Job Description Template Format 1 1. Job Information
Title: Marketing Manager
Subordinate department: underwear planning department
Position code: (HR to fill in)
Direct supervisor: brand manager
Salary Grade: (HR to fill in)
Direct reports:
Rotatable column:
Date: 20xx- 12-5
Two. Overview of post work
1, brand positioning, brand strategy, brand image formulation, publicity and maintenance.
2. Make brand marketing strategies and plans, and carry out public relations activities and promotional activities.
3, according to the brand positioning, update and improve the VM, and promote the perfect display of brand image.
4. Track the sales of each store, cooperate with the sales department, adjust the market activities in time, and promote sales.
Third, job responsibilities
1. Maintain and publicize the brand positioning and image, and make the brand image deeply rooted in people's hearts.
1) Shoot the brand image POP, design and produce corporate image publicity brochures, manuals and marketing DM.
2) Design and produce terminal marketing materials such as packaging and gifts of brand goods.
3) Distribute marketing materials to stores, such as POP, DM, gifts, brochures, etc.
2. Make brand marketing strategies and plans, and carry out public relations activities and promotional activities.
1) Formulate the purpose, strategy and plan of the annual activities.
2) Prepare and implement promotional activities and public relations activities as planned, and participate in promotional activities determined by the marketing department of the company.
3) Form a good cooperative relationship with newspapers, magazines, television and other media, which is convenient for market promotion and activities.
3, according to the brand positioning, update and improve the VM, and promote the perfect display of brand image.
1) Determine the brand VM strategy and assist the marketing planning department to design and improve the brand VM.
2) Presentation and guidance of new product launch and promotion activities, etc.
4. Follow up the sales management of each store, cooperate with the sales department, adjust the market activities in time, and promote sales.
1) Feedback and adjust activities in time according to the sales situation of stores in various regions.
2) Cooperate with the sales department and the personnel department to provide product knowledge training and sales skills training for the shop assistants.
Fourth, work performance standards.
1, the completion rate of work target as planned.
2, the purpose of the activity and the completion rate of the plan
3. Completion rate of design, production and distribution of terminal promotional materials
4. Work innovation.
5. Satisfaction of each link.
Verb (abbreviation of verb) post working relationship
Internal:
1) Market Exhibition Department
2) Marketing Strategy Department
3) warehousing and logistics
4) General Manager's Office
5) local shops
External:
1) advertising company
2) Public relations activity company
3) Media companies such as newspapers, magazines and television.
4) Gift Company
Six, job authority
1) The right to confirm the design, printing or production of terminal promotional materials POP, catalogues, manuals, DM and gifts.
2) Have the right to confirm promotional activities and public relations activities.
3) Have the right to confirm the design, improvement and promotion of brand VM system to stores.
Seven, post working hours
Work at the normal working hours stipulated by the company, and sometimes overtime is needed.
Eight, post working environment
I work in the office most of the time and sometimes go out.
Nine, knowledge and education level requirements
1. Understand company policies, procedures, products and services.
2. Clothing professional knowledge and marketing knowledge.
3. Bachelor degree or above in related major.
Ten, job skills requirements
1, computer requirements: proficient in OFFICE and Photoshop software.
2. Language requirements: standard Mandarin and good English.
3. Excellent analytical thinking ability, communication and coordination ability and problem-solving ability.
4, the ability to establish good interpersonal relationships
5. Logical judgment ability: arrange several parallel tasks in an orderly manner.
6. Application and improvement of market expertise
Xi。 Work experience requirements
2-3 years working experience in marketing.
XII. Other quality requirements
The incumbent needs to be healthy, energetic, responsible and patient, active in thinking and without gender requirements.
Job Description Template Format 2 Job Description (also known as job description and job description) summarizes direct practical experience into a theoretical form through job description, making it a guiding management document.
General job descriptions are made by front-line managers, and human resources managers play an auxiliary role, mainly providing a framework format for making job descriptions and providing reference construction suggestions.
Job description is one of the indispensable tools for headhunting companies to carry out business. Usually, the job description is in triplicate, one for the person in charge of the employing department, one for the employee himself and one for the human resources department.
The job description mainly includes two parts: one is the job description, which mainly summarizes the job content of the post, including the purpose of post setting, basic responsibilities, organization chart, performance standards, work authority, etc. The second is the post qualification requirements, which mainly summarizes the standards and norms of post holders, including the post behavior norms, personnel's knowledge, skills, abilities, personality characteristics and training needs. These two parts of job description are not simply listed, but form a complete system through objective internal logic.
compose
According to different purposes, job descriptions have different standards, and job descriptions for internal management purposes are usually used. However, according to the characteristics of the recruitment market, Fiberhome headhunting company put forward the formulation of job descriptions. A job description for internal management usually consists of the following organic parts:
First, the title. Take the manager of human resources department as an example, hereinafter referred to as HRM. The title should be written as manager.
Second, the name of the department. The department name of HRM should be written as Human Resources Department.
Third, the incumbent. Write down the name of the incumbent. And the incumbent should sign it to show its effectiveness.
Fourth, direct supervisor. The direct supervisor of the human resources manager should be written as the competent deputy general manager. Need to provide the place where the direct supervisor signs to show effectiveness.
5. Appointment time. The term of office is also the effective time, which is generally the same as the labor contract.
6. qualifications. Including education, work experience, specialties and so on. For example, the special skills of HRM refer to mastering the operation mode of modern human resource management and being familiar with domestic human resource management policies and regulations and the dynamics of talent market.
Seven, the number of subordinates. Refers to the number of people under the jurisdiction of the department.
Eight, communication relationship. Generally divided into external and internal levels. For example, the internal communication of HRM includes deputy general manager, department manager and employees. External communication includes the higher authorities, the personnel and labor department of the city, major media or recruitment websites, major training institutions, candidates or peers, and relevant industry associations.
Nine, the purpose of post setting. For example, the post purpose of HRM is to design and apply human resource management mode and related incentive policies according to the company's strategic development needs, to stimulate employees' potential, to develop talents, and to achieve the goal of human resources developing into a market leader in the industry.
X. Executive power. Refers to the financial authority and administrative examination and approval authority owned by the company.
XI。 Job content and responsibilities. This is the place where the job description is heavy and heavy, and it is also the place that consumes the most pen and ink. Including the scope and degree of responsibility, measurement standards, etc. For example, the responsibilities of HRM include these aspects: organizational system and system; Training; Personnel assessment and performance evaluation; Recruitment; Salary incentive policy; Post management, department management and construction, etc.
Twelve, ability requirements and personality tendencies and characteristics. It is personalized and should be regarded as a requirement for post modification.
Thirteen, career development planning. Including post relations and theoretical support. The post relationship is divided into direct promotion post, related transfer post and promotion post. Theoretical support refers to the relevant requirements of learning and training.
compilation process
First, job analysis
According to the organizational structure, post sorting and job analysis are carried out. Organizational structure is the basis of post setting, and it is necessary to sort out and analyze posts according to organizational structure when formulating job descriptions. To create a new position, it is necessary to determine its position in the organizational structure and the purpose of position setting. Questionnaire survey, post summary analysis, employee record, direct interview and other methods can be used to clarify the recruitment target;
Second, the job responsibilities
Job responsibilities are job descriptions, that is, what to do, how to do it, and what kind of work standards need to be achieved. We generally adopt the method that the heads of various departments sort out job responsibilities, fill in and report with a unified template, and organize relevant departments to determine the final job responsibility statement after repeated consideration and demonstration;
Third, work authority.
According to the organizational structure, job analysis and job responsibilities, determine the department to which the post belongs, the specific work authority and jurisdiction authority, the direct responsibility superior-subordinate relationship and the number of people under jurisdiction; Determine job qualifications. Determine post qualifications according to post competence, including: age, length of service, qualification certificate, work experience, technical skills, management ability, education, work performance and other necessary entry conditions;
Four. Implement examination and approval
After the initial framework came out, the Human Resources Department, the Quality Department and the employing department discussed and supplemented the recruitment details of JD.COM. Finally, the human resources department will refine and summarize the information, fill in the unified template, and report it to the general manager of the company for approval before implementation.
Fifth, timely adjustment.
With the development of the company and the change of the situation, it may be necessary to adjust some contents after recruiting JD for a period of time. The adjustment can be applied for by the business department and adjusted by the human resources department, or the quality department will issue a rectification sheet when problems are found in the inspection process, and the human resources department will make adjustments. The adjustment can be carried out according to the specified process.
Compilation points
1, job description, not the incumbent's current job.
2, not limited to the status quo, focusing on organizational needs to set up positions.
3, for the post, not for people.
4. Summarize rather than list
Job descriptions are usually written in the form of tables, which are usually divided into seven parts:
1. Basic information: job name, department, direct supervisor, subordinate, responsibility analysis date, preparation date, etc.
2. Job purpose: job overview;
3. Duties and authorities: divided into main duties and authorities, related duties and authorities and temporary work;
4. Working relationship: divided into internal relationship and external relationship, including contacting departments and personnel;
5. Qualification: including education, work experience, skills and level, personality and quality;
6, assessment indicators, weight, salary grade, job development direction;
7. Working environment.
Compilation requirements
1, clear. Throughout the job description, the job description is clear and thorough. After reading it, the incumbent can understand its work content without asking others or reading other explanatory materials. Avoid using principled evaluation. If it is difficult to understand, you must explain it clearly.
2. be specific. In terms of wording, try to choose some specific verbs, such as "installation", "processing", "transmission", "analysis" and "design". Point out the type and complexity of the work, the specific skills and skills required by the incumbent and the specific scope of responsibility to be undertaken. Generally speaking, because the work of grass-roots workers is more specific, the description in their job descriptions is more specific and detailed.
3. The content can be adjusted according to the purpose of job analysis, which can be simple but complicated.
4. In order to establish the enterprise post analysis system, a working group or committee must be composed of senior enterprise leaders, typical post representatives, representatives of human resources management departments, external post analysis experts and consultants to jointly complete this task.
Job Description Template Format 3 Job Responsibilities:
1, responsible for a professional design of substation;
2. Responsible for internal and external interface data;
3, responsible for the professional progress, quality, cost management and file management and filing;
4. Be responsible for the professional technical management at all stages of this major, including the preparation of specifications, design drawings, bidding documents and technical specifications;
5, responsible for guiding professional designers and interns to carry out their work.
Job requirements:
1, college degree or above, major in electrical engineering and automation, power plant and power system;
At least 2.5 years working experience in substation electrical preliminary design, with intermediate title or above. Those with power generation, power transmission and transformation registration certificates are preferred, and can independently complete the preliminary design work of 220kv and below;
3, familiar with the national grid design specification and design process, can independently carry out the professional design work.