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What is a Business Development Director? Key job responsibilities of the director of development of the company. The main list of duties of a specialist

  • 24.11.2019
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I. General provisions

  1. The development director belongs to the category of managers.
  2. A person who has a higher professional (economic, legal) education, work experience in leadership positions at least 5 years (including in the position of Development Director or Business Development Manager) strategic planning at least 1 year).
  3. The Development Director should know:
    1. 3.1. market economy.
    2. 3.2. Implementation rules entrepreneurial activity.
    3. 3.3. Theory and practice of management, macro- and microeconomics, marketing, business administration, stock exchange, insurance, banking and finance.
    4. 3.4. Principles of enterprise development planning.
    5. 3.5. The main tools for financial recovery of the enterprise.
    6. 3.6. Methods of economic modeling.
    7. 3.7. Modern systems enterprise management.
    8. 3.8. Fundamentals of production technology.
    9. 3.9. Prospects for innovation and investment activities.
    10. 3.10. Information processing methods using modern technical means communication and connection, computer.
    11. 3.11. Basics of administration.
    12. 3.12. Information Technology.
    13. 3.13. Fundamentals of sociology, psychology.
    14. 3.14. Legislation on labor and labor protection of the Russian Federation.
  4. Appointment to the position of director for development and dismissal from the position is carried out by order of the head of the enterprise.
  5. The development director reports to the head of the enterprise.

II. Job Responsibilities

Director of Development:

  1. Defines the general concept of the enterprise development policy.
  2. Substantiates the development goals of the enterprise.
  3. Develops an effective development strategy and the main sections of the enterprise development plan.
  4. Carries out "diagnostics" of all production, commercial processes at the enterprise.
  5. Prepares specific programs for the development and restructuring of the enterprise, analyzes the possibility financial support programs.
  6. Establishes budgeting priorities and monitors expenditures to ensure the financial sustainability of ongoing programs.
  7. Organizes efficiency calculations from the implementation of enterprise development projects.
  8. Prepares proposals for the development of new business areas, the development of new markets; develops projects of technical and administrative modernization of the enterprise.
  9. Organizes the presentation of projects and their implementation schedules to senior management, defends and justifies them, answers questions from project management.
  10. After approval of projects, organizes the preparation of relevant documentation, obtaining the appropriate licenses and permits.
  11. Brings the approved schedules of work on the implementation of projects to the management personnel of the enterprise.
  12. Appoints employees responsible for the implementation of projects, gives general instructions, directly supervises them and coordinates their activities.
  13. Organizes the interaction of all structures of the enterprise for the implementation of enterprise development projects.
  14. Coordinates the work on the implementation of projects at all stages, controls the compliance of the decisions made and the actions taken with the basic concept of the enterprise development.
  15. Analyzes economic, financial indicators at every stage of the implementation of development projects.
  16. Develops methods for rapid response to crisis and non-standard situations which can lead to disruption of the enterprise development plan, other adverse consequences for the enterprise.

III. Rights

The Development Director has the right:

  1. For information about all performance indicators of the enterprise, for access to commercial information.
  2. Request and receive from the heads of departments of the enterprise and specialists the necessary information and documents.
  3. Within the limits of his competence, sign and endorse documents, issue orders under his signature on the implementation of enterprise development plans.
  4. Get acquainted with the documents that define his rights and obligations in his position, the criteria for assessing the quality of performance of official duties.
  5. Submit proposals for improvement of the work related to the responsibilities provided for in this instruction for consideration by the management.
  6. Require the management of the enterprise to ensure the organizational and technical conditions and execution of the established documents necessary for the performance of official duties.

IV. A responsibility

The Development Director is responsible for:

  1. For improper performance or non-performance of their official duties provided for by this job description - within the limits established by the current labor law Russian Federation.
  2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.
  3. For causing material damage the enterprise - within the limits established by the current labor and civil legislation of the Russian Federation.

APPROVE:

[Job title]

_______________________________

_______________________________

[Name of company]

_______________________________

_______________________/[FULL NAME.]/

"______" _______________ 20___

JOB DESCRIPTION

Deputy director for development

1. General Provisions

1.1. This job description defines and regulates the powers, functional and job duties, rights and responsibilities of the Deputy Director for Development [Name of organization in the genitive case] (hereinafter referred to as the Company).

1.2. The Deputy Director for Development is appointed to the position and dismissed from the position in accordance with the procedure established by the current labor legislation by order of the head of the Company.

1.3. The Deputy Director for Development reports directly to the Director of the Company.

1.4. The Deputy Director for Development belongs to the category of managers, has in his subordination:

  • planning and Economic Department;
  • public relations department;
  • legal department;
  • organizational department;
  • secretariat.

1.5. A person who has a higher professional (economic or engineering and economic) education and at least 5 years of experience in managerial positions is appointed to the position of Deputy Director for Development.

1.6. The Deputy Director for Development in his activities is guided by:

  • legislative and normative documents those considering issues of socio-economic development of enterprises, issues of labor and social development;
  • methodological materials related to relevant issues;
  • labor regulations;
  • orders and orders of the director of the enterprise;
  • this job description.

1.7. The Deputy Director of Development should know:

  • legislative and regulatory legal acts, teaching materials relating to issues of socio-economic development of enterprises, legal support for the activities of the enterprise, document circulation and rule-making;
  • goals, development strategy and business plan of the enterprise;
  • profiles, specialization and features of the structure of the enterprise;
  • methodology for planning and forecasting the needs of the enterprise in personnel, equipment and other resources;
  • labor legislation;
  • economics, sociology and psychology of work;
  • modern theories of personnel management and motivation;
  • fundamentals of production technology, economics and organization of production;
  • funds computer science, communications and communications;
  • labor protection rules and regulations.

1.8. During the absence of the Deputy Director for Development (vacation, illness, etc.), his duties are performed by a person appointed in the prescribed manner. This person acquires the appropriate rights and is responsible for the proper performance of the duties assigned to him.

2. Job Responsibilities

The Deputy Director for Development is obliged to perform the following labor functions:

2.1. Organize systematic work on the development of enterprise development plans (business plans), accumulate and analyze proposals from all enterprise services to improve the enterprise's activities, implement development plans (business plans) of the enterprise and monitor the implementation of development plans (business plans).

2.2. Coordinate the activities of all subordinate units in the performance of their main functions.

2.3. To develop, in cooperation with other services of the enterprise, proposals and programs for the organization of production economic activity based on the widespread use of the latest technology and technology, progressive forms of management and organization of labor, scientifically based standards of material, financial and labor costs, market research and best practices (domestic and foreign) in order to increase technical level and quality of products (services), economic efficiency production, rational use production reserves and economical use of all types of resources.

2.4. Manage the implementation of work on the comprehensive protection of information at the enterprise, ensuring the effective application of all available organizational and engineering measures in order to protect information constituting state secrets and commercial secrets of the enterprise.

2.5. Advise heads of related services on issues related to the development long-term plans, preparation of feasibility studies.

2.6. Systematically improve their qualifications and provide advanced training for personnel of subordinate departments and services.

2.7. Supervise the training of subordinates, create conditions for them to improve their skills, professional growth, development business career and promotion in accordance with personal merit and skill level.

2.8. Monitor compliance by subordinates with the rules of labor protection and safety, industrial sanitation and fire protection.

2.9. Use in relation to subordinates the granted rights to encourage them (bring them to responsibility).

2.10. Create conditions for the introduction and proper functioning of advanced business planning technologies, their subsequent improvement and optimization.

2.11. Manage the distribution of tasks, ensuring their timely, rhythmic and uniform communication to subordinate units, the forms of documents necessary to ensure activities, as well as internal organizational, regulatory and regulatory and methodological documents on business development.

2.12. Study, generalize and apply in practical activities advanced domestic and foreign experience in business development planning.

2.13. Consider proposals for ensuring ergonomic working conditions, rationalization of workplaces and submit them for decision to the head of the Company.

2.14. Timely and fully work out and submit officials reporting and other documentation with appropriate powers.

If necessary, the Deputy Director for Development may be involved in the performance of his official duties overtime, by decision of the head of the Company, in the manner prescribed by labor legislation.

3. Rights

The Deputy Director for Development has the right to:

3.1. Make decisions in order to properly organize business development, ensure the daily activities of subordinate units - on all issues within its competence.

3.2. Submit to the head of the Company their proposals for encouraging (bringing to account) subordinate employees in cases where their own powers are not enough for this.

3.3. Prepare and submit to the head of the Company their proposals for improving the work of planning business development, its additional personnel, logistics.

3.4. Participate in the work of collegial management bodies when considering issues related to business development.

4. Responsibility and performance evaluation

4.1. The Deputy Director for Development bears administrative, disciplinary and material (and in some cases, provided for by the legislation of the Russian Federation, also criminal) responsibility for:

4.1.1. Non-fulfillment or improper fulfillment of official instructions of the immediate supervisor.

4.1.2. Failure to perform or improper performance of their labor functions and assigned tasks.

4.1.3. Misuse of provided official powers and use them for personal purposes.

4.1.4. Inaccurate information about the status of the work entrusted to him.

4.1.5. Failure to take measures to suppress the identified violations of safety regulations, fire and other rules that pose a threat to the activities of the enterprise and its employees.

4.1.6. Failure to enforce labor discipline.

4.2. The evaluation of the work of the Deputy Director for Development is carried out:

4.2.1. Direct supervisor - regularly, in the course of the daily implementation by the employee of his labor functions.

4.2.2. Certification Commission enterprises - periodically, but at least once every two years, based on the documented results of work for the evaluation period.

4.3. The main criterion for evaluating the work of the Deputy Director for Development is the quality, completeness and timeliness of his performance of the tasks provided for by this instruction.

5. Working conditions

5.1. The working hours of the Deputy Development Director are determined in accordance with the internal labor regulations established by the Company.

5.2. In connection with the production need, the Deputy Director for Development is obliged to travel to business trips(including local values).

5.3. In connection with the production need, the Deputy Director for Development may be provided with official vehicles to perform his labor functions.

6. Right to sign

6.1. To ensure his activities, the Deputy Director for Development is granted the right to sign organizational and administrative documents on issues that are part of his functional duties.

Familiarized with the instruction ___________ / ____________ / "____" _______ 20__

Director of Development- This is a position in the company, covering all aspects of its activities. This is a manager whose duties include not only control over the production process, but also the organization of the work of the organization and its personnel. Such a versatility of the profession requires many skills and certain qualities from candidates for this position.

Development director at the company

Today, there are two interpretations of the concept of “company development”. In one case, it is understood as the solution of local problems, on the basis of which the attention of the company's management staff is focused. For example, attracting new customers, opening branches in the regions, creating a network of agents. Such tasks, as a rule, are relevant for a simple business, where the results are proportional to the number of product outlets.

In another case, “company development” is strategic management, strategic development. This refers to a wide and complex set of activities that are associated with determining the company's position in the market, the system of work to create it, and the development of a target model (what the company should be).

Today, business conditions are changing rapidly. The pace of change is constantly growing environment: the available range of products is expanding, preferences are changing target audience, competitive environment, there is a globalization of world markets. The Russian economy is confidently integrating into the world economy, which leads to increased competition and a decrease in the economic stability of the territories.

As a result of such changes, the importance of the impact of strategic decisions on the overall efficiency of doing business is steadily increasing. In particular, the volume of work related to the preparation, choice of solutions that predetermine the development of business, forecasting the state of the markets, etc., is growing.

Today, many companies have seen the importance of attracting a director of development, having allocated an entire division at his disposal. When creating a development department and hiring a development director, the company provides a set of advantages for itself:

  1. A clear understanding of the goals, ways and means of achieving them, systematization and structuring of their development.
  2. Personification of responsibility for the results of enterprise development.
  3. Improved manageability, consistency in the process of making changes that can be controlled.
  4. The staff of the company is formed by professional human resources who are most interested in development.
  5. Increasing the efficiency of the use of resources, reducing the cost of change.
  6. More balanced management decisions, given the presence of a system of counterweights.
  7. Improving information and analytical support in management decisions.

Responsibilities of the Development Director

A development director can be called a business architect: on the basis of analytical work, he develops proposals for organizing a business. Is this argument not enough? Then read the article of the magazine "CEO" and make sure that your company simply needs a director of development.

What does a business development director do?

The development director ensures the process of qualitative changes in the organization, contributing to its entry to a new level. Given the goals of business development, this position can be of two categories:

Strategic Development Director. The functions of the development director in this case include development as a whole, closing and restructuring the most unprofitable projects, offering promising directions activities. In companies, this position is often referred to as the director of strategy and prospective development, director of strategic planning, deputy or adviser to the general director of development.

The director of development of a certain direction is responsible for the most priority project of the organization at the moment. For example, a project that is related to the modernization of production, the development of a branch network, marketing or sales. Most Russian companies this position of director of development is closely related to attracting investments in the company and finance in general.

If there is no position of development director in the company, this function is handled directly by the owner, CEO enterprises or consulting company on outsourcing. In domestic practice, an increasingly common solution is to attract foreign top managers to this position or Russian leaders With successful experience work in transnational organizations.

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Practitioner tells

Larisa Kolesnikova, General Director of AWAKE Communications Event & PR Boutique, Moscow

We thought about the need to hire a director of development when the prospect of important, strategic changes appeared for a systematic increase in profitability. The development director is responsible for the qualitative change of the organization, contributing to its entry to a new level. In particular, it develops a development program that is focused on ensuring the competitiveness of the organization, income growth.

The development director in our case will combine the leading qualities of a marketer, analyst, manager and sales manager.

As an analyst, the development director conducts:

  1. Studying the market, its tendencies and opportunities.
  2. Collects information about demand, the reasons for its changes, analysis of the needs of the target audience.

As a marketing director, development director provides:

  1. Identification of the most effective market sectors for sales, formation of a set of measures aimed at using market opportunities.
  2. Development of forms, schemes, technologies and methods of successful sales.

As a sales manager, the sales director performs:

  1. Identification of promising potential buyers services by establishing business contacts with them.
  2. Representing the interests of the organization at the initial stage of negotiations with new clients.
  3. Presentations of the company and services.
  4. Maintaining contacts with regular customers.
  5. Update information bases clients.
  6. Analysis of the level of sales, preparation of reports on the results of the analysis for submission to the consideration of a higher official.

As a head development director participates in:

  1. In development marketing strategy and politics.
  2. In exhibitions, conferences, other events to form consumer demand, to stimulate sales.
  3. In the formation of a package of services for the company, solving issues aimed at improving and developing the activities of the enterprise.

What are the tasks of the Development Director?

  1. Formation of a new trade policy, expansion of the geography of activities, promotion of the product, development of the dealer network.
  2. Management of the restructuring process, creation of new product quality control systems, modernization of production, optimization of work processes, reduction of associated costs.
  3. Formation of effective business management standards.
  4. Creation, introduction of a new portfolio of brands to the market.
  5. Finding ways out of the crisis, changing old business development strategies, creating new perspectives, analyzing current situations.

What are the responsibilities of a Development Director?

The development director manages development programs to maintain competitiveness and increase the income of the enterprise. He, together with shareholders and the CEO, is developing a business strategy for the medium and long term.

Engaged in the formation of a portfolio of new projects, budgeting for their implementation, controls their implementation. Supervises the conduct of research by marketers and analysts of the organization, evaluation of the results of work. It also ensures the identification and elimination of shortcomings and weaknesses in the work of the organization, the search for opportunities for the development of the company.

Provides management of new product development processes, issues of improvement and modification of current products. Together with the employees of the PR-department and the personnel service, he organizes communications between departments, broadcasting the main strategic goals to the company's specialists. Establishes directions for establishing external relations of the organization, in particular, with government agencies in accordance with the approved strategy of the company.

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Practitioner tells

Andrey Solodovnikov, head of the group of consulting projects of the audit and consulting group "Development of business systems", Moscow

In our company, the director of development is engaged in the following.

Determines the company's development goals, taking into account the expectations and priorities of the owners, as well as the marketing chances of the organization in a particular market.

Evaluates the external environment, identifies new marketing opportunities.

Conducts analytical work, identifies trends, cause-and-effect factors, predicts market development, etc.

The development director develops proposals for the organization's development strategy, in which it is important to achieve a balance between marketing chances in the market, the expectations of the owners and the company's ability to implement all this, taking into account competencies and resources. The manager details the proposals for individual marketing parameters: competitive differences; ways to extract profitability; positioning, which is aimed at market-product combinations, client groups and individual territories; lines of business of the company. In addition, the development director determines the needs for resources and personnel that are lacking during work, as well as possible options for attracting them.

After the strategy is approved, the development director forms plans for its implementation, targeted development programs.

When the development plan is approved, he coordinates the work for their implementation.

Conducts a current analysis of the factors of influence, identifies changes, makes the necessary adjustments for plans and development strategies.

The development director acts as a specific business architect who, based on analytical work, develops proposals aimed at organizing a business.

Development director: types to look at

Depending on their influence and role in the company, development directors can be of various types:

  1. Theoretical Consultant. Usually, this is a person who came to work in real business from a consulting company. He can reason a lot and competently in theory, but in his recommendations he focuses on ideal business models that are poorly comparable with reality. As a rule, such attacks are not liked by managers who are not willing to trust the smart recommendations of the "gurus", and their cooperation ends here.
  2. "Advisor to the first person of the company." The director of development of this type is on the staff of the company, but omniscient and invisible. He has a tremendous influence on the owner of the company, says little, but it is his quiet and valuable word that allows him to develop the business, moving even the most “unrealistic projects” off the ground. To the company, such a development director is like a god, whom everyone fears and idolizes.
  3. "A man with connections." Development directors of this type are hired because of their rich experience in the industry and established connections. The development process with its help in the company is to introduce the company to the desired sales market or launch new project with the support of the right people. Often in companies, such a development director is called a director for development of relations with government agencies, a director for development of external relations.
  4. "Strategist". The development director of this type is a top-class professional. He has a unique talent to see the picture of business development as a whole, so he can offer the most profitable and effective strategies. He not only forms different paths and strategies, but can also engage in their implementation. Usually has charisma, the ability to create effective management teams, good leadership qualities. Such a development director easily and simply manages a multi-million dollar project, focusing on results. As a rule, development directors of this type work in international companies.

How to organize a department for a development director

The work of the development service in practice can be implemented by one of the considered organizational models:

Lack of a formal development management system

Functions that are related to development are carried out irregularly (as needed) within the traditional management system. There is no systematic development work. Planning for a year. Management mainly concentrates on the current economic activity of the organization. Usually there are no clearly defined goals, plans to achieve them. For such a service, as a rule, a development director is not needed.

Who suits. This option is valid for small companies with relatively simple business, as well as for large organizations in markets with low dynamics of change.

Development service management

This system covers all departments of the organization. Formal procedures are in place. The following option is possible: the owners determine what they expect from the business, the principles and goals of the organization, approving the main indicators, provisions and development plan.

Then the main strategic decisions are approved or rejected by the CEO, who discusses development issues with the business owner, agrees on development indicators and strategies, and monitors and provides support for development processes.

Responsible for development director of development. It accumulates all information about the current state of the organization, key factors influencing the business, project development and development plan, coordination of the entire range of work. The development director involves all the required resources in the work, organizing brainstorming sessions if necessary, and forms target working groups in key areas. Thus, he plays an important role in the company.

Who suits. This option will be effective in the activities of companies that operate in certain conditions:

  1. High level of dynamics of changes in the main markets.
  2. The business is diversified and complex.
  3. Leadership orientation, qualitative growth of results.

This system will be effective if no mistakes are made in the work. Development costs are maximum, but at the same time, the results of successful work are super-payable.

Development management without a development director

This option is intermediate (between the 1st and 2nd). In this case, development management usually occurs on a regular basis, consisting of certain formal procedures. Change is driven by leadership without broad employee involvement.

Functions strategic management concentrated in organs corporate governance, with the active participation of the CEO, who performs the main analytical work as a development director. It is responsible for the formation and implementation of the strategy. The success of development mainly depends on the competence and leadership abilities of the CEO.

Who suits. This development is an acceptable solution in the activities of medium-sized enterprises with a simple organizational structure, who do not claim to be the market leader and are not given the idea of ​​finding a sales director, coping with his duties on their own.

Development outsourcing

Usually, professional business consultants are involved to manage the development. They are free from the internal stereotypes of the organization, understand and use modern methods, technologies, ensuring the successful organization of the development unit. But, costs are required to attract them - their tariffs for small companies can be prohibitive.

  1. When you need a quick result and it makes no sense to hire a sales director.
  2. It is economically irrational to constantly keep highly qualified professionals in your staff.
  3. Requires one-time changes.

All the pros and cons of the question of hiring a development director

The question of hiring a development director is not considered unambiguous. The following factors will help you decide:

  1. The complexity and scale of entrepreneurial activity, the homogeneity of business. The more diversified and complex the business is, the greater the need for a development service.
  2. The market position of the company. For ambitious companies looking to expand markets and become leaders, a development service is essential. If companies are pursuing “niche strategies” without an expansion focus, a standard management system without the participation of a development director may be sufficient.
  3. Market dynamics. The faster the market situation changes, the more difficult it is to control the changes in order to provide a suitable response in a timely manner.
  4. Management style, personal and professional qualities of the owners and the head of the company. It is unlikely that it would be appropriate to organize a development service and hire a development director when the management is not ready to delegate its authority to develop strategic decisions, but will insist on independently performing these tasks.

How to select candidates for the position of Director of Development

It must be downloaded that candidates for the position of director of development do not lie on the road and it is not so easy to find them. No, there are plenty of vacancies posted, but there are very few truly highly qualified specialists. Therefore, the search for candidates for this position is very specific. It is necessary to read the experience, the name of the projects, the tasks performed, indicated in the resume of the applicants.

The development director is focused on the rise of a certain area, division, direction, general project, or on the development of the entire company on a new round of development. Because of this, many people confuse marketing functions and the development of the company as a whole. Marketing functions require knowledge of fine tuning of marketing tools, sharpening of specialists. The development director solves a set of strategic tasks, within which marketing acts as one of his tools.

During telephone conversation you need to ask the applicant what projects he has worked on recently. He should immediately mark two to four of them. It is important that the applicant easily begins to communicate the meaning of the task, the project with which he worked. If the applicant has overcome this filter, you can invite him for an interview.

The main thing during a face-to-face meeting is to determine that the candidate has not only a personal warehouse and motivation, but also experience and effective tools development of the enterprise, offering solutions that suit you.

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What questions to ask candidates for the position of director of development

The most unexpected question: “If you had a million dollars, what business would you invest this money in?” some can be stymied. By answering this question, you can judge a lot about the applicant:

  1. The presence of a common understanding of the main trends in the industry in question, the breadth of horizons.
  2. Testing the skill of entrepreneurial thinking.
  3. Understanding what role in the company is better to offer the applicant.

And the second question will be the usual “Name the mistakes you have ever made in your career.” Every professional had mistakes, without them it would be a robot. Such mistakes do not speak of poor qualifications, but of sufficient experience, the ability to draw conclusions, and navigate in a difficult situation.

Employment contract with development director

The following provisions apply in the employment contract of the Development Director:

  • schedule;
  • agreement on non-disclosure of confidential data;
  • job description;
  • list of job prices.

To employment contract development director is also attached supplementary agreement.

An employment contract with a development director is included in the category of employment contracts with specialists, inheriting all the features of such contracts. The appendix to the employment contract, namely, the job description, indicates the knowledge and skills that the development director must possess.

The development director is included in the category of managers, the hiring and dismissal of which is formalized by order of the director of the company.

An employment contract of this kind can be concluded with a candidate for the position of development director who has a professional higher education (economic, engineering, economic, legal).

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How to get the most out of a development director

And now that you've finally hired this person, you need to get him up to speed as quickly as possible. That is why it is better to hire a professional who is already familiar in advance not only with your industry, but also with the organization itself. While a newcomer spends time getting to know your company, you lose out in sales, because these efforts could be directed to increase them. And you, as the head of the company, must spend your precious time to help the newbie adapt.

And maybe that's why it's so important to make sure you're hiring the right person for the position. For one specialist it will take six months to get used to this role, and for another - and whole year. Of course, ideally everyone sees immediate benefits from hiring a development director, but this is unfortunately not realistic. Even before you hire the right candidate, you need to make sure that he knows your business from the inside. In other words, it is important to hire the right people and then determine the direction of further development of the organization.

Labor function and main responsibilities of the development director

The position of Development Director is introduced in staffing companies where a separate division is created to develop and implement development strategies. If the manager believes that one employee is enough for these purposes, then in most cases he is called a development manager. In addition, the term “director” in the title of the position emphasizes that the employee belongs to the senior level and has a wider (in comparison with the manager) range of powers, and his responsibility is much higher.

The main task of the development director is to increase the effectiveness and profitability of the entire business. To do this, he can:

  • explore new territories;
  • develop business within the existing framework;
  • combine both previous options.

In his activities, the development director operates with information about the external market conditions and the situation within the organization. The results of his work are programs strategic development companies.

Don't know your rights?

Since the development director is called upon to improve the company's performance indicators, he is endowed with certain powers necessary to solve the tasks assigned to him. All this is fixed and concretized in his job description.

Approximate structure of the job description for the director of development

The structure, according to which the job description of the development director is usually compiled, provides for 4 main sections.

  1. General provisions. This section provides information on:
    • about the job title;
    • the order of subordination of the employee (who hires him, who has the right to fire him);
    • the presence of subordinates;
    • qualification requirements (what level of education the employee should have, whether work experience is needed, if so, in what position);
    • substitution order.
  2. Rights. The development director belongs to the category of managers and has an extended range of powers, which are listed in this section. For example, it may be said that he has the right to:
    • make information requests to all structural divisions of the company about all performance indicators of the company (including those with the status of commercial information);
    • receive from structural divisions documents required for work;
    • sign (vise) documents within their competence;
    • issue acts (orders, orders) aimed at the implementation and display of the results of the approved development programs of the company;
    • to transfer to the manager their suggestions for improving the work process;
    • contact the top management of the company for help in carrying out the tasks;
    • attract contractors to cooperate with the company.
  3. Job responsibilities. It indicates that the Development Director is entrusted with the following duties (indicative list):
    • developed and approved by senior management overall strategy, within which it is supposed to carry out the development of the company;
    • manage the process of developing company development programs;
    • entrust subordinates with the development of plans for the restructuring of the company, monitor their implementation;
    • submit proposals to the management on the development of new areas of the company's activities;
    • analyze the market in order to find new niches for the sale of products and ways to develop them;
    • organize the interaction of structural divisions of the company for the implementation of the approved development program;
    • coordinate the work of structural units in the implementation of the development program;
    • analyze the results of the implementation of development programs and prepare reports on their effectiveness.
  4. A responsibility. This section generally states that the director of development is responsible for both the decisions made and the actions taken, as a result of which he may be attracted:
    • to disciplinary responsibility- for failure to perform or improper performance of their labor duties;
    • to administrative or criminal liability - for committing misdemeanors, liability for which is provided for in the relevant laws;
    • to liability for damage to company property.

Deputy Director for Development

In conclusion, it remains to say that the development director may also have a deputy. Such a staff unit is found if the director and his department are given such a large amount of tasks that it is difficult for one person to keep track of all areas of activity to solve them.

The issue of delegation of authority to the deputy in each company is solved in its own way. In some companies, the deputy is assigned to supervise certain areas of work, in others - to prepare preliminary reports on the activities of the unit as a whole. The main thing is that all these features, as well as the scope of rights and obligations actually assigned to the employee and assigned to him by management, be reflected in his job description.

Examples of job descriptions for the development director and his deputy can be found on our website.

Business promotion is associated with the universal position of a specialist who activates the various reserves of the company based on research and analysis, as well as the application of new updating methods. In fact, this is a manager who belongs to the highest level. Accordingly, the position involves the formation of a very significant list of duties. The main task of this specialist is to bring the company or organization to higher positions, forms a kind of image, creates prospects for obtaining more substantial turnover. Often the position is combined with the need to take actions aimed at increasing profits. And this means that the direction of activity will be associated with the expansion client base. In other cases, the main parameter of growth will be the expansion of geographical coverage.

In certain companies, this position is combined with the need to carry out a number of works aimed at automating the activities of the enterprise, the uninterrupted execution of orders, the introduction of innovative methods in order to bring the enterprise to a new level of growth opportunities. It is quite obvious that the director of development actually takes over the partial management of the enterprise. Accordingly, the choice of a specialist of this level must be incredibly thorough and detailed. Not every specialist, even with higher education be able to complete the assigned tasks. The selection for a responsible position is carried out on the basis of the requirements that are initially formed through the instructions. It is in this document that the manager indicates all the requirements and wishes for the applicant.

The instruction of the official format is drawn up for each position separately, and if in certain cases, you can simply use templates this document, then in the case of hiring a director of business development, a significant amount of time should be devoted to specifically indicate what requirements of the qualification plan must be met, as well as what qualities and skills the specialist should be endowed with.

Using template versions of a document, you can get accurate data about the structure, as well as about which data is important. The document is divided into certain sections, each section describes a specific area of ​​activity of a specialist. The specialist receives the document against signature and after that he actually receives accurate data on what duties are assigned to him precisely at this enterprise.

Naturally, when describing the duties of a specialist, the manager relies on the needs of his particular company. In some companies, a specialist of this format takes on part of the leadership. At other enterprises, only the obligation to create the image of the company and carry out a kind of promotion is formed. Based on this, we can say that the list of requirements, as well as obligations and functions, can be extremely different.

Job Requirements

Since the position is extremely responsible, and it is also essential for the entire development of the company, the list of requirements is very large. As a rule, managers want to get the best specialist, which in reality could offer the prospects for the ideal development of the company. We suggest that you familiarize yourself with a number of typical requirements that are recommended to be indicated in the instructions for the official format:

  • Having an education of higher value. At the same time, we will immediately say that the advantages are given to those specialists who have diplomas in the field of management, as well as management. Often indicates a desire to hire a specialist with additional legal education or an education in advertising. All requirements that relate to education must be set out clearly and accurately;
  • Most often in big company only those specialists who have at least three years of experience are accepted for the position of a specialist of this format, and it is better in the field of management. But each leader determines the question of experience individually. For example, in a small company they can hire a specialist even without experience;
  • It must be indicated that the specialist must have essential managerial qualities. Must be able to correctly set goals and objectives for other employees, skillfully motivate, choose a specialist of the required skill level;
  • Since each enterprise has its own line of business, it is recommended that the requirements indicate the knowledge of a well-defined area. For example, knowledge of the restaurant industry, metallurgy, etc.;
  • The specialist must be confident in the use of a personal computer, as well as be able to use a variety of software, which is used in office work;
  • In certain companies that interact with foreign organizations, requirements may be established that relate to additional knowledge of a foreign language. But these requirements are not mandatory, since in many enterprises cooperation is carried out only within the borders of the country.

Formation of requirements should be very detailed and careful. You must understand that these requirements form the features of choosing a candidate for a responsible position, which means that you can specify not only the main points about education and experience, but also describe everything in detail Additional requirements that you will need.

Functions of the Business Development Director

After employment, the specialist himself must study in detail the instructions for his position, since it is in it that the main goals and objectives of his professional activity. It is recommended to specify the following functions for this specialty:

  • The specialist organizes the necessary actions to increase the level of relevance of the company in the market. In the process of such actions, variants of target aspects can be used, a process of setting new goals for external development is carried out, an image of the uniqueness and individuality of the company itself, as well as goods or services is created;
  • An employee involved in business development is obliged to independently carry out a kind of analysis of the position of the company at the current time in order to choose ways to promote it. In the process of studying such data, the employee has the right to request the necessary documentation for departments and divisions. At the same time, management should reflect such powers in the instructions;
  • In his professional activity, a development specialist must analyze the structure advertising company trying to find those options for cooperation that can become the basis of high-quality and cost-effective advertising for the company;
  • Also, a business development specialist is required to carry out research by studying the nuances of competitors' activities. Thus, a real opportunity is formed to correctly select the methods and strategy for the development of the company as a whole. It should not be forgotten that in parallel with the assessment of the characteristics of the activities of competitors, the specialist analyzes and studies the target audience;
  • The specialist also takes on the most important function of working out the development strategy of the company as a whole. This strategy is based on research work, as well as on the main policy of the enterprise;
  • Also, the director of this format in certain companies draws up various kinds of documents. In addition, an obligation is formed that determines the need for the systematic provision of reporting documentation directly to management.

Based on all of the above, it follows that the list of functions is significant, but at the same time it is determined exclusively individually, depending on what exactly the requirements for the position are set at a well-defined enterprise. Basically, you just need to use the recommended list to come up with a basic description of the features, and based on this information, you can create a more advanced list of obligations. This, in fact, creates clear conditions for the work of a specialist in your company and defines his obligations as a leader.

Forming the instruction, it will be necessary to determine those features that will later be transformed into responsibilities. The description should be clear and detailed, the ambiguity of the interpretation of the described duties can lead to the formation of numerous controversial situations. Therefore, the template is used solely as an example for compiling instructions. The basic information should be generated independently, taking into account your needs for the qualifications and professional skills of the position in question.

The main list of duties of a specialist

To fully understand the nuances of drafting a document, we recommend that you familiarize yourself with the standard list of duties of a business development director:

  • A number of obligations are being formed that are directly related to external development company or enterprise. The specialist undertakes to carry out appropriate work in the field of expanding areas of influence by opening new branches or departments;
  • It establishes the need to assess the state of the company in order to modernize. Such actions, first of all, are aimed at reducing the level of costs for all production processes and increasing the level of profitability of the company or the enterprise as a whole;
  • The employee conducts a study of various innovative implementations, which can later be used in the enterprise for the purpose of effective development. Various options are being carried out to study the strategy of work and advertising of competing companies and organizations;
  • The process of creating a structure for the promotion of goods, materials and the company itself as a whole is underway. To carry out such work, the development specialist bases his conclusions on research data that determine current position firms and prospects for its development;
  • The specialist, based on the study of methods for increasing the level of popularity of enterprises, selects those that will be optimal for a particular case, the use of which helps to increase the level of relevance of the company and attracts an audience of target value;
  • Activity analysis is underway advertising nature, which allows you to evaluate the effectiveness of certain methods that make goods or services popular and in demand;
  • Business development professionals are often given the responsibility of reviewing and reviewing production methods. The purpose of such actions is the need to evaluate the effectiveness production activities company, and the ability to take actions that can change, modernize and improve production processes in order to significantly reduce the generated costs;
  • The specialist is engaged in activities that are aimed at finding customers to expand the level of sales, goods, materials or raw materials;
  • The obligation of preliminary study is formed, as well as the formation of all the nuances of making purchases of the raw materials that are necessary for production purposes. Moreover, the specialist is vested with the right to search for suppliers, as well as signing contracts;
  • Actions are being taken to create reporting documentation. Reporting data is entered into the documents, which were obtained as a result of research work if possible, to promote and promote the company. These reports are generated and submitted to management, on the basis of which decisions are made on the implementation of plans and projects in life, taking into account a clearly defined development strategy.

Document Template

  • In the section called - general position, contains information on qualification requirements. This includes the need to indicate what kind of education a specialist should have, length of service requirements, a number of requirements for skills, professional qualities, etc. Also, this section should include information that relates to the organization of a specialist’s activities. This is a question of subordination and a description of the nuances of filling a position. There is also a list of requirements for necessary knowledge legislative framework;
  • List of duties of imposing positions. The list of these requirements is described in sufficient detail just above. We have already said that each manager has the right to carry out the process of selecting options for obligations, taking into account their individual needs, based on the characteristics of a well-defined enterprise. At the same time, if there are no special requirements, you can simply use the list of duties provided by us. Try to compile the list in such a way that the description of duties is sufficiently detailed and, most importantly, that there are no significant interpretations in the descriptions;
  • Rights. The description of rights is an important factor in determining what actions an employee can take without additional approval from management. It is best to work out a complete list of specialist powers in advance so that in the future there will be no difficulties in this aspect. As mandatory rights, we recommend that you indicate the right to request documents in the form of reports from various departments, the right to request the management to provide the material base for the implementation professional duties. As well as the right to sign documentation without the need for approval from management. If a specialist in your enterprise will be on the issue of independent actions, you will need to indicate the right to provide reports, projects and plans for consideration and approval by management;
  • specialist responsibility. After hiring, management, as a rule, carries out not only familiarization with obligations, but also indicates that the employee takes on a certain amount of responsibility. This may be responsibility formed for violation of the norms of the legislative framework, or it may be the formation of responsibility regarding the safety and proper disposal material values enterprises. In principle, you can use an extended description of responsibility, depending on the characteristics of your enterprise. But do not forget that the legislator prohibits the use of liability in the form of financial penalties without a court decision.

Important points for writing instructions

In fact, you need to stick to the structure presented above. Since the position of a business development specialist is extremely diverse and at the same time responsible, in the process of drafting the document, it will be necessary to evaluate exactly those development priorities that are defined for the company at the current time. It is also important to correctly describe your requirements when creating a document, as you already understood, a business development specialist has a significant number of responsibilities, which means that the choice of a specialist is based on the presence of certain qualification requirements and inquiries regarding individual qualities.

For example, in certain enterprises, business is carried out with foreign organizations, in which case the specialist must have knowledge foreign languages and know all the nuances customs issues. If the enterprise has a kind of division of responsibilities, then there is no need to burden the development specialist with requirements regarding the conduct of companies advertising order. When compiling the wording, you should try to avoid meaningful descriptions, everything should be clear, understandable and concise. When introducing special conditions into the instruction, their detailed description should be formed. We also recommend viewing interesting video related to this profession.


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