Employees with successful experience are always in demand. There are few good, effective managers in the open labor market; they usually work in those organizations where they are provided with conditions that satisfy their requirements. But applicants for vacant positions can be managers who work in firms in which they are not satisfied with the lack of professional growth prospects, or there are disagreements with business owners. Some professionals want to change their field of activity or implement a project that can satisfy their professional ambitions.
Recently, top managers themselves have put forward more stringent requirements than 3-4 years ago for potential employers. In addition to decent monetary compensation for labor, intangible components are important for them: a clear business strategy of the company, specific goals, realistic expectations from the candidate, a new level of tasks and sufficient authority to solve them.
The main difficulties in hiring top managers lie in the motivation to move from one company to another, since they make the decision to change jobs very carefully. Therefore, the classical methods of recruiting personnel from the database and advertisements are not applied when searching for top managers. As a rule, a direct search for candidates with preliminary market research is always necessary. The search begins with studying the business segment, conducting a survey of experts in this field, and identifying the key players. The experience of "failed" projects, work in semi-criminal structures, negative reviews of colleagues are extremely undesirable for top managers. Often, at the initial stage of the search, the study of media materials, information about the candidate and his places of work is carried out. Personal communication between a consultant and top candidates is not limited to one meeting - as a rule, there are several of them. Close attention is paid to the collection and verification of recommendations. The most responsible and delicate moment is negotiations between the candidate and the employer. It is at this final stage that any misunderstandings and even minor disagreements can lead to the fact that the top manager will refuse to work in the company or will not be able to pass the probationary period, which will displease all three parties of the process - the employer, the employee and the consultant (a "guarantee" for the top candidate is usually a year from the date of his hiring).
Recently, there has been a tendency towards a convergence in the level of salaries: Western firms have become sensitive to market changes, and Russian firms are not seeking to hire only the best and highly paid candidates, since this choice is not always the most suitable for them.
Top managers' income is another pain point for employers. The scarcity of strong professionals creates competition, and companies often have to overpay to attract top executives. As a rule, "star" specialists have far from the only proposal to change jobs, and they have long been accustomed to the weekly calls of headhunters. Also recently, all recruiters have noted the increasing number of counter-offers received by candidates from companies. Often, in order to retain a strong employee, employers are ready to dramatically increase his compensation package in a situation of leaving.
Selection of managers for regional offices of manufacturing enterprises is especially difficult. As a rule, their search turns out to be lengthy: Moscow candidates in this case are not always suitable due to lack of experience in real production, unwillingness to move for a long time to another city, and excessive salary requirements. Therefore, successful regional managers are now in great demand on the labor market. As a rule, negotiations about working conditions and salaries of hired managers turn out to be the longest and most difficult. It is not uncommon for an applicant for this position to give up the position at the last moment: the potential employee and the business owner cannot come to a compromise.
It is responsible and difficult to find top managers subordinate directly to the owner of the company, especially if only he determines the strategy of its development. It is extremely important to find applicants who combine the work experience, motivation, personality and ambition necessary for the organization. When selecting top managers, a lot of time and effort is spent on establishing mutual understanding between the parties - the candidates and the employer.
CEO search
The most responsible and delicate is to close the position of the CEO in the company. He reports directly to the owners, and during the interview he often communicates with the director of human resources or the recruiting manager, who in the future will be below the future leader in status. At the same time, some owners do not discuss important details of the "profile" of the preferred candidate for a de facto key position in the company with a recruiting employee and do not devote HR directors to all the details regarding this position, so the stated requirements for it are often not true.
Often, only one of the shareholders meets with the future CEO, while the opinion of other business participants is not taken into account at the time of selection. Subsequently, this can lead to serious conflict, including the dismissal of the CEO during the probationary period. The most risky situation is when the owner of the company, who previously fully controlled the business, decides to invite the CEO to the company "from outside" for operational management. Often, such a leader leaves the organization within a year. The reason is that the owner does not fully trust the hired manager in making managerial decisions, constantly interferes in his work. The result is parting after a few months of cooperation. Perhaps that is why “project” CEOs are in vogue in the modern market, who in a short time solve the complex problem and change their place of work. Later, instead of such an "anti-crisis manager" comes a functionary manager.
Top 10 Most In-Demand Executives
More than others in 2004 the following positions of top managers were in demand:
- Commercial Director;
- general director, executive director;
- marketing director;
- production finance director;
- HR Director;
- director of logistics;
- creative director, art director;
- IT director;
- Production Director;
- head of the legal department of the holding.
Below is a table that shows such important characteristics of positions as salary level, education required, work experience, personal qualities, skills, etc.
| Position | Min. salary, salary / salary +% (thousand cu per month) | Max. salary, salary / salary +% (thousand cu per month) | Typical salary, salary / salary +% (thousand cu per month) |
|---|---|---|---|
| Commercial | |||
| Education - economic, an MBA degree is desirable. Minimum work experience - at least 3 years in this area: development and implementation of a product distribution strategy, sales planning and management, development and maintenance of relationships with large customers, identification of new ways of cooperation, organization of purchases, supplies, logistics. For manufacturing companies, experience in planning production volumes and product range is important. A top manager must have a strategic, flexible mindset, the ability to make managerial decisions and be responsible for them, have an active life position, and adapt to a rapidly changing situation. Knowledge of English is required only for Western companies. The position provides for the payment of percent of sales and bonuses based on performance. |
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| General | 5-10 to 15 | 10-20 to 30 | 7 to 14-21 |
| Education - preferably financial and economic or technical; a Russian MBA degree and knowledge of the English language are desirable. A top manager must have the skills of team management, have experience in leadership positions from 3 to 5 years (sales, finance, marketing) and established connections in the required market segment and government agencies, have strategic thinking. |
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| Director | 3 to 3.3-5.4 | 10 to 11-18 | 5-7 to 5.5-12.6 |
| Education - preferably economic or technical; additional - marketing; an MBA degree is desirable, as well as special courses, trainings, seminars. 3-4 years of experience in branding is required. English is required only for foreign companies. A top manager must have an analytical mindset and strategic thinking, be communicative and result-oriented, and be able to think non-stereotypically. In Western companies there is a system of quarterly and annual bonuses, in Russian - interest on profits. |
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| Financial | Russian - 1-2 | Russian - 3-5 | Russian - 2.5-4 |
| Education - economic or technical + economic; MBA degree, ACCA, GAAP courses are desirable; availability of a certificate of a professional accountant. All foreign companies and about 20% of Russian companies require English. Experience in managing a team of 10-15 people is required, as well as knowledge of technology and production economics. Work experience in production for at least 3 years is required. A top manager must have an analytical mindset, be able to build constructive relationships with other managers, have the ability and desire to train subordinates, and be stress-resistant. |
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| Director | Russian - 1-2 | Russian - 3-6 | Russian - 2.5-5 |
| Education - technical; preferably a second managerial (MBA), economic; courses on QMS (quality management system). Knowledge of the basics of economics is a prerequisite for a modern leader. Unlike Russian companies for Western companies, knowledge of English is a must. A top manager must be a charismatic person, have leadership qualities, have analytical skills, and the ability to work in a team. Russian enterprises pay the production director two types of bonuses: for the fulfillment of the plan and for the achievement of the necessary indicators to reduce costs, avoid injuries, reduce illiquid assets, etc. lines). |
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| Director | 4 to 4.4-5.2 | 8 to 8.8-10.3 | |
| Higher education; an MBA degree is desirable. Experience in logistics for at least 5 years is required: management of the warehouse complex, with a unified control system and department reporting, personnel management. A top manager must have strategic thinking, have organizational and managerial qualities, and an active life position. Based on the results of the work, bonuses are paid. |
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| IT director | |||
| Education - higher technical; MBA degree. The top manager must have at least 5 years of experience: IT budget management, knowledge of IT service providers and equipment suppliers, project management (for example, implementation of an ERP system). Must have an analytical mindset, an active life position and strategic, systemic thinking. English is required only for Western companies. Bonuses and bonuses are paid, which depend on the performance of the organization and the IT director himself. |
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| Director | |||
| Education - technical or economic (psychological, as a rule, is not suitable); MBA degree; completed courses for HR managers. Work experience of at least 3 years is required in a company of the appropriate level (in terms of number, industry, etc.). A top manager must be a good leader, have strategic thinking, be flexible, sociable, loyal and result-oriented. Requires computer skills (Microsoft Office package) with databases and legal bases. English is required by all foreign companies and 60% of Russian ones. In Western firms, an annual bonus is paid - a percentage of profits; in Russian - "thirteenth salary". |
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* The first number is the salary, the second is the salary plus interest, bonuses, bonuses and other payments.
Employers pay considerable attention to the social package: all consultants note its mandatory presence in the package of proposals. As a rule, good medical insurance is provided for all top managers (often for family members), they are provided with an official car, in some cases an MBA course is paid for (more often for marketers). If a top manager moves to another city, the package also includes an amount to pay for an apartment and / or an interest-free loan for its purchase.
There are no fundamental differences between top managers of Russian and foreign companies. The only exception is the position of "marketing director": in Western firms the emphasis is on marketing research and analytical materials, and in Russian firms - on experience in advertising.
A break in work lasting at least three months is critical when an employer makes a decision to hire a candidate for an ordinary position in the company, while in the case of top managers, the situation is exactly the opposite. Many senior executive resumes include work breaks of more than six months, and sometimes as long as one year. This is due to the fact that people of this level are very careful in choosing a new place of activity. Often, money motivates them less than interesting, large-scale tasks, the ability to fully take responsibility for the project. The image of the employing company is also very important. If in a new position a top manager does not see an opportunity to apply his managerial skills, develop and implement a strategy, participate in the company's profits, he is unlikely to agree to cooperate with it. But if the company is well-known and attractive, the tasks are serious and the policy of the company commands respect, candidates are often ready to give up their income somewhat and lower the initial salary bar.
Portrait of a modern top manager
Today's leader is, as a rule, a man of 40-45 years old with two higher educations, often a Russian or Western MBA degree. Managers with domestic diplomas in business education are familiar with the realities of business in our country, for this they are appreciated in Russian companies, and a top manager receiving a Western education loses some connection with business. In the vast majority of cases, the top manager speaks English; has a number of successfully completed projects under his belt, has extensive management experience; is a leader and charismatic person.
An important quality of a leader is the desire to keep track of the latest trends in various areas, both professional and general. A top manager is obliged to maintain his reputation at a high level in the eyes of his subordinates. If team members respect their leader, share his vision of the company's development strategy, are confident in his decency and professionalism, then this increases employee loyalty and generally contributes to business development. Many line bosses and middle managers make decisions about going to work, focusing not so much on the company as on the personality of the person under whose leadership they will work. This is important for the creation of a successful management team, because it depends on the "captain" whether the "ship" can go forward at full speed.
M. S. Afinogenov,
marketer, consulting group "CONSORT", Moscow
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HR Director: 70% work, 30% work tasks. CIO: 65% work, 35% office tasks. Development Director: 30% - work, 70% - official tasks. Thus, a top manager is less concerned with the present (work) and more with the future (job tasks), and this future can be either very short, for example, a quarter, or longer, up to several years. Although, strictly speaking, in practice, activity (working time + "thinking") is divided into three unequal parts: -work (tasks) of yesterday (and / or the nearest future) not completed on time; -work (current) today; -work (solving problems for the future, including the nearest), which, according to the plan, must be done today.
List of typical positions (job descriptions)
The ability to dispose of human, material and information resources is expressed in the right of an official to sign the relevant documents; facilitate, or hinder one or another action ¾ has the right to endorse a document signed or approved by the management. The ability to propose your own options for action and evaluate the proposals of others is expressed in the right to participate in the development of the document. The ability of an official to check how the decisions reflected in the document are being implemented is expressed in granting him the right to control them.
The functions of the position should: ¨ correspond to the average abilities and capabilities of a person; ¨ be diverse, needed by the organization; ¨ clearly formulated; ¨ organically combine with the functions of other positions; ¨ allow the employee to plan their actions; ¨ provide an opportunity for self-expression.
Obligations of employees of the enterprise and their characteristics
Previous1234567Next Position is a staff unit of the organization, the primary element in the structure of its management, characterized by a set of powers and responsibilities of the employee, a set of labor functions performed by him, related to a common goal, implemented in the relevant work. Each position that is part of the management structure has certain functions, which impose the managerial powers necessary for their implementation, determine what the person holding this position has the right and is obliged to do. Types and functions: The functions of the position should: correspond to the average abilities and capabilities of a person; be diverse, needed by the organization; clearly formulated; organically combine with the functions of other positions; allow the employee to plan their actions; provide an opportunity for self-expression.
Job Description - Junk Paper or HR Tool
Applicants with higher or secondary vocational education who graduated from an educational institution in a certain specialty are usually called specialists. In organizations, the positions of specialists include: accountant, managers of various directions, clerks, engineers, doctors and others. Job positions There are also job positions in the company.
Unlike the above-described positions, workers do not require specific education, experience or characteristics. Such work usually requires the performance of certain physical actions: loaders, pickers, drivers, cleaners. To carry out these works, there is no need for higher education, work experience, organizational or leadership skills.
It is enough to have physical health and stamina. Manufacturing Company Positions Different types of companies have a different set of positions in their staffing tables.
Job function or job responsibilities?
Who needs to obey. 5. Who obeys. 6. Who should and should not be subordinated. 7. Who, besides the direct superior, and what kind of instructions gives. 8. What are the main powers of the employee; what powers are missing; which of them and in relation to whom should be limited, abolished, and which should be expanded.
9.
Attention
What are the additional responsibilities not related to the main activity (consultations, participation in commissions, councils, etc.). 10. What functions, performed by others, relate to this field of activity. What rights and responsibilities (to make decisions, to give consultations) it is advisable to transfer to others.
11. Who else is given instructions. 12. Who performs duties during the absence of the employee. How can this issue be regulated differently? It is also advisable to analyze the focus (concentration) of employees.
19.Position
Responsibilities are detailed and secured by job descriptions, internal regulations, regulations, contract, technical rules, instructions, orders, administration orders. A job description must be provided for each position provided for in the staffing table. This is a normative document approved by the head of the organization, which defines the duties, rights and responsibilities of each non-managerial position (respectively, and its owner), relationships with related positions, requirements for the employee who occupies it.
The instruction is drawn up on the basis of the provision on the structural unit, qualification characteristics, tariff and qualification reference books of employees (contain a description of the employee's job duties, requirements for knowledge and qualifications). The qualification characteristic has three sections: 1.
Position and its varieties
His task is to monitor the work of his department, coordinate the employment of his people, and resolve issues within his competence. Among the most common leadership positions are the following:
- financial director, or head of the finance department;
- Technical Director;
- production and production director;
- Chief Engineer;
- the head of the personnel department;
- Chief Accountant;
- head of the trade department;
- head of the purchasing department;
- Head of Public Relations Department.
Of course, every organization has the right to be included in the staffing table of positions that are necessary precisely in their direction. The names of departments and positions of people who lead them may differ, while the functionality of employees is quite similar.
A description of the decisions made when performing regular duties and the likely consequences of erroneous or incorrect actions; responsibility for people and material resources. 7. Necessity, nature and frequency of interaction with colleagues, managers, subordinates, external contacts (can be reflected in the table). 8. Forms and frequency (daily, weekly, monthly, etc.) of control, self-control, timing of error detection and reporting.
9. Office equipment that you have to use, the duration of work with it on average per week. 10. Description of the conditions (physical, economic, social) of labor. 11. The complexity of the work performed (determined by the content, variety, complexity of functions, the scale and complexity of management, the nature and degree of additional responsibility (for oneself, for common work, for others), independence). 12.
Main positions in the company and their functions
Where does any company start? From an idea and people who jointly implement it. Each of the participants has a specific role, list of responsibilities and competencies. All this is determined by the position held. This article examines what positions are in the company depending on the industry and direction of activity, the minimum composition of the staffing table, as well as a brief excursion into the responsibilities of management positions, specialists and workers.
What positions can there be? Positions in the company, like the roles of actors in the theater - each has its own scenario of work, responsibilities, competencies, tasks, functions. Each individual position requires a specific person with a specialized set of knowledge, skills, experience and personal qualities.
Any position has its own name, which reflects the content and nature of the work. This name consists of a base element and additional information about the field of activity, its content, place and time of implementation, both before and after the base element (for example, "electrical engineer", "assembly site foreman", "shift administrator" ); if the base name exhausts the content of the functions, then only it is used. To characterize blue-collar occupations, the Unified Tariff and Qualification Reference Book of Jobs and Occupations (ETKS) or similar industry reference books is used.
Economist 9.10 Labor Economist 9.11 Accounts Receivable Specialist 9.12 Senior Cashier 9.13 Cashier
- Corporate Sales Personnel 10.1 Sales Manager 10.2 City Sales Manager 10.3 Regional Sales Manager 10.4 Key Account Manager 10.5 Sales Representative 10.6 Sales Administrator
- Retail Sales Personnel 11.1 Supermarket Manager 11.2 Store Manager 11.3 Deputy Store Manager 11.4 Department Manager (food) 11.5 Department Manager (non-food) 11.6 Shop manager (food) 11.7 Shop manager (non-food) 11.8 Senior Salesperson ( food) 11.9 Senior seller (non-food) 11.10 Seller (food) 11.11 Seller (non-food) 11.12 Seller-cashier (food) 11.13 Seller-cashier (non-food) 11.13.
Important
Positions of management and engineering personnel of design, design, technological and survey organizations Chief project designer Chief project engineer. Chief architect of the project Chief landscape architect of the project Chief of the design department Chief of the department (bureau) of design materials design Chief of the drafting and copying bureau Chief (leader) of the brigade (group) Chief specialist in the main department (architectural planning workshop) Lead designer Engineer-designer Editing and Publishing Divisions Head of Division Editor-in-Chief Scientific Editor
In the reporting on the labor of enterprises and organizations of certain branches of the sphere of material production (industry, construction, transport, state farms and some other production branches), the number of workers is divided into two groups: workers and employees. From the group of employees, the following categories are distinguished: managers, specialists and other employees related to employees.
ConsultantPlus: note.
By Decree of the State Standard of the Russian Federation of December 26, 1994 N 367, from January 1, 1996, the All-Russian Classifier of Workers' Professions, Employee Positions and Wage Grades OK 016-94 was put into effect.
When distributing workers by categories of personnel in statistical reporting on labor, one should be guided by the All-Union Classifier of Occupations of Workers, Positions of Employees and Wage Grades (OKPDTR), approved by the State Standard of the USSR on August 27, 86 N 016.
OKPDTR consists of two sections:
classifier of workers' professions;
the classifier of positions of employees, which contains the positions of managers, specialists and employees.
33. Workers include persons directly involved in the creation of material values, as well as those engaged in repairs, movement of goods, transportation of passengers, provision of material services, etc. In the OKPDTR, the occupations of workers are listed in section 1.
Workers, in particular, include persons employed:
33.1. control, regulation and supervision of the operation of automatic machines, automatic lines, automatic devices, as well as directly control or maintenance of machines, mechanisms, aggregates and installations, if the labor of these workers is paid at tariff rates or monthly salaries of workers;
33.2. the manufacture of material values by hand, as well as using the simplest mechanisms, devices, tools;
33.3. construction and repair of buildings, structures, installation and repair of equipment, repair of vehicles;
33.4. moving, loading or unloading raw materials, materials, finished products;
33.5. at work on the reception, storage and dispatch of goods in warehouses, bases, storerooms and other storages;
33.6. maintenance of machines, equipment, maintenance of production and non-production premises;
33.7. sinking of surface and underground mine workings, drilling, testing, testing and development of wells, geological survey, prospecting and other types of geological exploration, if their labor is paid at tariff rates or monthly salaries of workers;
33.8. machinists, drivers, stokers, switch posts on duty, trackmen of tracks and artificial structures, loaders, conductors, workers for the repair and maintenance of transport lines, communication lines, repair and maintenance of equipment and vehicles, tractor drivers, mechanics, plant growing and livestock workers ;
33.9. postmen, telephone operators, telegraph operators, radio operators, communications operators;
33.10. operators of computers and electronic computers;
33.11. janitors, cleaners, couriers, cloakroom attendants, watchmen.
34. The managers include employees holding the positions of managers of enterprises and their structural divisions. The position in the OKPDTR, which has a category code 1, refers to managers.
Leaders include, in particular:
directors (general directors), chiefs, managers, managers, chairmen, commanders, commissars, foremen, work supervisors at enterprises, in structural units and divisions;
chief specialists: chief accountant, chief dispatcher, chief engineer, chief mechanic, chief metallurgist, chief welder, chief agronomist, chief geologist, chief electrician, chief economist, chief scientific officer, chief editor;
Where does any company start? From an idea and people who jointly implement it. Each of the participants has a specific role, list of responsibilities and competencies. All this is determined by the position held. This article examines what positions are in the company depending on the industry and direction of activity, the minimum composition of the staffing table, as well as a brief excursion into the responsibilities of management positions, specialists and workers.
What positions can be
Positions in a company, like the roles of actors in a theater, - each has its own scenario of work, responsibilities, competencies, tasks, functions. Each individual position requires a specific person with a specialized set of knowledge, skills, experience and personal qualities. In any organization, all existing positions can be divided into three groups:
- specialists;
- working positions.
Each group requires certain knowledge and skills, experience and education.
Most important position
Any group of people united by common goals and interests cannot function normally without a leader. One person or group of people must be at the helm of the company, make important decisions, adjust the course of the organization's development and solve internal problems. In Russian companies, this role is played by a person holding the highest position in the company. Depending on the type of company, its legal form, the number of owners and the accounting policy, the leading position may have different names. In limited liability companies, a director or general director. In joint stock companies - the board of directors or shareholders. In agricultural production cooperatives - the chairman.
An LLC can be opened by one person. In this case, the founder of the company and the director can be one and the same person, make decisions individually and independently manage all the processes of the organization. It is already more difficult in JSCs and CJSCs. In joint stock companies, directors are elected by the shareholders' council. In carrying out his duties, he is obliged to listen to the opinion of the shareholders of the company.
Executives in the company
The newly opened LLC, the staff of which does not exceed two or three people, hardly needs a large number of management positions. But if the company grows, departments appear that perform fundamentally different functions, the staff increases to tens or even hundreds of people, then you simply cannot do without middle managers. A person holding such a position does not have absolute power over subordinates, does not make important decisions alone, and does not lead the company as a whole. His task is to monitor the work of his department, coordinate the employment of his people, and resolve issues within his competence. Among the most common leadership positions are the following:
- financial director, or head of the finance department;
- Technical Director;
- production and production director;
- Chief Engineer;
- the head of the personnel department;
- Chief Accountant;
- head of the trade department;
- head of the purchasing department;
- Head of Public Relations Department.
Of course, every organization has the right to be included in the staffing table of positions that are necessary precisely in their direction. The names of departments and positions of people who lead them may differ, while the functionality of employees is quite similar.
Chief Engineer Job
Chief engineer is a position that is found in organizations that manufacture products that contain their own vehicle fleet or a fleet of specialized equipment: agricultural organizations, factories, factories, transport companies, and so on. The work of a chief engineer requires a higher technical education in the direction of the organization's activities. It is on him that the technical equipment of the enterprise with spare parts, fuels and lubricants, the necessary equipment and machine tools, the coordinated work of mechanics and service personnel depends. From his proposal, purchases of all technical units, their spare parts are made, the recruitment of people who serve all these machines and devices. A similar functionality for the work of a technical director. In some organizations, these are identical concepts.
Production director
Production Director - a position that makes sense in organizations that produce any product. This official is engaged in researching the structure of the market, supply and demand, studying the proposals of competitors, determining what needs to be produced, at what prices and in what volumes. The volume and quality of products, its price and placement on the sales market depend on the efficiency of its work. Its tasks include finding suppliers of raw materials of proper quality and with an acceptable cost, launching the production process, monitoring it throughout the entire production cycle.
Specialists
Positions in the company are not limited to managers at different levels. Without ordinary specialists, they simply will have no one to manage. Applicants with higher or secondary vocational education who graduated from an educational institution in a certain specialty are usually called specialists. In organizations, the positions of specialists include: accountant, managers of various directions, clerks, engineers, doctors and others.
Job positions
There are also working positions in the company. Unlike the above-described positions, workers do not require specific education, experience or characteristics. Such work usually requires the performance of certain physical actions: loaders, pickers, drivers, cleaners. To carry out these works, there is no need for higher education, work experience, organizational or leadership skills. It is enough to have physical health and stamina.
What kind of managers are there? This question is increasingly asked by adolescents entering universities, choosing between the numerous bright booklets of educational institutions.
Almost every specialist who has received a higher education is called in ours. It comes to the managers of floor rags and light bulbs in the porches ... It's time to figure out who can be called a manager? What are the specialties of managers? What should every manager know?
What is a manager?
One of the largest Internet libraries defines a manager as a manager: "Is this a profession?" - you ask. "Not really." - I will answer ".
Let's understand the terminology. To do this, let us turn to the All-Russian Classifier. According to this document, only workers have professions, and a manager is not a worker. The employees are divided into positions, one of which is the manager. This position belongs to the category of managers, as, for example, the master.
In connection with the above, the question "What are managers by profession?" quite relevant, although a little incorrect linguistically.
So, a manager is one of the leading positions for an employee.
Responsibilities of the manager
The main ones include the range of decision-making actions in the area and at the level at which the employee is. It should be mentioned here that there is an unspoken division of managers into 3 levels:
The main personal qualities of a manager
The main personal qualities of any leader are:
This list can be continued with other criteria of the "ideal" leader, however, all subsequent requirements for his personality will depend on the direction of activity. So what kind of managers are there?
Directions of training
The direction is understood as the aspect of the manager's activity, that is, what part of the company's business he is called to lead. The directions are very different: from finance and investment to logistics and procurement. At the same time, one should not confuse areas of training with profiles (specialties). The first, as a rule, allow you to answer the frequent questions of students entering universities: "What kind of manager positions are there?" The latter determine the industry in which the manager specializes (tourism, construction, environmental protection, etc.).
Let's consider some areas of training managers.
Marketing managers
Marketing, or promoting a product on the market, is a growing line of business for companies. Produce a service or product. Recently, special agencies have been created that, through an outsourcing system, provide organizations with services in this area. As a result, the demand for marketing managers has increased significantly.
What kind of marketing managers are there?
They are, as a rule, divided by industry, since managers are required to have a good knowledge of the market to which the product / service needs to be launched. The versatility here is practically nil. There is also a division of managers according to their functions:
- Marketing analysis.
- Market forecasting.
- Marketing budgeting.
- PR managers, etc.
It is worth noting that marketers are engaged in strategic, that is, in general, they set the course of the company, without working through emergency situations and specific solutions to possible minor problems.
Sales Managers
It is no coincidence that we have placed material about "salespeople" next to marketers. Of course, the areas of their work overlap in many ways. However, it is worth noting the essential features of production managers.
So what kind of sales manager are there?
The desire to work for the result is the main requirement for all product managers. Selling products face-to-face, over the phone, over the Internet and by any other means is the main job of a sales manager. In the West, sellers began to be called managers. Subsequently, this fashion came to us. However, it should be noted that in this area there are real leaders who perform managerial functions in relation to such important processes as:
- Identification of potential sales opportunities.
- Elaboration of the product.
At first glance, these functions are duplicated with marketing, but in reality they are not. Sales managers work at a tactical level, solving pressing problems, pressing tasks and burning issues. Such workers must have special qualities: communication, stress resistance (to the highest degree), resourcefulness.
HR managers
Personnel management is perhaps the most ancient direction of managers. They perform a very wide range of work, providing the company with its fixed assets - employees.
What kind of HR managers are there?
Areas of work are very different:
- Personnel selection (personnel search, introduction of new employees to the team).
- Training of company employees (development of programs, organizational support).
- Office work in the field of personnel (registration of vacations, sick leaves, business trips).
- Ensuring corporate culture (developing business communication regulations, monitoring compliance with corporate ethics requirements).
- Prevention and solution of conflict situations in the team, much more.
In conclusion, it should be noted that, unfortunately, today many applicants do not have an understanding of what managers are, what kind of profession they are, and what positions a specialist with a manager's diploma can take.
One can only advise future students on the threshold of an important choice to be more attentive to their desires and try to find a “golden mean” between the vastness of training managers “in its pure form” and the need to obtain a basic set of knowledge in a particular sector of the national economy. After all, managing what you do not understand is not only difficult, but also ineffective.