Advice 1: Specialist of telemarketing Department: professional responsibilities

Usually for the position of specialist of telemarketing Department take new managers, marketers, future sociologists and psychologists. This work can serve as a good start for the career lead Manager or the head unit – but what is included in the professional duties of this specialist?
Specialist of telemarketing Department: professional responsibilities

Requirements for the position



Specialist of telemarketing Department represents the work of the operator involved in telephone sales. Typically, employees need banking, marketing, telecommunications and other companies. To apply for the position, can the experts from both technical and arts education, because in the interview Department heads pay attention to the personal qualities of the applicant.

Usually, the office assistants telemarketers are students without work experience, looking for work with a convenient schedule and the possibility of parallel training.

When applying for the position telemarketing specialist is required to have higher or incomplete higher education. In addition, the applicant must have a competent speech, be active, sociable and self-confident. The most ideal candidate for this position is a person with education which overlaps with the specifics of the trading industry – in this case, it can further promote other sectoral departments.

Professional responsibilities



Functional responsibilities of the telemarketer include: presentation of goods sold, phone calls to various organizations, scheduling meetings with clients, accountants, lawyers and leaders of the company that employs the specialist. In addition, the telemarketer must work with key customers, providing them with all necessary information by conducting interviews with a ready customer base and taking statistics on the outcome of the negotiations.

It is also the responsibility of a specialist telemarketing Department is to expand the base of potential customers through their search.

From the telemarketer is required to have a minimum of experience in individual sales, good learning ability and ability to submit profitable product. A good telemarketer should be able to convince the customer to buy a product, but to be as sensitive and unobtrusive, Testament to his professionalism and high status of the company. Because this specialist has a voice, he should be able to speak beautifully and have a good vocabulary. Equally important is the stress of the applicant, as well as the ability to quickly get out of deadlocks in conversation with a potential client. Also welcome possession of a personal computer.

Advice 2: What is the responsibility of the chief accountant

Chief accountant without exaggeration can be called the right hand of the Director, he is responsible for the finances of the organization, reporting to tax inspection and pension Fund. What responsibilities lie on the chief accountant?
the chief accountant
Instruction
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Chief accountant – sounds solid and honorable, but not all accountants are in a hurry to occupy this high office, because the chief accountant rests the huge number of duties and responsibility. The duties of the chief accountant are established by special regulations, the labor contract with the specific company and job description. The list of responsibilities depends largely on the specifics of the organization, but there are obligations the same for chief accountants of any enterprise.
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So one of the main responsibilities of chief accountant – to form the company's accounting policy is a document that contains a set of methods of accounting for a particular enterprise. For the compilation of this document should be familiar with legislation in the field of accounting and tax accounting, as well as the features of the enterprise.
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Develop and approve the working plan of accounts, forms of internal accounting and reporting.
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Organizes the work of the accounts is also the Comptroller, whose duties are primarily aimed at control over the correct execution of primary accounting records, preparing financial statements and tax reporting. The duties of the accountant also includes the management of employees accounting, control over timely professional development.
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To develop internal management reporting for management accounting purposes. It is on the basis of these data, the Manager receives a basic management decisions.
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To optimize the taxation of the company in accordance with applicable law. This duty requires a chief accountant excellent knowledge of tax legislation.
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It is on the main accountant, the responsibility for ensuring timely transfer of taxes, pension contributions, payments to off-budget funds and repayment of debts to creditors, suppliers and contractors.
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In synthesis we can say that the chief accountant responsible for all accounts: if the average accountant makes a mistake, the answer for it will be the chief accountant, whose duties are not confined to a specific area of accounting, and cover all areas.
Note
The chief accountant should be appointed an experienced accountant, who knows the legislation in the field of accounting and taxation, are familiar with the specifics of activities of a particular company.

Advice 3: How to organize the HR Department

One of the most important structural units of any enterprise is human resources. If we assume that the qualification and professionalism of employees of the enterprise depends on its commercial success, the selection of personnel possessing these qualities is the task of the staff of the unit. However, it must also fulfil many other functions.
How to organize the HR Department
Instruction
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Consider which basic functions will perform the division. Of course, in addition to operational and traditional to any company personnelfirst work, the Department needs to engage in forward planning and professional staff development. The question of wages, social programs and labor relations also fall within its competence. But the modern requirements to the functional Departmentand staff includes issues of employee motivation, development of mechanism of stimulation of their work, and even the task of maintaining a favorable climate in the team.
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Determine the number of the Departmentand based on the financial condition of the company, the total number of workers, existence of subsidiaries and the number of structural units. In a small business all of the above functions to perform and one person provided that he does not have to deal with paperwork and managing staff. If to take into account Russian realities, on average, one employee of the framesof the first service falls on 100-500 person companies ' personnel. For enterprises with the number 250 people will be enough Departmentand staffconsisting of a chief and two managers. One of them will deal directly with the selection of personnel and its training, the other lead framessecond job and issue documentation. The function of the chief is the overall direction.
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If the company is large and the number of employees of the Departmentand the personnel more than 3 people, then entrust the distribution of responsibilities between them and the establishment of working groups the head of Department. In the names of the sectors and groups should reflect the key tasks that they must solve. A list of these tasks for each company can be its. To the traditional, for example, include: the hiring and firing of employees, scheduling of jobs, training programs and events, social issues, legal support of labour relations.
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Determine the area of responsibility and powers of Departmentand personnel. The most successful production-proven model, when employees of the Departmentand advise line managers working directly with staff on emerging in the process of working issues.

Advice 4: How to run the personnel Department

Functions HR services, organized to rapidly and successfully developing enterprise significantly different from those that perform the departments personnel, working with traditional methods used back in Soviet enterprises. Lead the HR Department with modern methods so as to cover all stages of the HR cycle – from finding and hiring new employees, dismissal or sending them into retirement.
How to run the personnel Department
Instruction
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Taking into account Russian specifics, one employee of the personnel Department must have been 100-150 people. Get familiar with the required staff number of personnel service, and then allocate responsibilities for the groups or individual employees.
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Employee or team of recruitment needs to develop the methodology of recruitment, drawing up qualification requirements for candidates and instructions for recruitment. In the function group also includes the organization of cooperation with recruitment agencies and use of other alternative sources of personnel search. The employees of the group needs to recruit, test, and selection of candidates, their prior orientation, as well as maintain a database of potential talent pool.
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In functions of HR employees should enter the traditional responsibilities: personnel records management, the development of guidance material on methods and procedures of personnel management, collection of statistical information. In addition, they should develop forms of personnel management and make personnel decisions in the form of orders and instructions.
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A separate direction of work of the personnel Department should be the implementation of control functions. This investigation of the performance of departments and its staff of their functions and duties regulated by the regulations on divisions and job descriptions. This area of activity include the supervision of probation measures on adaptation of new employees, conducting appraisals and career planning of staff.
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Modern HR must engage in professional development of employees. This work includes the development and implementation of training programmes, planning and organization of training, training, training. This includes interaction with universities, other educational institutions and centers.
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HR service must, of course, responsible for the issues of labor and wages. These include conducting market research on available systems of measurement of work, billing of contractors, development of the remuneration system, benefits and compensation, as well as its updating and correction. Officers dealing with these issues must also calculate and pay salaries, keep track of expenses for the personnel and invested in his investment.
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In a separate area should also be allocated questions on labor protection, the development and implementation of measures for its assurance;- development and implementation of social programmes;- legal support of labour processes.
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