Online-trading-assistant-job-description

Online-trading-assistant-job-description

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Moving-average-ma (3)
Kondor-trading-system


Bagaimana-untuk-berhasil-trading-biner-pilihan Moving-average-power-bi Online-trading-academy-franchise-home-page Pilihan pusaran-biner Online-trading-dos-dan-donts Lr-thomas-forex

Deskripsi pekerjaan menulis uraian tugas dan contoh, uraian tugas tugas, tanggung jawab direksi Deskripsi pekerjaan biasanya penting untuk mengelola orang dalam organisasi. Uraian pekerjaan diperlukan untuk rekrutmen sehingga Anda dan pemohon dapat memahami peran pekerjaannya. Deskripsi pekerjaan diperlukan untuk kebanyakan orang dalam pekerjaan. Deskripsi pekerjaan mendefinisikan peran dan akuntabilitas seseorang. Tanpa deskripsi pekerjaan biasanya sangat sulit bagi seseorang untuk berkomitmen, atau bertanggung jawab atas, sebuah peran. Hal ini terutama terjadi pada organisasi besar. Sebagai karyawan Anda mungkin memiliki atau diberi kesempatan untuk bertanggung jawab atas deskripsi pekerjaan Anda. Ini bagus. Ini memungkinkan Anda mengklarifikasi harapan dengan atasan dan atasan Anda. Proses penulisan uraian tugas sebenarnya cukup mudah dan lurus ke depan. Banyak orang cenderung memulai dengan daftar 20-30 tugas, yang tidak apa-apa sebagai permulaan, tapi ini perlu disempurnakan menjadi poin yang jauh lebih sedikit, sekitar 8-12 adalah ideal. Organisasi yang lebih kecil biasanya meminta staf dan manajer untuk mencakup tanggung jawab yang lebih luas atau lebih beragam daripada di organisasi yang lebih besar (misalnya, peran manajer kantor dapat terdiri dari tugas keuangan, SDM, pengendalian saham, penjadwalan dan tugas lainnya). Oleh karena itu dalam organisasi yang lebih kecil, deskripsi pekerjaan mungkin berisi lebih banyak tanggung jawab yang tercantum, mungkin 15-16. Namun, apapun situasinya, jumlah tanggung jawab tidak boleh melebihi ini, atau deskripsi pekerjaan menjadi berat dan tidak efektif. Uraian pekerjaan apa pun yang berisi 20-30 tugas sebenarnya lebih mirip bagian dari manual operasional, yang memiliki tujuan yang berbeda. Deskripsi pekerjaan harus mengacu pada manual operasional, atau prosedur yang disepakati, daripada memasukkan rincian tugas dalam deskripsi pekerjaan. Jika Anda menyertakan detail tugas dalam deskripsi pekerjaan, Anda perlu mengubahnya saat detail tugas berubah, karena akan sering dilakukan. Apa yang ingin Anda ubah, 100 uraian pekerjaan atau satu manual operasional Demikian pula, rincian prosedur kesehatan dan keselamatan yang panjang tidak boleh disertakan dalam deskripsi pekerjaan. Sebagai gantinya, masukkan mereka ke dalam panduan kesehatan dan keselamatan kerja, dan kemudian simak ini di deskripsi pekerjaan. Sekali lagi, ketika prosedur kesehatan dan keselamatan Anda berubah, apakah Anda lebih suka mengubah 100 uraian tugas atau hanya satu panduan kesehatan dan keselamatan. Proses yang berguna untuk memperbaiki dan menulis tanggung jawab deskripsi pekerjaan menjadi lebih sedikit poin dan (tanggung jawab dan bukan tugas individual), adalah mengelompokkan Banyak tugas individu menjadi tanggung jawab utama, seperti daftar di bawah ini (tidak semua akan berlaku untuk peran tunggal). Tipe tebal menunjukkan bahwa area tanggung jawab ini biasanya terdapat dalam kebanyakan deskripsi pekerjaan: Tipe tebal menunjukkan bahwa area tanggung jawab ini biasanya terdapat dalam deskripsi pekerjaan yang paling banyak: mengkomunikasikan (dalam kaitannya dengan perencanaan siapa, apa, bagaimana dan ini berlaku untuk semua di bawah) Dan pengorganisasian (dari apa ..) mengelola informasi atau dukungan administrasi umum (dari apa ..) monitoring dan pelaporan (dari apa ..) evaluasi dan pengambilan keputusan (dari apa ..) penganggaran dan pengendalian keuangan (dari apa ..) Memproduksi barang (apa ..) Mempertahankan hal-hal yang memperbaiki (apa ..) kontrol kualitas (untuk peran produksi biasanya merupakan tanggung jawab tersendiri jika hal ini umumnya digabungkan dalam tanggung jawab lain yang relevan) (dari apa ..) kesehatan dan keselamatan (biasanya sama untuk semua Deskripsi pekerjaan dari kelas staf tertentu) menggunakan peralatan dan sistem (apa ..) menciptakan dan mengembangkan sesuatu (apa ..) pengembangan diri (biasanya titik yang sama untuk semua deskripsi pekerjaan dari staf yang diberikan grad E) ditambah tanggung jawab untuk staf lain jika ada, biasanya: staf rekrutmen (staf pelaporan langsung) menilai (staf pelaporan langsung) (staf pelaporan langsung) mengelola (staf pelaporan langsung) Peran senior akan mencakup aspek eksekutif yang lebih banyak: Mengembangkan kewajiban kebijakan perawatan dan perumusan tanggung jawab perusahaan terhadap arahan dan strategi Anda akan menemukan bahwa Anda dapat mengelompokkan sebagian besar tugas pada daftar (awalnya sangat lama) ke daftar tanggung jawab yang jauh lebih luas (tapi masih spesifik) sesuai contoh di atas. Area aktivitas deskripsi pekerjaan yang khas. Jelas tingkat otoritas mempengaruhi tingkat tanggung jawab dalam deskripsi pekerjaan untuk menentukan strategi, pengambilan keputusan, mengelola orang lain, dan peran eksekutif, menentukan arahan, kebijakan, dan memberikan kinerja perusahaan. Sebisa mungkin rujuk detail standar dan proses ke manual operasional atau prosedur yang disepakati atau standar yang disepakati daripada membiarkan deskripsi pekerjaan menjadi semacam manual operasi. Jika atasan atau atasan Anda meminta Anda untuk memerinci tugas Anda secara panjang lebar dalam deskripsi pekerjaan, dorong dia agar organisasi memasukkan detail ini ke dalam manual operasional - ini akan menghemat banyak waktu. Menulis atau menulis ulang deskripsi pekerjaan adalah kesempatan bagus untuk membingkai peran seperti yang Anda inginkan dan juga mencerminkan bagaimana keadaannya saat ini, jadi cobalah untuk berpikir di luar cara berpikir normal, dan jika ini sulit dicari Masukan dari seseorang yang kurang dekat dengan sesuatu. Deskripsi pekerjaan penting Uraian pekerjaan memperbaiki kemampuan organisasi untuk mengelola orang dan peran dengan cara berikut: mengklarifikasi harapan pengusaha untuk karyawan memberikan dasar untuk mengukur kinerja pekerjaan memberikan gambaran yang jelas mengenai peran kandidat kerja memberikan struktur dan disiplin bagi perusahaan untuk memahami dan menyusun struktur. Semua pekerjaan dan memastikan kegiatan, tugas dan tanggung jawab yang diperlukan dicakup oleh satu pekerjaan atau lainnya memberikan kontinuitas parameter peran terlepas dari interpretasi manajer yang memungkinkan sistem pembayaran dan penilaian disusun secara adil dan logis mencegah penafsiran sewenang-wenang mengenai isi peran dan batasan oleh karyawan dan perusahaan dan Alat referensi penting manajer dalam masalah alat penghitung sumber daya yang penting untuk masalah kedisiplinan memberikan poin referensi penting untuk area pelatihan dan pengembangan memberikan poin referensi yang netral dan obyektif (berlawanan dengan subyektif atau sewenang-wenang) untuk penilaian, kinerja revi Ews dan konseling memungkinkan perumusan seperangkat keterampilan dan persyaratan per aturan per peran memungkinkan organisasi untuk menyusun dan mengelola peran dengan cara yang seragam, sehingga meningkatkan efisiensi dan efektivitas perekrutan, pelatihan dan pengembangan, struktur organisasi, alur kerja dan aktivitas, layanan pelanggan, dll. Memungkinkan pandangan faktual (berlawanan dengan instingtual) yang harus diambil oleh karyawan dan manajer dalam pengembangan karir dan perencanaan suksesi (Daftarnya tidak lengkap.) Disini Anda akan menemukan deskripsi pekerjaan struktur dan template, dan contoh berbagai deskripsi pekerjaan. Juga template dan contoh profil orang, diperlukan saat merekrut. Berhati-hatilah untuk mematuhi undang-undang ketenagakerjaan yang relevan saat menyusun deskripsi pekerjaan, iklan kerja dan profil orang. Di Inggris ini berarti bahwa Anda tidak boleh menentukan preferensi menurut jenis kelamin, ras, kepercayaan, agama, atau kemampuan fisik. Jika Anda menemukan diri Anda menulis deskripsi pekerjaan dengan bias di bidang mana pun, Anda harus bertanya pada diri sendiri mengapa, karena tidak ada yang bisa dibenarkan. Di direksi perusahaan Inggris memiliki tanggung jawab pribadi atas aktivitas organisasi mereka selain dari tanggung jawab fungsional mereka, dan boleh dibilang pertanggungjawaban ini harus disertakan dalam beberapa cara dalam deskripsi pekerjaan direksi. Kejelasan sangat penting. Orang dan pengusaha perlu memiliki kesepakatan yang jelas dan saling sepakat mengenai harapan akan pekerjaan tersebut, dan uraian pekerjaan merupakan instrumen kunci yang dengannya hal ini dapat dicapai. Yang mengatakan, deskripsi pekerjaan tidak beroperasi manual. Saya ulangi, simpan uraian tugasnya secara ringkas dan bebas dari instruksi operasi atau pemrosesan terperinci. Jika perlu, lihat ini adalah frase seperti sesuai dengan prosedur perusahaan, atau sesuai dengan manual manual pengoperasian, dll. Dengan merujuk daripada memasukkan standar atau proses operasi yang spesifik, sakit kepala memperbarui semua uraian pekerjaan saat prosedur berubah dihindari. Job description template Job Title Berdasarkan pada (Unit Bisnis, Bagian - jika berlaku) Posisi laporan ke (Line Manager judul, lokasi, dan Manajer Fungsional, lokasi jika struktur manajemen matriks) Ringkasan Tujuan Kerja (idealnya satu kalimat) Tanggung Jawab Utama dan Akuntabilitas, Atau Tugas 8-15 poin nomor) DimensiTerritoryScopeScale indikator (area yang tanggung jawabnya mencakup dan skala tanggung jawab - staf, pelanggan, wilayah, produk, peralatan, bangunan, dll) Tanggal dan referensi internal lainnya yang relevan Untuk deskripsi pekerjaan senior, Berguna untuk memecah tanggung jawab utama menjadi beberapa bagian yang meliputi bidang Fungsional, Manajerial, dan Organisasi. Bagian yang paling sulit adalah bagian Tanggung Jawab Utama dan Akuntabilitas. Organisasi besar memiliki versi generik untuk peran organisasi yang paling umum - jadi jangan menemukan kembali roda jika ada sesuatu yang sesuai sudah ada. Jika Anda harus membuat deskripsi pekerjaan dari awal, gunakan metode ini untuk menghasilkan tanggung jawab 8-15: Catat secara acak semua aspek pekerjaan. Pikirkan: proses, perencanaan, pelaksanaan, pemantauan, pelaporan, komunikasi, pengelolaan peopleresourcesactivitiesmoneyinformation inputoutoutscommunicationstime. Selanjutnya menggabungkan dan mengembangkan koleksi ide secara acak menjadi seperangkat tanggung jawab utama. (Posisi junior tidak akan membutuhkan lebih dari 8. Seorang senior mungkin perlu 15) Beri peringkat mereka secara kasar sesuai urutan kepentingannya. Minta seseorang yang mengetahui atau telah melakukan pekerjaan dengan baik memeriksa daftar Anda dan mengubahnya sesuai kebutuhan. Periksa kembali bahwa semua yang ada dalam daftar benar-benar penting dan dapat dicapai. Jangan memasukkan target ke dalam deskripsi pekerjaan. Sasaran adalah keluaran yang bergerak dimana Anda memerlukan kontrol yang fleksibel. Jangan menempatkan harus mencapai target penjualan ke dalam deskripsi pekerjaan. Ini adalah output murni dan tidak menggambarkan pekerjaannya. Deskripsi pekerjaan harus menggambarkan kegiatan yang diperlukan untuk memastikan bahwa target akan tercapai. Tidak memiliki salah satu tanggung jawab utama dan hal lain yang diinginkan manajer. Ini tidak adil, dan tidak ada yang pernah berkomitmen atau bertanggung jawab untuk hal seperti itu. Contoh uraian pekerjaan 1: Uraian Tugas - SNP Co Ltd Judul. Laporan Eksekutif Penjualan dan Pemasaran ke: Direktur Penjualan dan Pemasaran, Newtown. Berbasis di: Sparkly New Products Co Ltd, Rumah Teknologi, Newtown. Merencanakan dan melaksanakan kegiatan pemasaran dan penjualan langsung, untuk mempertahankan dan mengembangkan penjualan berbagai mesin SNP ABC ke akun utama dan penspesifikasi Inggris, sesuai dengan rencana bisnis yang disepakati. Tanggung jawab dan akuntabilitas utama: Menjaga dan mengembangkan database pelanggan dan prospek terkomputerisasi. Merencanakan dan melaksanakan kegiatan pemasaran langsung (terutama surat langsung) ke anggaran yang disepakati, volume penjualan, nilai, bauran produk dan rentang waktu. Kembangkan gagasan dan buat penawaran untuk direct mail dan pemasaran ke akun utama oleh sektor pasar utama dan produk ABC SNPs. Menanggapi dan menindaklanjuti pertanyaan penjualan melalui pos, telepon, dan kunjungan pribadi. Menjaga dan mengembangkan pelanggan lama dan baru melalui dukungan akun individual yang terencana, dan penghubung dengan staf pemrosesan pesanan internal. Pantau dan laporkan kegiatan dan berikan informasi manajemen yang relevan. Lakukan riset pasar, survei pesaing dan pelanggan. Menjaga dan melaporkan kesesuaian peralatan dan perangkat lunak untuk tujuan pemasaran dan penjualan langsung. Berhubungan dan menghadiri pertemuan dengan fungsi perusahaan lain yang diperlukan untuk melakukan tugas dan usaha bantuan dan pengembangan organisasi. Mengelola kegiatan agensi pemasaran eksternal dari telemarketing dan penelitian. Menghadiri pelatihan dan mengembangkan pengetahuan dan keterampilan yang relevan. Indikator skala dan teritori: Rangkaian produk inti dari empat kisaran harga mesin ABC pound50 sampai pound250. Sektor sasaran: Semua organisasi multi-situs utama memiliki lebih dari 1.000 staf. Database prospek c.10.000 kantor pusat organisasi besar. Basis pelanggan dari c.150 organisasi besar. Nilai akun tipikal pound20-50k pa. Total pertanggungjawaban pendapatan pribadi berpotensi pound4.5m. Wilayah: Inggris (Tanggal dan referensi) Lebih banyak deskripsi pekerjaan tanggung jawab khas tercantum di kaki halaman ini. Jika Anda merekrut untuk mengisi peran, penting untuk merumuskan profil orang untuk membantu pembuatan kata-kata iklan pekerjaan daftar pertanyaan psikometri untuk menentukan dan menilai akhir. Template orang-orang: Kepribadian Situasi Pribadi Keterampilan Kerja Tertentu Keterampilan Komputer Melek Huruf dan Kemampuan Keterampilan Komersial Keterampilan Komersial Contoh ditunjukkan di sini untuk peran di atas: contoh profil orang Person profile - Sales and Marketing Executive Personality: Self-driven, berorientasi pada hasil Dengan pandangan positif, dan fokus yang jelas pada kualitas tinggi dan keuntungan bisnis. Seorang perencana maju alami yang menilai secara kritis penampilannya sendiri. Matang, kredibel, dan nyaman dalam berurusan dengan eksekutif perusahaan besar senior. Reliable, toleran, dan ditentukan. Komunikator empirik, mampu melihat sesuatu dari sudut pandang orang lain. Baik disajikan dan bisnis. Cukup mobile dan fleksibel untuk melakukan perjalanan hingga beberapa hari dalam sebulan di Inggris. Keen untuk pengalaman baru, tanggung jawab dan akuntabilitas. Mampu bergaul dengan orang lain dan menjadi pemain tim. Situasi Pribadi: Harus matang dan aman di dalam negeri. Mampu menghabiskan satu atau dua malam pergi per bulan tanpa mengganggu situasi dalam negeri. Mampu bolak-balik andal ke kantor dasar. Mampu bekerja berjam-jam pada saat dibutuhkan. Semoga bisa diusahakan secara finansial tapi tidak putus asa atau dalam hutang serius. Harus memiliki izin mengemudi yang bersih atau mendekati bersih. Keterampilan Kerja Tertentu: Mampu berkomunikasi dan memotivasi melalui media tertulis. Memahami prinsip pemasaran dan periklanan efektivitas biaya, termasuk penargetan sektor pasar, pengembangan penawaran produk, fitur-manfaat-solusi penjualan, biaya per tanggapan, biaya per konversi, dll. Menghargai kebutuhan akan konsistensi dalam merek perusahaan dan bauran pemasaran, terutama PR Dan internet. Pengalaman mengelola aktivitas agen pemasaran bermanfaat. Keterampilan komputer: Harus mahir dalam penggunaan MS Office 2000 atau yang lebih baru, terutama Excel dan Word, dan akses yang ideal atau database sejenis ke tingkat dasar, Internet dan email. Melek huruf dan Numerasi: Mampu memahami perhitungan laba rugi dan pembiayaan bisnis dasar, mis. Persentase dan perhitungan marjin kotor, depresiasi, pengeluaran modal dan pendapatan, arus kas, biaya overhead, dan lain-lain. Harus menjadi penulis surat bisnis, kutipan dan proposal bisnis yang sangat kompeten. Keterampilan Bisnis dan Menjual. Harus menjadi komunikator tatap muka dan telepon yang hebat. Mampu menunjukkan kesuksesan dan pengalaman mengelola akun pelanggan utama dan kontrak besar atau bahkan bisnis, terutama pencapaian pengembangan penjualan asli. Latar belakang yang ideal adalah pengalaman layanan dukungan bisnis dari kamar kecil dan industri pembersihan kontrak akan sangat membantu. Pengalaman tender juga akan bermanfaat. Kemampuan Manajemen: Meskipun manajemen staf internal pada awalnya bukan bagian dari pekerjaan, tanggung jawab dan kesempatan dapat tumbuh dengan perkembangan bisnis, misalnya prospek merekrut dan mengelola staf telesales pendukung. Beberapa orang-keterampilan manajemen, pengalaman dan kemampuan alami akan bermanfaat. Tip untuk membuat, memperkenalkan dan menyetujui deskripsi pekerjaan Ada beberapa cara untuk mendekati kebutuhan deskripsi pekerjaan baru atau yang diperbarui dalam sebuah organisasi atau departemen, dan metode ini dapat memperoleh beberapa manfaat bermanfaat lainnya juga. Metode lokakarya sangat efektif dan menghemat waktu. Lokakarya (lihat bagian lokakarya tentang brainstorming) - orang melakukan brainstorming dan merancang deskripsi pekerjaan secara berpasangan atau bertiga - gagasan dibagi, format terbaik disetujui dan manajemen senior dapat berpartisipasi, membimbing dan menyetujui. Proses untuk membuat atau merevisi deskripsi pekerjaan ini juga sangat baik untuk menciptakan rasa memiliki tanggung jawab dan akuntabilitas, dan untuk memperjelas saling pengertian dan harapan. Cascade template kosong dasar turun melalui staf, meminta setiap anggota staf untuk merancang apa yang mereka yakini ada JD mereka sendiri, dan untuk setiap orang untuk sementara menyetujui JD dengan atasan garis mereka. Draf ini kemudian kembali ke pusat untuk ditinjau, disesuaikan dan diterbitkan ulang. Juga mempromosikan diskusi dan klarifikasi harapan yang berguna antara anggota staf dan manajer lini mereka. Buat draf format generik sementara di tengah - lalu riam melalui staf melalui manajer lini untuk berkomentar, antara anggota staf dan manajer lini. Poin umum untuk membuat atau memperbarui deskripsi pekerjaan: Di mana Anda memiliki sejumlah fungsi pekerjaan serupa, cobalah membatasi jenis deskripsi pekerjaan utama sesedikit mungkin. Cermin perbedaan pekerjaan di tingkat otoritas, senioritas dan skala dll, di bagian parameter dari deskripsi pekerjaan utama. Dorong manajer lini untuk mengadakan rapat lokakarya mereka sendiri untuk sampai pada ide dan konsensus terbaik bersama. Asosiasi perdagangan Anda mungkin bisa membantu beberapa contoh deskripsi pekerjaan generik. Ini juga perlu diajukan kepada beberapa organisasi pelanggan yang lebih besar jika mereka dapat menunjukkan deskripsi pekerjaan setara mereka, di mana mereka memiliki pekerjaan serupa. Tanggung jawab direksi, tanggung jawab perusahaan dan uraian tugas Arguably ada beberapa aspek khusus dari peran direktur perusahaan yang harus tercermin dalam deskripsi pekerjaan selain tugas fungsional normal atau tugas pekerjaan. Hal ini tidak lain karena direktur dewan bertanggung jawab secara pribadi atas aktivitas perusahaan, sehingga masalah etika, moralitas, legalitas, keselamatan, tugas perawatan, dan lain-lain menjadi tanggung jawab semua direktur, selain tanggung jawab fungsional normal mereka. Bagaimana Anda memasukkan aspek-aspek ini ke dalam uraian tugas direktur (dan secara logis juga masuk dalam penilaian para direktur) adalah masalah interpretasi dan kebijakan. Frase catch-all adalah pilihan, misalnya: Melaksanakan tanggung jawab direktur perusahaan sesuai standar hukum dan etika, sebagaimana dirujuk di (dokumen direktur dan dokumen apa pun yang mungkin Anda gunakan). Andor dengan semakin penting, misalnya: Menegakkan, melindungi dan mempromosikan nilai-nilai dan filosofi organisasi yang berkaitan terutama dengan etika, integritas, tanggung jawab perusahaan (sosial), Fair Trade, dan lain-lain sebagaimana dirujuk dalam (apa pun standar nilai dan standar filosofi organisasi Anda mungkin menggunakan). Namun, di era modern ini, ada kebutuhan yang semakin meningkat bagi organisasi untuk lebih spesifik tentang bagaimana semua ini bagi direksi. Kebanyakan jika tidak semua skandal korporat besar akhir-akhir ini dapat dikaitkan satu atau lain cara dengan direktur yang mengabaikan atau tidak menyadari tanggung jawab mereka terhadap beberapa area etika, integritas, moralitas dan tanggung jawab organisasi yang kurang jelas. Bila tanggung jawab semacam itu terbilang jelas, dan penilaian kinerja direksi terhadap mereka benar-benar transparan, maka organisasi jauh kurang terbuka terhadap risiko skandal, penipuan, dan bencana lainnya. Selain itu, karyawan dan pelanggan semakin sadar dan menuntut kinerja perusahaan di wilayah kemanusiaan dan planet non-keuangan ini, dan meningkatnya visibilitas budaya dan perilaku perusahaan, melalui perkembangan komunikasi dan fenomena modern seperti blogging, tumbuh setiap tahunnya. . Ada beberapa rahasia perusahaan lagi - hampir setiap orang memiliki akses terhadap hampir semuanya. Secepatnya tidak ada rahasia perusahaan sama sekali. Oleh karena itu masuk akal bagi semua organisasi untuk menilai dan memperbaiki pendirian mereka sendiri dalam kaitannya dengan tanggung jawab perusahaan, sebelum dunia pada umumnya melakukannya untuk mereka. Tanggung jawab Direksi, kepentingan relatif mereka dan bagaimana bentuknya, di area non-fungsional (etika, lingkungan, orang, planet, masyarakat, dll) secara alami mencerminkan filosofi perusahaan dari organisasi yang bersangkutan, dan inilah mekanisme dimana perubahan dan Perbaikan bisa dilakukan Dengan kata lain, organisasi harus memiliki posisi yang jelas (darimana memunculkan budaya dan semangat - filosofi - korporasi) yang secara jelas menjelaskan prioritas relatif dalam tujuan organisasi tanggung jawab kepada staf, pelanggan, pemegang saham, masyarakat, lingkungan , Dll dan juga pentingnya moralitas dan etika dalam etos organisasi. Tanggung jawab kemanusiaan dan planet kritis non-fungsional ini berasal dari filosofi di puncak organisasi, bukan departemen PR. Tanggung Jawab Perusahaan (atau deskripsi apapun yang Anda ingin gunakan) adalah topik yang menantang dan fluida, dikelilingi oleh banyak debat, yang ditandai oleh berbagai perspektif yang konvergen, terutama Triple Bottom Line (Laba Planet Orang), etika dan integritas, CSR (Corporate Social Responsibility - semakin disingkat hanya untuk Tanggung Jawab Perusahaan), keberlanjutan, Perdagangan Adil, dll. Menafsirkan semua ini dan menciptakan platform yang dapat diterapkan untuk semuanya dalam sebuah organisasi adalah tanggung jawab CEO (atau yang setara). Dalam sebuah organisasi nirlaba yang bersifat institusional, wali amanat atau gubernur pada akhirnya dapat membawa kemacetan untuk kegagalan serius. Di klub itu akan menjadi anggota komite. Uang selalu berhenti di suatu tempat, dan jika dengan Anda kemudian periksa apakah tanggung jawab dan tanggung jawab Anda cukup mencerminkan akuntabilitas Anda. Di perusahaan-perusahaan yang berorientasi keuntungan konvensional pertanggungjawabannya terletak pada direksi, oleh karena itu deskripsi tugas direktur perlu menguraikan tanggung jawab ini - sampai sejauh mana organisasi (CEO biasanya) dianggap tepat. Manajer menengah mencoba memahami semuanya dan bertanya-tanya bagaimana menerapkannya pada perencanaan strategis dan pengambilan keputusan mereka akan sulit untuk mengisi ruang hampa di tempat ini, yang sering terjadi. Filosofi perusahaan standar biasanya keuntungan semata, tanpa referensi asli untuk masalah kemanusiaan dan planet, yang pada akhirnya merupakan resep untuk bencana. Semakin besar korporasi dan potensi kewajibannya, maka semakin besar pula bencana bila dan jika itu terjadi. Bahan kimia, perawatan kesehatan, transportasi, otomotif, farmasi, jasa keuangan, makanan dan minuman, teknologi konsumen, dan produk tembakau adalah contoh nyata dari industri dengan kewajiban tinggi, yang masing-masing menghasilkan sejumlah tantangan besar dalam beberapa tahun terakhir, dan ini Tidak akan menjadi yang terakhir Direksi, (dan dengan demikian manajer dan semua staf lainnya) memerlukan kerangka referensi yang lebih luas dan lebih halus daripada keuntungan semata, untuk memungkinkan dan mendorong mereka untuk merencanakan, mengarahkan, mengelola dan bertindak dengan cara yang lebih inklusif dan dapat diterima secara filosofis daripada hanya berfokus pada Keuntungan atau biaya Kembalinya pemegang saham (atau kinerja keuangan) sangat penting tentu saja, namun tidak boleh menjadi satu-satunya tujuan. Mengenai isu-isu yang lebih jelas (keamanan, hukum dll), di Inggris berbagai badan dapat membantu dalam menentukan tanggung jawab direktur tradisional. Lembaga Direksi menghasilkan pedoman khusus mengenai tanggung jawab direksi (iod). Sumber masukan lain yang mungkin dari perspektif yang berbeda: ACAS - Advisory, Conciliation and Arbitration Service (acas.co.uk), departemen pemerintah dan situs web mereka (misalnya gov.uk). Saya menyebutkan ini karena mereka memberikan tingkat saran tertentu secara gratis. Jika Anda baru mengenal peran SDM atau personil, periksa apakah organisasi Anda (atau misalnya perusahaan induk Anda) memiliki keanggotaan perusahaan untuk IOD, CIPD, dll atau mempertahankan layanan konsultasi penasihat pekerjaan spesialis. Anda memerlukan bantuan untuk menafsirkan respons yang sesuai dengan tantangan baru ini, baik dalam meyakinkan orang-orang senior bahwa ini adalah masalah signifikan, bukan hanya masalah PR atau tren yang sedang berjalan, dan juga dalam merumuskan pendekatan yang praktis dan relevan untuk semuanya. Mengenai tanggung jawab perusahaan dalam pengertian yang lebih luas (manusia, planet, etika, dll), standar dan kerangka acuan masih tetap - sulit untuk mengukur manfaat dari hal-hal ini, oleh karena itu mereka membutuhkan waktu lama untuk diterima dan diadopsi ( Seperti penghapusan perbudakan, suara untuk wanita, dll). Tapi itu tidak berarti Anda tidak bisa memimpin dan merumuskan standar Anda sendiri. Organisasi yang berusaha untuk merintis standar dan praktik etika dan kemanusiaan akan semakin menjadi pemasok dan pengusaha pilihan bagi semua orang yang berpikiran benar. Organisasi yang gagal menjawab pertanyaan penting tentang etika, kemanusiaan, tanggung jawab sosial dan lingkungan, dan lain-lain dan yang tidak dapat merefleksikan pertanggungjawaban ini di dalam tanggung jawab direksi (dan karenanya semua karyawan lainnya), mengambil beberapa risiko besar, sedangkan organisasi yang merangkul dan Mengadopsi nilai-nilai orde tinggi ini hampir pasti akan menciptakan masa depan yang lebih berkelanjutan. Contoh deskripsi pekerjaan Berikut adalah beberapa deskripsi pekerjaan khas untuk peran lainnya. Harap dicatat bahwa daftar tanggung jawab ini bukan merupakan deskripsi pekerjaan lengkap, Anda perlu menambahkan tanggung jawab untuk mencerminkan situasi organisasi Anda sendiri, dan kemudian menambahkan elemen deskripsi pekerjaan lain yang dijelaskan di atas, yaitu laporan berdasarkan, tujuan dan indikator skala . Saya selalu merekomendasikan dengan kuat untuk membuat deskripsi pekerjaan Anda sendiri karena kebutuhan untuk memiliki sesuatu yang sesuai dengan kebutuhan Anda sendiri. Judul pekerjaan sangat tidak jelas - terutama peran yang berkaitan dengan layanan pelanggan, dan peran apa pun dengan antarmuka di seluruh organisasi dan atau eksternal - fungsi dan deskripsi berarti berbeda bagi perusahaan yang berbeda, dan asumsi yang sangat mudah untuk membuat asumsi yang salah menggunakan standar elses seseorang. Mulailah dengan memikirkan apa yang sebenarnya Anda inginkan perannya untuk organisasi Anda, bukan peran yang mungkin dilakukan perusahaan lain. Contoh tugas pekerjaan yang khas contoh impor dan ekspor administratormanager - tugas deskripsi pekerjaan yang khas Manajer impor atau pekerjaan administrator berpotensi sangat luas yang mencakup berbagai tanggung jawab. Juga, uraian tugas manajerexportexport manageradministrator sangat bervariasi menurut undang-undang dan prosedur impor negara, impor lokal dan peran yang diperlukan dalam organisasi, di mana peran tersebut dapat memiliki penekanan pada setiap atau semua aspek berikut: penjualan, pembelian dan pembelian, keuangan, Hukum, administrasi Ada terlalu banyak tugas di sini untuk deskripsi pekerjaan tunggal untuk memilih tugas dari contoh di bawah ini untuk membuat deskripsi pekerjaan yang sesuai dengan situasi Anda sendiri. Mengelola pergerakan bahan-bahan produk selanjutnya di andor luar negeri sesuai dengan kebijakan dan prosedur organisasi, dan mematuhi hukum, proses dan hukum lokal, negara dan internasional yang relevan. Mengelola dokumentasi dan formulir online yang diperlukan untuk pelaksanaan kegiatan impor impor yang efisien, hemat biaya dan halal. Pertahankan dan bagikan dengan rekan kerja sebagaimana mestinya, pengetahuan pribadi tentang semua peraturan dan ketentuan imporexport yang relevan dengan peraturan dan peraturan dan larangan bea cukai. Mengelola proses dan transaksi keuangan dan mata uang sesuai dengan kebijakan dan hukum, dan untuk mengoptimalkan efektivitas biaya kegiatan. Berkomunikasi dengan otoritas ekspor dan impor dan pihak terkait, dan pelanggan dan pemasok, di semua wilayah dan negara yang relevan, jika diperlukan untuk memastikan hubungan, dukungan dan aktivitas yang efisien, positif dan sah. Mengantisipasi, meneliti dan melaporkan perubahan undang-undang impor dan impor di masa depan, dan dalam praktik wilayah setempat yang relevan, dan memastikan pengetahuan tersebut diperhitungkan dalam perencanaan strategi, sumber daya dan prosedur departemen tersebut. Rencanakan dan terapkan strategi dan kegiatan importexport yang konsisten dengan keseluruhan tujuan dan persyaratan organisasi. Mengelola semua staf yang melaporkan ke posisi tersebut sehingga dapat secara efektif merekrut, melatih, mengevaluasi, memotivasi, mendelegasikan dan memantau aktivitas mereka. Berhubungan dengan departemen lain untuk membangun dan memelihara kegiatan dan dukungan exportimport yang efektif dan relevan dalam kaitannya dengan penjualan organisasi, pembelian, pengelolaan material, produksi dan keseluruhan fungsi operasi. Patuhi hukum dan kebijakan kesehatan dan keselamatan setempat dan eksternal yang relevan. Gunakan pertimbangan dan inisiatif pribadi untuk mengembangkan solusi yang efektif dan konstruktif terhadap tantangan dan hambatan dalam kegiatan dan prosedur impor. Memantau, mencatat, menganalisa dan melaporkan kegiatan, tren, hasil dan rekomendasi yang berkaitan dengan kegiatan importexport. Manageliaise dengan pengendalian saham, pergudangan dan kegiatan distribusi yang dipengaruhi atau bergantung pada kegiatan importexport. Mengelola dan memelihara ketentuan asuransi yang efektif dan halal yang berkaitan dengan kegiatan importexport. Menjaga kemampuan pribadi dalam, dan penggunaan yang tepat dari, semua ICT yang relevan (Information amp Communications Technology) dan sistem lainnya dalam fungsi importexport. Menyiapkan dan menyerahkan administrasi yang relevan secara tepat waktu dan akurat, misalnya: jadwal pengiriman surat kredit Dokumen EKGD mekanisme kontrol kredit lisensi deklarasi pengepakan, routing, dokumentasi transportasi dan keselamatan. Selidiki, rencanakan dan terapkan metode transportasi yang strategis dan relevan, yang memenuhi secara optimal kebutuhan organisasi dan pemasok dan pelanggannya. Merencanakan dan mengelola penjualan luar negeri melalui distributor dan outlet penjualan lainnya yang relevan. Merencanakan dan mengelola konversi bobot, ukuran, nilai, dan interpretasi standar yang efektif dan diperlukan antara sistem dan wilayah impor dan ekspor. Mengelola masalah dan aktivitas terjemahan bahasa dan komunikasi yang diperlukan untuk memungkinkan hubungan, distribusi, dan integrasi bahan impor, produk, peralatan yang efektif dalam rantai pasokan importir dan eksportir, (misalnya instruksi penanganan, manual operasi, pelatihan produk, dll.). Negosiasikan kontrak untuk pembelian penjualan dan kelola pembaharuan, tinjau kontrak yang diperlukan untuk memungkinkan hubungan perdagangan, operasi dan hubungan pemasok yang efektif. Pengembangan bisnis managerexecutivedirector - tugas deskripsi pekerjaan yang khas Judul pekerjaan pengembangan bisnis dapat berarti berbagai hal. Beberapa organisasi merujuk pada pekerjaan penjualan dan pengelolaan akun sebagai pengembangan bisnis, dalam hal ini mengacu pada deskripsi pekerjaan manajer akun di bawah ini. Deskripsi pekerjaan pengembangan bisnis - dan terutama tingkat tanggung jawab strategis dan wewenang - bergantung pada siapa laporan peran, dan skala dan kompleksitas bisnis (pasar, produk layanan, wilayah, dll) untuk dikembangkan. This is an example of typical responsibilities of a senior business development role, or business development director: Market and technology research Formulation of strategy Distribution channel analysis and development New product development planning and management Technology transfer, licensing, partnerships assessment and development Marketing and advertising and promotion planning Sales organisation planning and development Importexport development Business planning Launch and implementation If the business development job has direct-reporting staff then the above would tend to be managed via others, and the role would include people-management, recruitment, motivation, training and development staffing responsibilities Appropriate Administration, budgeting, monitoring, reporting, communication and liaison. Health and safety adherence Self-development and continuing personal development (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). account managersales person- typical job description duties The account manager or sales-person job has many variations. These are the typical responsibilities of a modern office-based or field-based salesperson. This list is probably too long for a normal job description - it includes similar variations of individual responsibilities which you can select as appropriate. Plan and prioritise personal sales activities and customerprospect contact towards achieving agreed business aims, including costs and sales - especially managing personal time and productivity. Plan and manage personal business portfolioterritorybusiness according to an agreed market development strategy. Manage productservice mix, pricing and margins according to agreed aims. Maintain and develop existing and new customers through appropriate propositions and ethical sales methods, and relevant internal liaison, to optimise quality of service, business growth, and customer and satisfaction. Use customer and prospect contact activities tools and systems, and update relevant information held in these systems. Plancarry outsupport local marketing activities to agreed budgets and timescales, and integrate personal sales efforts with other organized marketing activities, e.g. product launches, promotions, advertising, exhibitions and telemarketing. Respond to and follow up sales enquiries using appropriate methods. Monitor and report on market and competitor activities and provide relevant reports and information. Record, analyse, report and administer according to systems and requirements. Communicate, liaise, and negotiate internally and externally using appropriate methods to facilitate the development of profitable business and sustainable relationships. Attend and present at external customer meetings and internal meetings with other company functions necessary to perform duties and aid business development. Attend training and to develop relevant knowledge, techniques and skills. Adhere to health and safety policy, and other requirements relating to care of equipment. administrative assistant - typical job description duties An administrative assistant job description varies according to the role and organization. Use this outline as a basis to create a job description that is relevant to your own situation. Type and word-process various documents and electronic information. Create financial and statistical tools and reports using spreadsheets. Manage, organise, and update relevant data using database applications. Communicate and provide information by relevant methods internally and externally to assist and enable organizational operations and effective service to connecting groups. Analyse and interpret financial statistics and other data and produce relevant reports. Interpret instructions and issues arising, and then implement actions according to administrative policies and procedures. Research and investigate information to enable strategic decision-making by others. Arrange and participate in meetings, conferences, and project team activities. Approve decisions, requests, expenditure and recommendations on behalf of senior people in their absence, according to agreed guidelines and policies. Adhere to stated policies and procedures relating to health and safety, and quality management. Adhere to procedures relating to the proper use and care of equipment and materials for which the role has responsibility. switchboard operatorreceptionist - typical job description duties Job purpose outline (example): The primary objective of the Switchboard Operator is to answer a multi-line switchboard quickly (ideally within 3 ring cycles) and direct calls to their destination without delay. Greeting customers, answering questions, announcing calls or providing directions are secondary objectives. The key to the role is in always providing the primary objective whilst delivering the secondary objectives wherever possible but always in such a way that positively affects the customers perception or callvisit experience. Outline duties: Answer a high volume of calls and maintain a rapid response rate according to agreed standards. Log information on calls received, where required and maintain detailed and accurate records. Maintain and update continuously, by local knowledge and by local means, a log of the availability of staff likely to receive inbound calls. File data and perform other routine clerical tasks as assigned and for other departments as needed. Order and maintain relevant office supplies for effectiveness of personal duties. Operate a variety of standard office machines, including a personal computer and a variety of computer software, phone, fax, calculator, shredding machine and photocopy machine. Communicate and liaise verbally and in writing between customerssuppliersvisitorsenquirers and relevant staff, and interpret and respond clearly and effectively to spoken requests over the phone or in person, and to verbal or written instructions. Establish and maintain effective working relationships with co-workers, supervisors and the general public. Perform reception duties in and efficient, professional and courteous manner. Maintain regular consistent and professional attendance, punctuality, personal appearance, and adherence to relevant health amp safety procedures. Pursue personal development of skills and knowledge necessary for the effective performance of the role. health and safety managerdirector - typical job description duties Adjust and refine these core responsibilities for the health and safety function to fit your organization context and the authority of the role. These responsibilities typically reflect a directors responsibilities and so need developing into more specific duties to form a relevant health and safety managers job description relevant to your own situation. Establish, manage and monitor standards, processes, communications, training and systems to ensure: Existence and awareness of a suitable and relevant health and safety policy. A safe workplace without risk to health. Safe plant and machinery, and safe movement, storage and use of articles and substances. Adequate provision of first-aid and welfare facilities and support. Provision of suitable and current information and supervision concerning health and safety policies and practices. Proper and timely assessment of risks to health and safety, and implementation of measures and arrangements identified as necessary from the assessments. Provision of emergency procedures, first-aid facilities, safety signs, relevant protective clothing and equipment, and incident reporting to the relevant authorities. Liaison as necessary with other organizations and relevant authorities, and assistance and cooperation concerning audits and remedial actions. The workplace satisfies health, safety and welfare requirements for ventilation, temperature, lighting, sanitary, washing and rest facilities. Prevention and precautions against, or adequate control of, exposure to hazardous substances, and danger from flammable, explosive, electrical, noise, radiation and manual handling risks. Surveillance and reporting on health and safety practices and systems. Recruitment, selection, management and development of health and safety direct-reporting staff. (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). shop or retailwholesale store manager - typical job description duties Depends on the level of commercial and managerial authority and responsibility, but could include potentially these points: Manage and motivate staff, recruit staff, train and develop staff, according to company policies and employment laws, and ensure relevant HR procedures are followed (appraisals, discipline, grievance, etc). Plan, forecast, report on sales, costs and business performance, according to company requirements. Plan and implement advertising and promotional strategy and activities. Manage cash and payment systems in accordance with company procedures and policies, at all times with staff and customer safety as the uppermost priority. Plan and implement shop merchandising, layout and customer traffic flow so as to maximise sales, customer satisfaction, appearance, image and ergonomics for customers. Manage selling and customer service activities and staff competence in these areas, so as to optimise and sustain sales performance, profitability and customer satisfaction. Manage costs and overheads, and all factors affecting the profitable performance of the shop. Liaise with external agencies and authorities as necessary (advertising, PR, recruitment, training, fire services, police, local council, health and safety inspectors, etc). Liaise with and utilise support from suppliers, merchandisers and other partners as required. Manage, maintain and report as necessary all merchandise and non-merchandise stock. Manage upkeep and condition of all equipment, fixtures and fabric of shop premises. Manage health and safety, security, and emergency systems, capabilities and staff and customer awareness, according to company policy and relevant law. Seek and continuously develop knowledge and information about competitor activity, pricing and tactics, and communicate this to relevant departments in the Company. Manage and maintain effectiveness of IT and other essential in-store systems. Attend meetings and contribute to company strategy and policy-making as required. Develop personal skills and capability through on-going training, as provided by the company or elsewhere subject to Company approval. organisational development manager - typical job description duties Plan, develop and implement strategy for organisational development (covering particular areas relevant to the organisations structure, market etc) Establish and maintain appropriate systems for measuring necessary aspects of organisational performance Monitor, measure and report on organisational development plans and achievements within agreed formats and timescales Manage and develop direct reporting staff Manage and control departmental expenditure within agreed budgets Liaise with other functionaldepartmental managers so as to understand all necessary aspects of organisational development, and to ensure they are fully informed of organisational development objectives, purposes and achievements Maintain awareness and knowledge of contemporary organisational development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation Ensure activities meet with and inte grate with organisational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care trainertraining manager - typical job description responsibilities Plan departmentalfunctional training budgets, forecast costs and delegate numbers as required by organisational planning and budgeting systems. Assess relevant training needs for staff individuals and organisation, in consultation with departmental heads, including assessment methods and measurement systems entailed. Stay informed as to relevant skill and qualifications levels required by staff for effective performance, and circulate requirements and relevant information to the organisation as appropriate. Produce organisational strategy and plans to meet training and development needs, and manage training delivery, measurement and follow-up as necessary. Design training courses and programmes necessary to meet training needs, or manage this activity via external provider(s). Identify, select and manage external training and accreditation bodies, agencies and providers necessary to deliver required training to appropriate standards. Organise training venues, logistics, transport, accommodation as required to achieve efficient training attendance and delivery. Plan and deliver training courses personally where necessary to augment that provided externally or internally by others. Arrange for the maintenance of all necessary equipment and materials relating to the effective delivery and measurement of training. Recruit, manage and develop direct-reporting staff (if applicable). Ensure all training activities and materials meet with relevant organisational and statutory policies, including health and safety, employment and equality laws. Monitor and report on activities, costs, performance, etc, as required. Develop self, and maintain knowledge in relevant field at all times. training and development manager- typical job description duties Plan, develop and implement strategy for staff training and development, establish and maintain appropriate systems for measuring necessary aspects of staff training and development Monitor, measure and report on staff training and development plans and achievements within agreed formats and timescales Manage and develop direct reporting staff Manage and control departmental expenditure within agreed budgets Liaise with other functionaldepartmental managers so as to understand all necessary aspects and needs of staff training and development, and to ensure they are fully informed of staff training and development objectives, purposes and achievements Maintain awareness and knowledge of contemporary staff training and development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation Ensure activities meet with and integrate with organisational requirements for quali ty management, health and safety, legal stipulations, environmental policies and general duty of care HR (human resources) head or director - typical job description duties Plan, develop and implement strategy for HR management and development (including recruitment and selection policypractices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitudinal development, performance appraisals and quality management issues - add others if relevant) Establish and maintain appropriate systems for measuring necessary aspects of HR development Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales Manage and develop direct reporting staff Manage and control departmental expenditure within agreed budgets Liaise with other functionaldepartmental managers so as to understand all necessary aspects and needs of HR developm ent, and to ensure they are fully informed of HR objectives, purposes and achievements Maintain awareness and knowledge of contemporary HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation Contribute to the evaluation and development of HR strategy and performance in cooperation with the executive team Ensure activities meet with and integrate with organisational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care. (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). sales and marketing director - typical job description duties The position reports to the CEOMDGeneral Manager. The purpose of the role is to plan and implement sales and marketing activities in order to meet company targets for retention growth and profitability, and to contribute, as a board member, to the executive management of the company. Plan and implement marketing strategy, including advertising and PR. Plan and implement sales and customer retention and development. Plan and manage sales an marketing resources according to agreed budgets. Contribute to formulation of policy and strategy as a board member. Recruit, manage, train and motivate direct reporting staff according to company procedures, policy and employment law. Maintain administration and relevant reporting and planning systems. Manage relevant reporting of management and financial information for the sales and marketing departments. Select and manage external agencies. Manage RampD and NPD and new business development. Maintain and develop corporate image and reputation, and protect and develop the companys brands via suitable PR activities and intellectual property management. Plan and manage internal communications and awareness of corporate direction, mission, aims and activities (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). quality managerdirector - typical job description duties Develop and implement quality management strategy and plans, including resource, systems, timescales, financials, to support, contribute to, and integrate within, the organisations annual business plan and long term strategy. Develop and maintain systems to establish standards relating to activities and products. Develop and maintain systems to measure performance against established standards. Monitor performance (in relevant areas) according to agreed standards and take necessary action to communicateadviseassist according to performance levels. Monitor and informcommunicateapply standards createdmaintained by external bodies, and integrate within internal quality management systems. Establish and implement necessary communication strategy for the improvement and awareness of quality issues across all departments. Plan and manage departmental activities in accordance with agreed budgets and timescales. Report as necessary on changes in standards (internally and externally initiated) and on performance against standards. Liaise and co-operate with quality management and standards bodies (e.g. BSI, Government Departments, HSE, etc) Manage staff according to company standards (appraisals, discipline, training, development, etc). Manage departmental performance against agreed targets and budgets, and within policies and standards. Liaise with customers and suppliers where necessary (where impactingaffected by quality issues) Contribute to executive policy and strategy. (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). finance director (fd) or chief financial officer (cfo) - typical job description duties This roles responsibilities and authority level depends on what your company is and requires, and, if the role covers statutory administration and reporting, elements of the the role also depend on your countrys company laws (reporting, shareholders, tax, dividends, etc). Business and financial strategy and planning, monitoring, management and reporting, including management and development of policies, systems, processes and personnel involved. Reporting and accounting as per regulatory an legal requirements including taxation, dividends, annual report and accounts. Management of strategy for and liaison with stock market, business press and business analysts community. Financial staff management, motivation, training, recruitment and selection. Contributing to strategic planning and development as a member of executive team, and probably keeping and distributing notes and records, reports to executive and management team. Other areas of potential responsibility: company insurance, importexport administration, licencing, contracts and agreements, legal areas and activities, corporate level negotiations (eg premises, plant, trading, acquisitions and divestments, disposals), major suppliercustomerpartner relationships, regulatory bodies relationships and strategies, approvals and accreditations. Can also include IT responsibilities, especially if there is not an IT director. Can also include environmental responsibilities, if the environmental functionmanager reports to CFO. Can also include quality assurance responsibilities, if the QA functionmanager reports to CFO. Can also include health and safety responsibilities, if the HampS functionmanager reports to CFO. Would also include Company Secretary responsibilities if there is not a separate Co Sec (eg statutory company administration responsibilities depending on relevant legal requirements). (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). chief operating officer or operations director - typical job description duties Plan, develop and implement strategy for operational management and development so as to meet agreed organisational performance plans within agreed budgets and timescales (covering relevant areas of operation - eg manufacturing, distribution, administration, whatever falls within remit according to organisations structure) Establish and maintain appropriate systems for measuring necessary aspects of operational management and development Monitor, measure and report on operational issues, opportunities and development plans and achievements within agreed formats and timescales Manage and develop direct reporting staff Manage and control departmental expenditure within agreed budgets Liaise with other functionaldepartmental managers so as to understand all necessary aspects and needs of operational development, and to ensure they are fully informed of operational objectives, purposes and achievements Maintain awareness and knowledge of contemporary operational development theory and methods and provide suitable interpretation to directors, managers and staff within the organisation Contribute to the evaluation and development of operational strategy and performance in co-optation with the executive team Ensure activities meet with and integrate with organisational requirements for quality management, health and safety, legal stipulations, environmental policies and general duty of care. (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). purchasingbuying managerexecutive - typical job description duties The following areas of responsibility are potentially included in purchasingbuying function. How you form these into purchasing and buying job descriptions depends on the scope of your purchasing departments responsibility your purchasing departments interface with other departments how your purchasing roles are to operate, and the job(s) autonomy, authority and reporting levels: Purchasing policy and planning Departmental staff recruitment, development, training and management Purchasing project prioritisation and management Managing purchasing information and systems, and purchasing services IT Managing purchasing staff managing suppliers, relationships, SLAs (service level agreements) Setting (if no QA function), monitoring and managing quality and QA systems Effective proactive liaison with other departments as necessary to forecast, plan to meet, and to supply demand to relevant quality Effective proactive liaison with other departments re operating, resourcing, services as necessary, eg IT Negotiating and administration of purchasing contracts Make or buy policy analysis and decisions Rent or buy policy evaluation and decisionrecommendation Cost saving budgeting and targeting Setting and planning how to achieve supplier accreditation and service level management Administration and reporting as necessary Accounting evaluation and financial justification inc capital v revenue Outsourcing strategydevelopmentmanagement Payment terms negotiation, optimisation and management Stock and materials management Warehousing, distribution, shipping management (if applicable, or effective liaison with these functionsdepartments) Packaging and transport regulatory awareness, compliance and information communication Health and safety compliance International trading issuesimportslegal, awareness and management (If formal director) Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). chief executive officer (ceo) or managing director - typical job description duties Identify, develop and direct the implementation of business strategy (depending on the situation some criteria may already exist or be established by the organisations chairman, owner(s)shareholders) Plan and direct the organisations activities to achieve statedagreed targets and standards for financial and trading performance, quality, culture and legislative adherence Recruit, select and develop executive team members Direct functions and performance via the executive team Maintain and develop organisational culture, values and reputation in its markets and with all staff, customers, suppliers, partners and regulatoryofficial bodies Report to shareholdersparent board on organisational plans and performance Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). chairmanchairperson - typical job description duties (The chairman is appointed by and reports to the board of directors.) Preside over board or executive committee Supply vision and imagination at the highest level (normally working closely with the MD or CEO) Take chair at general meetings, within which: to ensure orderly conduct fair and appropriate opportunity for all to contribute suitable time allocation per item determining order of agenda directing discussion towards consensus clarifying and summing up actions and policies Act as the organisations representative in its dealings with the outside world Play a leading part in determining composition of board and sub-committees, so as to achieve harmony and effectiveness Take decisions as delegated by the board and where required chair board meetings. Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in. (whatever director policy and standards document you might use). writing job descriptions - summary guidelines A good job description must be a brief concise document - not lots of detail of how each individual task is done, which should be in an operational manual, which can of course then be referenced by very many different job descriptions, saving lots of time, especially when operational details change, as they inevitably do. A job description is in essence a list of 8-15 short sentences or points which cover the main responsibilities of the role, not the detailed processes. Follow the job description structure and guidelines on this webpage - dont get side-tracked or persuaded into writing an operational manual . Detailed tasks belong in an operational manual, not a job description. If your boss or organisation thinks your job description should contain the detail of how you do your job, then encourage himheryour organisation to produce an operational manual instead, and explain the logic and time-saving benefits that are shown on this page. Use the job description structure on this webpage as a template into which you should put your main 8-15 responsibilities. If you need to re-write job descriptions (or your own job description) then structure it in terms of main responsibilities - not the detail. If you wish, or if helpful to arrive at your main responsibilities, you can list the detail of your job tasks elsewhere, as this effectively represents a section in an operations manual - which shows the detail of how the job is done. You can use use the detail to indicate (to yourself) the main responsibilities, but for the job description you must summarise the detail into broad descriptions, for example: All the detail concerned with, for instance invoicing, could be covered by: manage and report on all invoicing activities using agreed systems and processes (as defined in the operational manual). All the detailed process concerned with, say cash management, could be included in manage movement, security and accounting of cash in accordance with agreed processes and standards (as defined in the operating manual). See what I mean Try to identify the main activities by type, not the detail. Where appropriate refer to where the detail is held (for example the operational manual, safety manual, or say agreed proceduresstandards) - do not attempt to include the detail in the job description. It might help to see things in terms of the main types of activities (rather than your specific task detail), as listed at the top of the webpage and listed here again: Bold type indicates that these responsibility areas would normally feature in most job descriptions: communicating (in relation to whom, what, how - and this is applicable to all below) planning and organizing (of what..) managing information or general administration support (of what..) monitoring and reporting (of what..) evaluating and decision-making (of what..) financial budgeting and control (of what..) producing things (what..) maintainingrepairing things (what..) quality control (for production roles normally a separate responsibility otherwise this is generally incorporated within other relevant responsibilities) (of what..) health and safety (normally the same point for all job descriptions of a given staff grade) using equipment and systems (what..) creating and developing things (what..) self-development (no rmally the same point for all job descriptions of a given staff grade) plus any responsibilities for other staff if applicable, typically: recruiting (of direct-reporting staff) assessing (direct-reporting staff) training (direct-reporting staff) managing (direct-reporting staff) Senior roles will include more executive aspects: developing policy duty of care and corporate responsibility formulation of direction and strategy You will find that you can cluster most of the tasks on your (initially very long) list into a list of far fewer broad (but still specific) responsibilities according to the above examples of typical job description activity areas. The tendency when having to create or re-write job descriptions is to under-estimate the strategic nature of the role and responsibilities, and to be too detailed. If writing your own job description, especially if you perform a wide range of responsibilities in a small company, then try to be bold in the way you describe what you do - use the sort of terminology that is found in senior-level job descriptions - it is likely that you could have a similar type of strategic responsibility without realising it or being recognised for it. Doing this will help you and others to recognise, formalise and acknowledge the importance of what you do, and therefore your value to the organisation. 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The main role is to ensure that the prepared financial statements are in accordance with the managements instructions. Various tasks performed by an Assistant Controller: Assisting the controller in the direction of the accounting functions of an organization. Assisting him in ensuring timeliness and accuracy of the financial statements. Preparation of budgets and financial reports and overseeing their evaluation. Presenting the various accounting reports to the top management and making suitable observations and recommendations. Monitoring investment policies and operations of the company. Managing operational data and maintaining data accuracy and integrity. Preventing inaccuracies in financial statements by setting up internal control systems and adopting proper policies for financial reporting. Reviewing financial data periodically to ensure fairness and completeness of the data. Developing system controls for ensuring data integrity. Developing proper operational, data documentation and troubleshooting procedures. Liaisoning with accounting software, system vendors, consultants and sale points. Conducting account reconciliations and analysis. Assisting in the companys monthly and yearly closing. Assisting in special projects whenever asked. Managing hardware as well as software applications of the system. Implementation and upgrading of the system. Providing technical support system at company locations or franchisees A Day in the Life of Assistant Controller Credentials and Abilities required What are the essential requirements for the Assistant Controller Employers generally prefer a bachelors degree in Accounting, Tax, Audit or Finance. Professional certification like CPA (Certified Public Accountant), CMA (Certified Management Accountant) and CFM (Certified Financial Manager) are also commonly held by an assistant controller. Proficiency in MS Excel and accounting packages is desirable. Practical training or experience in an Audit or CPA firm is beneficial. Some supervisory experience is also preferred. An assistant controller should possess good interpersonal and communication skills. Must be good at organizing and time management. Is expected to have latitude and creativity. Should have good judgement, planning skills and leadership traits. What are the job prospects of an Assistant Controller The job prospects of an assistant controller are excellent. An experienced assistant controller gets promoted to the role of a controller. Careers advance by getting higher educational qualifications like a masters degree, CPA, CFM or CMA. The working hours are comfortable but can be long during the companys monthly and annual closing. Industry salary depends on education, work experience, seniority, extent of responsibilities and company or industry size. According to BLS, the average salary of an assistant controller is 80,000. How to become one Online schools and in campus programs offering Accounting degrees:
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