negotiate with them, work with contracts, forecasting and sales planning. Of course, knowledge of the basics of legislation and economics is welcome.

One of the requirements for the position is the ability to conduct educational and development training for staff.

The job description of a company development manager includes responsibilities such as compiling reports on work results and presenting them to management. He must maintain a database of employees and plan career opportunities for each of them.

This specialist is responsible for poorly performed duties, violation of the law and material damage to company property. He may at any time require all the necessary documentation to perform his functions.

HR Development Manager

The personnel development manager is fully engaged in improving the professional qualities of the company's workforce. The official goal of such a specialist is to organize employee training. He is fully responsible for how professionally trained the staff is and the extent to which their activities comply with company standards.

The responsibilities of the personnel development manager include planning and conducting educational seminars, trainings and webinars, preparing teaching materials, including brochures, audio and video lessons. This employee assesses the level of training of the team, studies the company’s needs for professional growth, creates training plans and class schedules for each division of the organization, manages a team of teachers, and has the right to recommend third-party training specialists for invitation to the company.

Territory Development Manager (Regional Development)

The responsibilities of this specialist include working with company representatives and distributors, analyzing and increasing the productivity of their activities. This is implemented in the following functions:

monitors compliance with standards of work with personnel of representative offices;
monitors the implementation of the goals set for them;
in a team with the company’s marketers, develops and implements the strategy and tactics for the organization’s market development;
controls sales and organizes monitoring of sales points;
analyzes accounts receivable indicators among the company’s representative offices; develops and conducts various campaigns and actions aimed at collecting these debts;
determines the reporting document flow scheme and controls the process of timely submission of reports by the company’s representative offices;
organizes training of representative office personnel - wholesale managers and supervisors - on company standards;
trains sales department employees of each representative office to work with clients according to company standards, monitors their level of knowledge of the company’s products;
analyzes sales channels, including in undeveloped territories; forwards requests from clients to the company's branches or distributors;
participates in negotiations with current and potential clients;
contacts distributors; in a team with the regional manager, analyzes their work and improves sales performance in the region;
assists distributors in preparing trade orders;
prepares and conducts marketing campaigns promoting any of the company’s products in the region.

Company Organizational Development Manager

A company that has reached a certain peak in its development needs decisive changes in management and structure. This means that she needs a specialist who will help solve a number of organizational issues: an outdated and ineffective corporate communication system, broken standards, an increase in the frequency of system errors made by company employees, etc.

In this case, a vacancy opens for an organizational development manager. This specialist must have a higher education and be well versed in marketing and psychology. Enterprises welcome knowledge of modern labor organization technologies and the ability to implement them in the right environment. For example, many companies are adopting lean manufacturing practices and adapting them to their needs.

The job description of an organizational development manager includes market analysis, forecasting sales levels and working with contracts. Such a specialist must be fluent in the legislation related to the company’s activities. He also needs to master the basics of economics and document management.

The responsibilities of the specialist in question include planning staff training for new standards and conducting planned classes, organizing certifications and knowledge tests.

An organizational development manager must maintain a questionnaire database of company employees and plan the career growth of each of them.

The authority of this specialist includes signing various documents within his area of competence. His area of responsibility includes strict compliance with his official duties.

Corporate Development Manager

Corporate culture is not the last word in the life of any company. After all, the main tool in this case is human resource. If an enterprise's employees are well motivated, then they do their work conscientiously. The corporate development manager is responsible for the formation and implementation of general norms of behavior.

Here are the requirements for this specialist:

completed higher education in the field of sociology or psychology;
developed analytical skills and the ability to quickly process sociological data;
good organizational skills, experience in teaching and planning the educational process;
the ability to notice details and grasp the essence in any matter.

Now let’s note the key skills that a manager involved in the development of corporate culture in an organization must have:

conducting an analysis of corporate culture and drawing up a report on the information received;
organizing the data collection process;
developing effective solutions to increase employee motivation and their commitment to the company’s ideals;
organization of various corporate events;
participation in the selection of employees for positions and assessment of their compliance with the corporate culture;
creating a comfortable working atmosphere.

Position of development manager: candidate requirements

To effectively manage a company or its division, a development manager is required to meet the following characteristics:

A specialist must have a high threshold of stress resistance and be able to organize various processes and events. In a word, he must be a good leader in order to lead his colleagues and motivate them to complete their work tasks.
He needs to have a good understanding of people, to understand their personal and professional motives.
Be able to explain your point of view clearly and clearly. Be able to speak in public and give presentations. He must be endowed with extraordinary oratorical ability.
Good knowledge of document flow and understanding of paperwork principles.
The specialist must know the laws in the field of entrepreneurship, management and production.
Good command of foreign languages, in particular English. This is necessary for working with international organizations.
The specialist must be an advanced user of the Internet and personal computer, and be well versed in modern IT technologies.

Why do you need a job description for a development manager and what it should look like

The job description of a development manager includes a description of the standards of activity of this specialist. The document sets out in detail his rights and obligations, and also puts forward certain work requirements.

It also often becomes an addition to the employment contract concluded by the employer and the hired manager. The job description in this case describes in detail what the new employee will do in his position and clearly defines the scope of his competencies. This is especially true when the company does not have standards for setting tasks for the development manager. It often happens that a specialist is expected to make progress on the scale of an entire company, although he was hired as a development manager for a particular area. Gradually, more and more tasks are assigned to him that have nothing to do with his responsibilities in the original framework.

Another important nuance in the job description for a development manager is that this document records the qualification characteristics that are required of candidates for this position. The fact is that there is no such position in the unified qualification directory of positions, which means there are no uniform recommendations for it. In this case, companies have the right to formulate them themselves. And they need to be written down in order to justify the refusal to hire.

When developing job descriptions for a development manager, you can rely on the generally accepted structure of this type of document. Typically they have 3 main sections.

List of general provisions

In this section, the position is characterized by the following points:

Name;
subordination structure (the person hiring the employee is recorded, and on whom the decision to fire the employee depends);
listing the requirements for the candidate (level of education, work experience in a certain field or in a similar position, a set of specific knowledge, skills and abilities);
determination of subordinates of this position;
the order of substitution is described;
the rights of the development manager are determined.

The head of the company himself determines what rights he will give to the specialist. It is taken into account that this official, in order to effectively perform work tasks, needs to have a certain freedom of action within the framework of his competencies. He may be granted the following rights:

request and study information, including documents from all divisions of the company in order to complete assigned tasks;
get acquainted with certain decisions of the enterprise management;
make recommendations for improving business processes in the organization and bring them to management;
demand assistance from the administration in the performance of any official functions;
manage his subordinates in order to perform certain tasks, monitor their implementation;
negotiate with the company's clients;
find partners for the organization, draw up terms of cooperation with them;
sign contracts and documents related to the performance of the tasks assigned to the specialist.

Responsibilities of an official

This clause regulates the relationship between the employer and the specialist after his hiring. As a rule, the manager expects the manager to fulfill certain labor obligations. These functions are prescribed in this section of the job description. The list of responsibilities may contain the following items:

defining the company's development concept;
planning enterprise growth at the level of strategy and during its implementation;
identifying new areas of development for the company and presenting them to management;
development of new territories and sales markets;
ensuring the necessary level of interaction between departments and branches of the company to implement plans for its development;
monitoring the implementation of all points of the enterprise development plan, drawing up reports on this topic.

Responsibility

Any job description must specify what responsibilities the specialist is assigned. Here you can provide three types of it:

disciplinary liability occurs when an employee does not fulfill or partially fulfills his official duties;
administrative or criminal liability arises when the employee commits relevant actions;
financial liability occurs when an employee damages property that belongs to the company.

If the post of development manager has a narrow specialization, then this must certainly be reflected in the job description in all three sections. Especially in terms of general provisions where the official’s work tasks are prescribed.

For example, a development manager may be responsible only for the development of new territories and markets or for the development of the company's organizational structure.

The above job description outline works very well to describe the job responsibilities of a business development manager. If you are drawing up instructions for a specialist performing territorial development tasks, then the following points can be included in the document:

analysis of sales channels in the specified location;
planning and organizing work on opening new branches of the company;
selection and appointment of managers for new branches of the enterprise.

Each manager has the right to determine the level of responsibilities and powers assigned to the development manager. With the help of a job description, the employer agrees with the specialist on how they will work in the future. And as soon as a manager begins his activities, the manager has no right to demand that he perform tasks outside the documented framework.

Development manager: methods for selecting candidates for the position

When choosing a specialist for the position of development manager, it is important for the employer to identify the potential of each candidate. For this purpose, various special techniques are used aimed at assessing all aspects of the applicant’s personality.

Here are a few methods that are commonly used when selecting candidates for this position:

detailed analysis of the applicant’s resume, highlighting the necessary information, preparing questions for the interview;
collecting data about a person from third-party sources (telephone calls to people on a recommendation list, surveys of former employers);
conducting professional testing of the candidate;
use of group selection tools;
multi-stage interview at various levels.

A superficial interview almost never gives a real and truthful picture of the candidate. The presence of the human factor can significantly distort the selection process for the worse. For example, the applicant or the HR manager may be feeling unwell, which means that not the full potential of the candidate will be demonstrated at the interview. Or both people will dislike each other. Then there remains a high probability that a really strong specialist will not be able to get to the next stage of the interview.

Or the applicant’s resume ideally matches all the requirements for the position, and he himself has maximum charm and copes well with interviews. But in reality it turns out to be unable to show the results that the company expects. Therefore, it is important to conduct a series of test tasks and evaluate the applicant through the eyes of different company specialists.

Another important aspect of candidate selection is psychological. The employer must evaluate not only the professional, but also the personal data of the specialist. After all, it is important how much leadership qualities a person has - he can take responsibility in an extreme situation and emerge victorious, how he interacts with people, how open he is and whether there will be conflicts in the team.

Psychological tests are often used to analyze a candidate's personality. Typically, their reliability ranges from 70–80%. When a professional works, this figure increases. The more different tests are used, the more reliable the psychological portrait of the candidate. As a rule, a set of tasks is used. Each test reveals a separate side of the applicant’s personality: level of intelligence, motivation, personal characteristics.

The testing process helps to obtain information about the candidate such as:

how adaptable it is to new conditions;
how effectively he can act in a team and accept other people's rules of the game;
how efficient and disciplined he is;
what is his level of independence;
the degree of his openness to new things, etc.

Development manager: how to adapt a new specialist to work in the company

The effectiveness of not only the manager himself, but also all his subordinates depends on the process of adaptation of the development manager to the work team.

According to sociological studies, 40% of top managers leave their new job within 8 months after their appointment. This is a fairly high figure. And it is the result of insufficient adaptation of people to the company.

To reduce this value, it is necessary to improve every year a specially designed adaptation system for newly arrived employees.

Typically, a set of measures to introduce new members into a team includes two programs: general and specialized. The first introduces the newcomer to the company, its values, mission, structure and features of production and sales. May include the following items:

Presentation of the company:

introductory speech by the director;
main types of activities and development prospects;
a story about the history of the company, a description of its mission, cultural traditions and significant dates;
presentation of the main types and directions of activity;
description of the company structure, listing of key executives and top managers;
familiarization with work standards in the company.

Payroll preparation.

List of benefits:

the ability to be insured;
what payments are made in case of temporary disability;
what kind of severance benefits the company offers;
what training an employee should and can undergo within the company.

Labor protection section:

listing methods of personal safety on company territory;
description of measures to comply with fire safety;
listing the rules and methods of action in case of accidents;
indication of first aid places in the company.

Method of interaction with trade unions:

statement of terms and conditions of work;
description of the processes of appointment, promotion and transfer of employees by position;
main points about the powers and responsibilities of personnel;
description of discipline requirements and penalties in case of violation.

Organizational matters:

nutrition;
rest;
other.

A specialized program is usually carried out by line managers. It includes all issues related to the specific department or structure in which the new employee will work.

This program can solve the following tasks:

Adaptation to department functionality:

a statement of the department's objectives and goals;
description of its structure;
description of the processes of interaction with other departments.

Introduction to the functionality of the department:

conversation about the daily work of the department and its results;
clarification of the role of the department for the company, its value for other structures;
main organizational issues (length of the working day, lunch breaks, time for operational tasks and reports).

Communicating the rules and standards of work to the new employee:

department regulatory requirements;
description of interaction with other services;

Getting to know the department or division.

In the process of specialized adaptation of a new employee, it is important:

organize conversations with other team members, shared lunches, etc.;
make it clear to the new employee that he can ask his manager for help or advice at any time;
involve a newly hired specialist in both long-term and short-term projects. This will help him quickly come into contact with colleagues and learn in practice the rules and requirements of the company for work. It is not recommended to entrust a new employee with full-scale and difficult projects, even if he is eager to fight;
hold a small corporate event to unite the department team.

Expert opinion

After completing the internship, have a conversation with the new manager

Anna Sharygina,

independent consultant, Kharkov

The first two weeks are very important for the employee’s adaptation and successful completion of the mandatory initial internship (probationary period). This is why it is important to talk to him every day. The same conversations should be held with his immediate supervisor. All the questions to ask during these small conversations are listed below. During your communication with the intern, you can honestly assess his capabilities and attitude. And answer the question whether it’s worth continuing to spend time on this specialist.

If a new employee has successfully completed the probationary period, it is necessary to organize a final conversation with him, during which it is explained that from now on he bears all the consequences of his work on himself. During this same conversation, it is worth asking the following questions:

What will this position give you?
What interests you about this position and why in this company?
What will you pay attention to in your work? What is important to you?
What are your expectations for the company?
Where do you see yourself in this company in 5-6 years?
What career opportunities do you see for yourself in this company?

Development Manager: Improving Work Efficiency Using a CRM System

Let us formulate three keys that help development managers successfully cope with their responsibilities.

Ability to effectively plan your work day.

This applies not only to compiling a to-do list, but also to a convenient system in which these lists would work. Agree that notes in notepads and desktop documents are ineffective. Many managers use modern CRM systems. They allow you not only to enter things into an electronic diary, but also to note what has been done and what has been postponed to another date. In addition, modern CRM tools automatically remind the specialist about the scheduled event.

Keep paperwork to a minimum.

Many managers are afraid of papers like fire. After all, this kills so much working time, when it could be spent on other, more valuable things.

Paperwork can really be optimized using a CRM system. Its functionality includes standard documents that can be easily and quickly filled out using a special electronic form.

Friendship with your clients.

For many companies, timely congratulations to the client on his significant date are considered standard. This is also easy and simple to do using a CRM system. It can be configured so that it automatically sends congratulations to the right clients.

Information about the experts

Andrey Solodovnikov, head of the group of consulting projects, audit and consulting group “Development of Business Systems”, Moscow. Audit and Consulting Group "Business Systems Development" (RBS) is a leading company in the Russian professional services market, a leader in the field of financial and management consulting. The company implements comprehensive project solutions in the field of strategic, corporate, financial, investment management, accounting, taxation, business law, public administration, cost consulting and cadastral valuation. Included in the TOP 10 largest international and national audit and consulting groups in Russia.

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