The job description serves as a guideline for assessing an employee's achievements and as a basis for making decisions regarding his or her career, including promotion, transfer to another position, rotation, dismissal, inclusion in the personnel reserve for management positions, referral for additional training, etc.
This document sets professional standards for the employee in accordance with his/her job responsibilities, i.e. it defines the criteria for obtaining a certain position. The job description should contain only those requirements that are related to the employee's business qualities and are associated with the presence of:
Professional and qualification qualities (they are determined by centralized requirements for a specific specialty, competence standards, and are fixed by the company's management in the form of work skills and abilities). This may be fluency in foreign languages, level of work with a PC, typing speed, etc.
Personal qualities (indicators of health, intelligence, abilities and education, work experience, external data, character).
Any restrictions or benefits based on gender, race, nationality, religion, political beliefs, skin color, age, social status, marital status, and other personal characteristics that are not related to business qualities are unacceptable. This is provided for in Articles 3 and 64 of the Labor Code of the Russian Federation. A job description that meets the requirement helps to avoid conflicts in situations where several specialists apply for one vacancy. The employer has the right to select the candidate who best meets the established criteria.
A job description allows you to business owner data package reject candidates who do not meet the conditions set out in it, or who were dismissed from their previous place of work due to a violation of labor discipline. According to labor legislation, refusal to hire people with negative previous work experience is unacceptable if they have the necessary professional qualities. Here, the job description will help the management, which provides special criteria for selecting candidates for the vacancy.
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Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
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Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
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Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
We have collected the best services for working with content
How to define your target audience without mistakes?
A proven guide to defining a company's target audience
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Product Manager Functions
The main responsibilities of a product manager are:
assessment, research and preparation;
creation and implementation;
testing and analysis;
improvement.
Let's consider these functions in the context of an online store with home delivery of goods, which has its own mobile application. It is the development of this software product that is the task of the product manager in our case.