Job responsibilities statement template format (selected 3 articles)

Nowadays, each of us may be exposed to job responsibilities. Any job responsibility is a combination of responsibilities, powers and obligations. The amount of power you have should bear the same amount of responsibility. Job Responsibilities Statement Template Format Part 1

1. Position Information

Job Name: Marketing Manager

Subordinate Department: Underwear Planning Department

Position code: (to be filled in by HR)

Direct superior: Brand manager

Salary grade: (to be filled in by HR)

Direct subordinate:

Rotable positions:

Date: 20xx-12-5

2. Job Overview

1. Formulation of the brand positioning, brand strategy and brand image , publicity and maintenance

2. Formulate the brand’s marketing activity strategy, plan and carry out public relations activities and promotional activities

3. According to the brand positioning, update and improve VM to promote the brand image A perfect display

4. Follow up the sales of each store, cooperate with the sales department, make timely adjustments to market activities to promote sales

3. Job Responsibilities

1 , maintain and promote the positioning and image of the brand, and make the brand image deeply rooted in the hearts of the people

1) Shoot the brand image POP, design and produce corporate image brochures and handbooks, and market promotion DM.

2) Design and produce terminal market promotional materials such as packaging and gifts for the brand’s goods

3) Distribute market promotional materials to various stores, such as POP, DM, gifts, publicity Albums, etc.

2. Formulate the brand’s marketing activity strategies and plans and carry out public relations activities and promotional activities

1) Formulate annual activity objectives, strategies, and plans

　2) Prepare and implement promotional activities and public relations activities as planned, and participate in promotional activities determined by the company's marketing department

　3) Form good cooperative relationships with newspapers, magazines, television and other media to facilitate market promotion and activities

3. Update and improve VM according to brand positioning to promote the perfect display of brand image

1) Determine the brand VM strategy and assist the marketing planning department in designing and improving the brand VM

p>

2) Display guidance for new product launches, display guidance for promotional activities, etc.

4. Follow up the sales management of each store, cooperate with the sales department, and make timely adjustments to market activities to promote sales

p>

1) Make timely feedback and adjustments to activities based on the sales situation of stores in various regions

2) Cooperate with the sales department and human resources department to conduct product knowledge training, sales skills training, etc.

IV. Work performance standards

1. Completion rate of work goals as planned.

2. Activity purpose and plan completion rate

3. Terminal promotional material design, production, and distribution completion rate

4. Work innovation.

2) Marketing Strategy Department

3) Warehousing and Logistics

4) General Manager’s Office

5) Stores in various places

External:

1) Advertising companies

2) Public relations companies

3) Newspapers, magazines, TV and other media companies

4) Gift company

6. Job authority

1) Right to confirm the design, printing or production of terminal promotional materials POP, catalog, handbook, DM and gifts

2) Have the right to confirm the development of promotional activities and public relations activities

3) Have the right to confirm the design, improvement and promotion of the brand VM system in stores

7. Positions Working hours

Work within the normal working hours stipulated by the company, sometimes you need to work overtime

8. Working environment of the position

Work in the office most of the time, sometimes go out

p>

9. Knowledge and education level requirements

1. Knowledge about company policies, procedures, products and services

2. Clothing professional knowledge, marketing and promotion Knowledge

3. Bachelor degree or above in relevant majors

10. Job skill requirements

1. Computer requirements: Proficient in operating software such as OFFICE and Photoshop

2. Language requirements: Standard Mandarin, good English

3. Excellent analytical thinking skills, communication and coordination skills, and problem-solving skills

4. Ability to establish good interpersonal relationships

5. Logical judgment ability: arrange multiple parallel tasks in an orderly manner

6. Application and improvement of market professional knowledge

11. Work experience requirements

More than 2-3 years of marketing work

12. Other quality requirements

Applicants need to be healthy and energetic energy, strong sense of responsibility and patience, active thinking, no gender requirements. Job Responsibilities Statement Template Format Part 2

Job Description (also called job description, job description) is a direct job description through the job description. The summary of practical experience is elevated to a theoretical form, making it a guiding management document.

Generally, job descriptions are formulated by front-line managers. Human resources managers play a supporting role, mainly providing the framework format for formulating 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 made in triplicate, one is kept by the person in charge of the employing department, one is kept by the employee himself, and one is kept by the human resources department as a backup.

The job description mainly includes two parts: first, the job description, which mainly summarizes the work content of the position, including the purpose of setting up the position, basic responsibilities, organization chart, performance standards, work authority, etc.; second, It is the qualification requirement for the position, which mainly summarizes the standards and specifications of the personnel, including the behavioral standards of the position, the knowledge, skills, abilities, personality characteristics required to be qualified for the position, and the training needs for the personnel. These two parts of the job description are not simply a list, but form a complete system through objective internal logic.

Composition

There are various standards for job descriptions according to different uses. Job descriptions for internal management are usually used, but Fenghuo Recruiting Company proposes based on the characteristics of the recruitment market. The formulation of job descriptions for recruitment was introduced.

Job descriptions for internal management purposes generally consist of the following organic components:

1. Job title. For example, take the manager of the human resources department, hereafter referred to as HRM. The job title should be written as Manager.

2. Department name. The name of the HRM department should be written as Human Resources Department.

3. Person in office. Write the name of the person in charge. It must also be signed by the person in charge to show its validity.

4. Direct supervisor. The direct supervisor of HRM should be written as the deputy general manager in charge. A place for signature of the direct supervisor must be provided to show validity.

5. Term of office. The term of office is the effective time, which is generally consistent with the time of the labor contract.

6. Conditions of employment. Including academic requirements, work experience requirements, special skills, etc. For example, the special skills of HRM refer to mastering the modern human resource management operation model, being familiar with domestic human resource management policies and regulations, and talent market dynamics, etc.

7. Number of subordinates. Refers to the number of people under the jurisdiction of the department.

8. Communication relationship. Generally divided into two levels: external and internal. For example, the internal communication of HRM is in charge of the deputy general manager, department managers and employees. External communication involves superior authorities, the city's personnel and labor department, major media or recruitment websites, major training institutions, applicants or peers, and relevant industry associations.

9. The purpose of job setting. For example, the purpose of the HRM position is: according to the company's strategic development needs, design and apply human resource management models and related incentive policies to stimulate employee potential, develop talents, and achieve the goal of becoming a market leader in the industry in human resource development.

10. Administrative authority. It refers to the financial authority and administrative approval authority held in the company.

11. Work content and responsibilities. This is the most important part of the job description and consumes the most pen and ink. Including scope of responsibilities and degree of responsibility, measurement standards, etc. For example, the responsibilities of HRM include the following aspects: organizational systems and systems; training; personnel assessment and performance evaluation; recruitment; salary incentive policies; job management, department management and construction, etc.

12. Ability requirements, personality tendencies and characteristics, etc. Things that are personalized should be regarded as modification requirements of the position.

13. Career development planning. Including job relationship and theoretical support. Job relationships are further divided into directly promoted positions, related converted positions, and promoted positions. Theoretical support refers to the relevant requirements achieved by learning and training.

Preparation process

1. Job analysis

According to the organizational structure, carry out job sorting and job analysis. Organizational structure is the basis for job setting. When formulating recruitment job descriptions, positions need to be sorted out and analyzed based on the organizational structure; for new positions, it is necessary to determine their position in the organizational structure and the purpose of job setting. Methods such as questionnaires, job summary analysis, employee records, direct interviews, etc. can be used to clarify the recruitment position objectives;

2. Job Responsibilities

Job responsibilities are job descriptions, that is, what the position should be What to do, how to do it, and what work standards need to be met. We generally adopt the method of first sorting out the job responsibilities by the heads of each department, and then filling in and reporting in a unified template. After repeated consideration and demonstration by the relevant departments, we determine the final job responsibilities description;

3. Work authority

Based on the organizational structure, job analysis and job responsibilities, determine the department to which the position belongs, specific work authority and jurisdiction, the relationship between directly responsible superiors and subordinates, and the number of people under jurisdiction; determine Position qualifications.

Determine the qualifications for the position based on the competency of the position. The specific content includes: age and length of service, qualification certificates, work experience, technical skills, management capabilities, academic degrees, work performance, etc. necessary entry conditions;

Four , Approval and Implementation

After the preliminary framework is released, the Human Resources Department, Quality Department, and Employment Department will discuss and supplement the detailed rules for recruiting JDs. Finally, the Human Resources Department will refine and summarize, fill in a unified template, and report to the company. Implemented after approval by the general manager.

5. Timely adjustments

With the development of the company and changes in circumstances, after using the recruitment JD for a period of time, some content may need to be adjusted. Adjustments can be made by the business department submitting an adjustment application, the Human Resources Department making adjustments, or the Quality Department finding problems during the inspection process and issuing a rectification order, and the Human Resources Department making adjustments. The adjustments are carried out in accordance with the prescribed procedures.

Key points of compilation

1. The description of the position is not the current job of the incumbent

2. It is not limited to the current situation, but focuses on the needs of the organization in setting the position

3. Target the position rather than the person

4. Summarize rather than list

Job descriptions are generally compiled in the form of a form, and the form is usually designed in seven parts. :

1. Basic information: position name, department, direct superior, subordinates, responsibility analysis date, writing date, etc.;

2. Position purpose: overview of the position;

p>

3. Responsibilities and authorities: divided into main responsibilities and authorities, related responsibilities and authorities and temporary work;

4. Working relationships: divided into internal relationships and external relationships, including contact departments and personnel;

5. Qualifications: including education level, work experience, skills and level, personality and quality, etc.;

6. Assessment indicators, weight, salary grade, position development direction;

p>

7. Working environment.

Preparation requirements

1. Clear. The job description is clear and thorough in the entire job description. After reading it, the employees can understand the work content without having to ask others or look at other explanatory materials. Avoid using principled evaluations, and explain difficult professional vocabulary clearly.

2. Be specific. In terms of wording, you should try to use some specific verbs, such as "installation", "processing", "transmission", "analysis", "design", etc. Point out the type and complexity of the work, the specific skills and techniques required of the candidate, and the specific scope of responsibilities that should be assumed. Generally speaking, because the work of grassroots workers is more specific, the descriptions in their job descriptions are also more specific and detailed.

3. The content can be adjusted according to the purpose of job analysis, and it can be simple or complex.

4. In order to establish an enterprise job analysis system, a working group or committee must be formed by the company’s senior leaders, typical job representatives, representatives of the human resources management department, external job analysis experts and consultants. Work together to complete this task. Job Responsibility Statement Template Format Part 3

Job Responsibilities:

1. Responsible for the professional design work of the power substation;

2. Responsible for internal and external interface data Propose and accept;

3. Responsible for the progress, quality, cost management of the major and the management and filing of documents and materials;

4. Responsible for the professional and technical management of each stage of the major Work, including preparation of instructions, design drawings, bidding documents and technical specifications;

5. Responsible for guiding the professional designers and interns to carry out their work.

Job requirements:

1. College degree or above, majoring in electrical engineering and automation, power plants and power systems, etc.;

2. 5 years The above-mentioned one-time electrical substation design work experience, intermediate or above professional title.

Priority will be given to applicants who have a registration certificate for power generation, transmission and transformation, and can independently complete the primary design work of power transformation of 220kv and below;

3. Be familiar with the national grid design specifications and design processes, and be able to independently carry out design work in this major.