Each employee carefully accepts the list of requirements and the responsibility imposed on him before accepting the employer's invitation. Due to the fact that modern society and way of life require lightning-fast decision-making from every person, no one particularly delves into the purpose of such a concept as functional responsibilities. The list of own duties helps to delve deeper into the scope of their work, as well as 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 to quickly get into the course of affairs and more freely navigate what is expected of him. For the leader, this is the solution to many problems associated with constant meetings with the newly arrived employee and explaining to him what he should already know. Also, job descriptions can be a means of monitoring the work of subordinates.
Employee Benefits
During the initial briefing, each specialist is told that he must clearly know his responsibilities and fulfill them responsibly. But, unfortunately, rarely does anyone explain why this is necessary. Thus, they begin to relate to this formally and scornfully. In the event that the employee thoroughly knows his functional responsibilities, he not only easier to navigate in the work environment, but also saves himself from the extra work that the bosses try to assign to him. Such a specialist knows very well what he is paid for and what tasks will require additional remuneration.
Compilation rules
Functional responsibilities must be recorded 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 a commercial director, for example, should not indicate his superiority over other employees. When hiring, each employee should be familiarized with their duties and give written consent to their performance. In cases where the employee does not fulfill his functional duties, the employer has the right to impose a fine or dismiss the employee under the article on the employee’s inconsistency with the position held.
Thus, officially registered functional duties of an employee are both a limiter of activity and an instrument of management and control. When used correctly, it becomes possible to increase labor efficiency, as well as protect both the employer and the employee from the impact of the human factor on work.
