Each employee, before accepting the employer's invitation, carefully studies the list of requirements and the responsibility assigned to him. Due to the fact that modern society and lifestyle require lightning-fast decision-making from every person, no one really delves into the purpose of such a thing as functional duties. A list of your own responsibilities helps you delve deeper into the scope of your work, as well as a more meaningful approach to the implementation of tasks.
Benefit for the employer
Each manager, hiring another employee, expects from him competence, initiative and responsibility. But many people do not quite understand what is required of them. So, for example, the functional responsibilities of a marketer, which will be presented in the form of an official document, will help a new employee quickly get up to speed and more freely navigate what is expected of him. For the leader, this is a solution to many problems associated with constant meetings with newarriving employee and explaining to him what he should already know. Also, the job description can be a means of monitoring the work of subordinates.
Employee benefit
During the initial briefing, each specialist is told that he must clearly know his duties and fulfill them responsibly. But, unfortunately, rarely anyone explains why this is necessary. Thus, they begin to treat it formally and dismissively. In the case when the employee thoroughly knows his functional duties, he not only finds his way in the working environment more easily, but also saves himself from the extra work that the bosses are trying to entrust to him. Such a specialist knows perfectly well what he is paid for, and what tasks will require additional remuneration.
Compilation rules
Functional responsibilities must be written down and approved by company management. When describing them, it is necessary to avoid complex concepts that will require additional explanation, as well as phrases that can be interpreted in two ways. The functional responsibilities of the commercial director, for example, should not indicate his superiority over other employees. Each employee, when hiring, must be familiar with their duties and agree in writing to their performance. In cases where the employee does not fulfill his functional duties, the employer has the right to impose a fine ordismiss an employee under the article on the inconsistency of the employee with the position held.
Thus, the officially formalized functional duties of an employee are both a limiter of activity and a tool for management and control. With their proper use, it becomes possible to increase labor efficiency, as well as to protect both the employer and the employee from the impact of the human factor on work.
