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job descriptions

job descriptions
job descriptions

job descriptions

writing job descriptions and examples, job descriptions duties, directors responsibilities

Job descriptions are essential. Job descriptions are required for recruitment so that you and the applicants can understand the role. Job descriptions are necessary for all people in work. A job description defines a person's role and accountability. Without a job description it is not possible for a person to properly commit to, or be held accountable for, a role.

As an employee you may have or be given the opportunity to take responsibility for your job description. This is good. It allows you to clarify expectations with your employer and your boss.

The process of writing job descriptions is actually quite easy and straight-forward. Many people tend to start off with a list of 20-30 tasks, which is okay as a start, but this needs refining to far fewer points, around 8-12 is the ideal.

Smaller organisations commonly require staff and managers to cover a wider or more mixed range of responsibilities than in larger organisations (for example, the 'office manager' role can comprise financial, HR, stock-control, scheduling and other duties). Therefore in smaller organisations, job descriptions might necessarily contain a greater number of listed responsibilities, perhaps 15-16. However, whatever the circumstances, the number of responsibilities should not exceed this, or the job description becomes unwieldy and ineffective.

Any job description containing 20-30 tasks is actually more like a part of an operational manual, which serves a different purpose. Job descriptions should refer to the operational manual, or to 'agreed procedures', rather than include the detail of the tasks in the job description. If you include task detail in a job description you will need to change it when the task detail changes, as it will often do. What would you rather change, 100 job descriptions or one operational manual?

Similarly, lengthy details of health and safety procedures should not be included in a a job description. Instead put them into a health and safety manual, and then simply refer to this in the job description. Again, when your health and safety procedure changes, would you rather change 100 job descriptions or just one health and safety manual?

A useful process for refining and writing job descriptions responsibilities into fewer points and ('responsibilities' rather than 'individual tasks'), is to group the many individual tasks into main

responsibility areas, such as the list below (not all will be applicable to any single role). Bold type indicates that these responsibility areas would normally feature in most job descriptions:

Bold type indicates that these responsibility areas would normally feature in most job descriptions:

?communicating (in relation to whom, what, how -

and this is applicable to all below)

?planning and organizing (of what..)

?managing information or general administration

support (of what..)

?monitoring and reporting (of what..)

?evaluating and decision-making (of what..)

?financial budgeting and control (of what..)

?producing things (what..)

?maintaining/repairing things (what..)

?quality control (for production roles normally a separate

responsibility; otherwise this is generally incorporated

within other relevant responsibilities) (of what..)

?health and safety (normally the same point for all

job descriptions of a given staff grade)

?using equipment and systems (what..)

?creating and developing things (what..)

?self-development (normally the same point for all

job descriptions of a given staff grade)

plus any responsibilities for other staff if applicable, typically:

?recruiting (of direct-reporting staff)

?assessing (direct-reporting staff)

?training (direct-reporting staff)

?managing (direct-reporting staff)

Senior roles will include more executive aspects:

?developing policy

?duty of care and corporate responsibility

?formulation of direction and strategy

You will find that you can cluster most of the tasks on your (initially very long) list into a list of far fewer broad (but still specific) responsibilities according to the above examples of typical job description activity areas.

Obviously the level of authority affects the extent of responsibility in the job description for determining strategy, decision-making, managing other people, and for executive roles, deciding direction, policy, and delivering corporate performance.

Wherever possible refer the detail of standards and process to your 'operational manual' or

'agreed procedures' or 'agreed standards' rather than allowing the job description to become a sort of operating manual. If your boss or employer is asking for you to detail your tasks at length in a job description, encourage him/her/the organisation to put this level of detail into an operational manual - it will save a lot of time.

Writing or re-writing a job description is a good opportunity to frame the role as you'd like it as well as reflect how it is at the moment, so try to think outside of the normal way of thinking, and if this is difficult seek the input of somebody who is less close to things.

job descriptions are important

Job descriptions improve an organisation's ability to manage people and roles in the following ways:

?clarifies employer expectations for employee

?provides basis of measuring job performance

?provides clear description of role for job candidates

?provides a structure and discipline for company to

understand and structure all jobs and ensure necessary

activities, duties and responsibilities are covered by one

job or another

?provides continuity of role parameters irrespective of

manager interpretation

?enables pay and grading systems to be structured fairly

and logically

?prevents arbitrary interpretation of role content and limit

by employee and employer and manager

?essential reference tool in issues of employee/employer

dispute

?essential reference tool for discipline issues

?provides important reference points for training and

development areas

?provides neutral and objective (as opposed to subjective

or arbitrary) reference points for appraisals, performance

reviews and counselling

?enables formulation of skill set and behaviour set

requirements per role

?enables organisation to structure and manage roles in a

uniform way, thus increasing efficiency and effectiveness

of recruitment, training and development, organisational

structure, work flow and activities, customer service, etc

?enables factual view (as opposed to instinctual) to be

taken by employees and managers in career progression

and succession planning

(The list is not exhaustive.)

Here you'll find job descriptions structure and template, and samples of various job descriptions. Also template and sample 'person-profile', necessary when recruiting.

Be very careful to adhere to relevant employment an discrimination law when compiling job descriptions, job adverts and person-profiles. In the UK this means that you must not specify a preference according to gender, race, creed, religion, or physical ability. If you find yourself writing a job description with a bias in any of these areas you should ask yourself why, as none can be justified.

In the UK company directors have personal liability for the activities of their organizations aside from their functional responsibilities, and arguably this accountability should be included

in some way in a director's job description. Clarity is vital. People and employers need to have a clear, mutual agreement about the expectations for the job, and the job description is a key instrument by which this is achieved.

That said, job descriptions are not operating manuals. I repeat, keep the descriptions of duties concise and free of detailed operating or processing instructions. If necessary refer to these is a phrase such as 'according to company procedures', or 'according to the operating

manual/safety manual', etc. By referencing rather than including specific operating standards or processes, the headache of updating all the job descriptions when procedures change is avoided.

job description template

?Job Title

?Based at (Business Unit, Section - if applicable)

?Position reports to (Line Manager title, location, and

Functional Manager, location if matrix management

structure)

?Job Purpose Summary (ideally one sentence)

?Key Responsibilities and Accountabilities, (or 'Duties'. 8-

15 numbered points)

?Dimensions/Territory/Scope/Scale indicators (the areas

to which responsibilities extend and the scale of

responsibilities - staff, customers, territory, products,

equipment, premises, etc)

?Date and other relevant internal references

For senior job descriptions it is useful to break key responsibilities into sections covering Functional, Managerial, and Organisational areas.

The most difficult part is the Key Responsibilities and Accountabilities section. Large organisations have generic versions for the most common organisational roles - so don't re-invent the wheel if something suitable already exists. If you have to create a job description from scratch, use this method to produce the 8-15 responsibilities:

1.Note down in a completely random fashion all of the

aspects of the job.

2.Think about: processes, planning, executing,

monitoring, reporting, communicating, managing

people/resources/activities/money/information/input

s/outputs/communications/time.

3.Next combine and develop the random collection of

ideas into a set of key responsibilities. (A junior

position will not need more than 8. A senior one

might need 15.)

4.Rank them roughly in order of importance.

5.Have someone who knows or has done the job well

check your list and amend as appropriate.

6.Double check that everything on the list is genuinely

important and achievable.

Do not put targets into a job description. Targets are a moving output over which you need flexible control.

Do not put 'must achieve sales target' into a job description. This is a pure output and does not describe the job. The job description must describe the activities required to ensure that target will be met.

Do not have as one of the key responsibilities 'And anything else that the manager wants'. It's not fair, and no-one is ever committed to or accountable for such a thing.

Job description example 1:

Job Description - SNP Co Ltd

Title: Sales and Marketing Executive

Reports to: Sales and Marketing Director, Newtown.

Based at: Sparkly New Products Co Ltd, Technology House, Newtown.

Job purpose:

To plan and carry out direct marketing and sales activities, so as to maintain and develop sales of SNP's ABC machinery range to UK major accounts and specifiers, in accordance with agreed business plans.

Key responsibilities and accountabilities:

1.Maintain and develop a computerised customer and

prospect database.

2.Plan and carry out direct marketing activities

(principally direct mail) to agreed budgets, sales

volumes, values, product mix and timescales.

3.Develop ideas and create offers for direct mail and

marketing to major accounts by main market sector

and SNP's ABC products.

4.Respond to and follow up sales enquiries by post,

telephone, and personal visits.

5.Maintain and develop existing and new customers

through planned individual account support, and

liaison with internal order-processing staff.

6.Monitor and report on activities and provide relevant

management information.

7.Carry out market research, competitor and customer

surveys.

8.Maintain and report on equipment and software

suitability for direct marketing and sales reporting

purposes.

9.Liaise and attend meetings with other company

functions necessary to perform duties and aid

business and organisational development.

10.Manage the external marketing agency activities of

telemarketing and research.

11.Attend training and to develop relevant knowledge

and skills.

Scale and territory indicators:

Core product range of four ABC machines price range £50 to £250. Target sectors: All major multiple-site organisations having more than 1,000 staff. Prospect database c.10,000 head offices of large organisations. Customer base of c.150 large organisations. Typical account value £20-50k pa. Total personal revenue accountability potentially £4.5m. Territory: UK.

(date and reference)

More job description typical responsibilities are listed at the foot of this page.

If you are recruiting to fill a role it is important to formulate a person-profile to help with job advert wording; psychometric profiling; shortlisting; interviewing points to assess; and final selection.

person-profile template:

?Personality

?Personal Situation

?Specific Job Skills

?Computer Skills

?Literacy and Numeracy

?Commercial Skills

?Management Ability

An example is shown here for the role above:

sample person-profile

Person profile - Sales and Marketing Executive

Personality: Self-driven, results-oriented with a positive outlook, and a clear focus on high quality and business profit. A natural forward planner who critically assesses own performance. Mature, credible, and comfortable in dealing with senior big company executives. Reliable, tolerant, and determined. Empathic communicator, able to see things from the other person's point of view. Well presented and businesslike. Sufficiently mobile and flexible to travel up to a few days a month within the UK. Keen for new experience, responsibility and accountability. Able to get on with others and be a team-player.

Personal Situation: Must be mature and domestically secure. Able to spend one or two nights away per month without upsetting domestic situation. Able to commute reliably to office base. Able to work extended hours on occasions when required. May be striving financially but not desperate or in serious debt. Must have clean or near clean driving licence.

Specific Job Skills: Able to communicate and motivate via written media. Understands the principles of marketing and advertising cost-effectiveness, including market sector targeting, product offer development, features-benefits-solutions selling, cost per response, cost per conversion, etc. Appreciates need for consistency within company's branding and marketing mix, especially PR and the Internet. Experience of managing marketing agency activities useful.

Computer skills: Must be adept in use of MS Office 2000 or later, particularly Excel and Word, and ideally Access or similar database to basic level, Internet and email.

Literacy and Numeracy: Able to understand profit and loss calculations and basic business finance, e.g., gross margin percentages and calculations, depreciation, capital and revenue expenditure, cash-flow, overheads, etc. Must be a very competent writer of business letters, quotations and proposals.

Business and Selling Skills: Must be an excellent face-to-face and telephone communicator. Able to demonstrate success and experience managing major accounts customers and large contracts or even a business, particularly achieving genuine sales development. Ideal background would be in business support services; experience of washroom and contract cleaning industries would be particularly helpful. Experience of tenders would also be useful.

Management Ability: Though internal staff management is not initially part of the job, responsibility and opportunity could grow with the development of the business, for example the prospect of recruiting and managing support telesales staff. Some people-management skills, experience and natural ability will be useful.

tips on creating, introducing and agreeing job descriptions

There are several ways to approach the need for new or updated job descriptions within an organization or department, and these methods can achieve some other useful benefits too. The workshop method is particularly effective and time-saving.

Workshop (see the sections on workshops an brainstorming) - people brainstorm and draft job descriptions in pairs or threes - ideas are shared, best formats agreed and senior management

is able to participate, guide and approve. This process for creating or revising job descriptions is also very good for creating a sense of ownership of responsibilities and accountabilities, and for clarifying mutual understanding and expectations.

Cascade a basic empty template down through staff, asking for each staff member to draft what they believe is there own JD, and for each person to provisionally agree/modify JD with their line boss. These drafts then come back up to centre for review, adjustment and re-issue. Also promotes useful discussion and clarification of expectations between staff members and their line-managers.

Draft provisional generic formats at centre - then cascade through staff via line managers for comment/agreement, between staff members and line managers.

General points on creating or updating job descriptions:

Where you have a number of similar job functions, try to limit the main job description types to as few as possible. Reflect job differences in levels of authority, seniority and scale etc, in the parameters section of the main job description.

Encourage line managers to hold their own workshop meetings to arrive at shared best ideas and consensus.

Your trade association(s) might be able to assist with some generic job description samples. It's also worth asking large partners/customer organisations if they can show you their equivalent job descriptions, where they have similar jobs.

Your local business advice centre ('Business Link' in the UK) may be able to provide some free guidance or even some sample job descriptions.

directors responsibilities, corporate responsibility and job descriptions

Arguably there are some special aspects of a company director's role which should be reflected in job descriptions aside from normal functional duties or job tasks. This is not least because board directors are personally liable for corporate activities, and so issues of ethics, morality, legality, safety, duty of care, etc., are the responsibility of all directors, in addition to their normal functional responsibilities.

How you incorporate these aspects into directors' job descriptions (and logically into directors' appraisals too) is a matter of interpretation and policy. A catch-all phrase is an option, for example: 'Execute the responsibilities of a company director according to lawful and ethical standards, as referenced in ... (whatever director policy and standards document you might use).

And/or with growing significance, for example: 'Uphold, safeguard and promote the organisation's values and philosophy relating particularly to ethics, integrity, corporate (social) responsibility, 'Fair Trade', etc., as referenced in ... (whatever organisational values and philosophy standards document you might use).

However, in this modern age there is an increasing need for organisations to be more specific about what all this means for directors.

Most if not all of the great corporate scandals of recent times can be attributed one way or another to directors neglecting or being unaware of their responsibilities for some of less obvious but crucial areas of ethics, integrity, morality and organisational responsibility. When such responsibilities are spelled out clearly, and the assessment of directors' performance against them made properly transparent, then organisations are far less open to risks of corporate scandal, fraud, and other disasters.

In addition, employees and customers are growing increasingly aware and demanding of corporations' performance in these non-financial 'humanity and planet' areas, and the increasing visibility of corporate culture and behaviour, through the development of modern communications and phenomena such as blogging, grows each year.

There are few corporate secrets any longer - nearly everyone has access to nearly everything. Soon there'll be no corporate secrets at all. It makes sense therefore for all organisations to assess and improve their own standing in relation to corporate responsibility, before the world at large does it for them.

Directors' responsibilities, their relative importance and how they are shaped, in the 'non-functional' areas (ethics, environment, people, planet, community, etc) naturally reflect the corporate philosophy of the organisation concerned, and this is the mechanism by which change and improvement can be made. In other words, the organisation needs to have a clearly stated position (from which stems the culture and 'spirit' - the philosophy - of the corporation) that clearly explains the relative priority within organisational aims of responsibility to staff, customers, shareholders, community, environment, etc., and also the significance of morality and ethics within the organisational ethos. These critical non-functional 'humanity and planet' responsibilities stem from the philosophy at the top of the organisation, not the PR department.

Corporate Responsibility (or whatever description you care to use) is a challenging and fluid subject, surrounded by much debate, characterised by various converging perspectives, notably, the 'Triple Bottom Line' (Profit People Planet), ethics and integrity, CSR (Corporate Social Responsibility - increasingly shortened simply to Corporate Responsibility), sustainability, Fair Trade, etc.

Interpreting all this and creating a workable platform for it all within an organisation is the responsibility of the CEO (or equivalent). In an institutional not-for-profit organisation the trustees or governors would ultimately carry the can for any serious failures. In a club it would be the committee members. The buck always stops somewhere, and if it's with you then check that your responsibilities and remit adequately reflect your accountability.

In conventional profit driven corporations the accountability rests with the directors, which is why directors' job descriptions need to spell out these responsibilities - to whatever extent the organisation (the CEO typically) deems appropriate.

Middle managers trying to make sense of of it all and wondering how to apply it to their strategic planning and decision-making will find it tricky to fill a vacuum in this area one exists, which is often the case.

The default 'corporate philosophy' is usually profit alone, with no genuine reference to humanitarian and planetary issues, which is ultimately a recipe for disaster. The bigger the corporation and its potential liabilities, then the greater the disaster when and if it occurs. Chemicals, healthcare, transport, automotive, pharmaceuticals, financial services, food and drink, consumer technology, and tobacco products are obvious examples of high-liability industries, each of which has produced at a number of massive corporate debacles in recent years, and these won't be the last.

Directors, (and thereby managers and all other staff) need a wider and more subtle frame of reference than profit alone, to enable and encourage them to plan, direct, manage and act in a more inclusive and philosophically acceptable way than simply being focused on profit or costs.

Shareholder return (or financial performance) is vital of course, but it must never be the sole aim.

As regards the more straightforward issues (safety, legal etc), in the UK various bodies can help in determining the traditional director's responsibilities. The Institute of Directors produce specific guidelines on responsibilities of directors (https://www.sodocs.net/doc/1116536478.html,). Other possible sources of input from different perspectives: ACAS - Advisory, Conciliation and Arbitration Service (https://www.sodocs.net/doc/1116536478.html,), Business Links and the Department of Trade and Industry

(https://www.sodocs.net/doc/1116536478.html,). I mention these because they provide a certain level of advice free. If you are new to the HR or personnel role, check whether your organisation (or for example your

parent company) has corporate membership to IOD, CIPD, Business Link etc., or retains the services of a specialist employment advisory consultancy. You'll need help in interpreting a suitable response to these new challenges, both in persuading senior people that these are significant issues, not just a PR thing or passing trend, and also in formulating a practicable and relevant approach to it all.

As regards corporate responsibility in a truer wider sense (people, planet, ethics, etc), standards and terms of reference are still fluid - it's difficult to measure the benefit of these things, therefore they are taking a long time being accepted and adopted (like the abolition of slavery, votes for women, etc). But that doesn't mean you cannot take the lead and formulate your own standards. Organisations which seek to pioneer ethical and humanitarian standards and practices will increasingly be the suppliers and employers of choice for all right-minded people.

Organisations which fail to address these vital questions of ethics, humanity, social and environmental responsibility, etc., and which fail to reflect these accountabilities within director's (and thereby all other employees') responsibilities, are taking some big risks, whereas the organisations which embrace and adopt these 'higher-order' values will almost inevitably create for themselves a more sustainable future.

job description samples

Here are some typical job description responsibilities for other roles. Please note that these lists of responsibilities do not constitute full job descriptions, you need to add/refine responsibilities to reflect your own organisation's situation, and then add the other job description elements detailed above, i.e., the 'reports to', 'based at', 'job purpose' and scale indicators.

I always recommend strongly to build your own job descriptions due to the need to have something that properly fits your own requirements. Job titles are terribly vague - especially roles relating to customer service, and any role with interfaces across the organisation and/or externally - the functions and descriptions mean different things to different companies, and it's so easy to make wrong assumptions using somebody else's standards. Start by thinking about what you actually want the role to do for your organisation, not what the role might do for other companies.

typical job description duties examples

imports and exports administrator/manager - typical job description duties

The import/export manager or administrator job is potentially a vast one covering a wide range of responsibilities. Also, import/export manager/administrator job descriptions vary considerably according to country, local import/export laws and procedures, and the role required within the organization, in which the role can have emphasis on any or all of the following aspects: sales, purchasing and buying, finance, legal, administration. There are far too many duties here for a single job description; pick the duties from the examples below to create a job description that suits your own situation.

1.Manage the movement of

products/equipment/materials in and/or out of the

country in accordance with organizational policy and

procedure, and to comply with relevant local,

country and international law and process.

2.Manage the necessary documentation and online

forms for the efficient, cost-effective and lawful

execution of all import/export activities.

3.Maintain and share with colleagues as appropriate,

personal knowledge of all relevant import/export law

and procedures; tariffs and duties; licences and

restrictions.

4.Manage financial and currency processes and

transactions in accordance with policy and law, and

to optimise cost-effectiveness of activities.

https://www.sodocs.net/doc/1116536478.html,municate with export and import and related

authorities, and customers and suppliers, in all

relevant territories and countries, as necessary to

ensure efficient, positive and lawful relations,

support and activities.

6.Anticipate, research and report on future changes in

import/export laws and in relevant local territory

practices, and ensure such knowledge is factored

into the planning of the department's own strategy,

resources and procedures.

7.Plan and implement import/export strategy and

activities consistent with overall aims and

requirements of the organization.

8.Manage all staff reporting to the position so as to

effectively recruit, train, evaluate, motivate,

delegate and monitor their activities.

9.Liaise with other departments in order to establish

and maintain effective and relevant export/import

activities and support in relation to the

organization's sales, purchasing, materials

management, production and overall operating

functions.

10.Adhere to local and externally relevant health and

safety laws and policies.

https://www.sodocs.net/doc/1116536478.html,e personal judgement and initiative to develop

effective and constructive solutions to challenges

and obstacles in import/export activity and

procedures.

12.Monitor, record, analyse and report on activities,

trends, results and recommendations relating to

import/export activities.

13.Manage/liaise with stock control, warehousing and

distribution activities influenced by or reliant upon

import/export activities.

14.Manage and maintain effective and lawful insurance

provisions relating to import/export activities. 15.Maintain personal ability in, and appropriate use of,

all relevant ICT (Information & Communications

Technology) and other systems within the

import/export function.

16.Prepare and submit relevant administration in a

timely and accurate manner, for example: shipping schedules; letters of credit; ECGD documents; credit control mechanisms; licences; declarations; packing, routing, transport and safety documentation.

17.Investigate, plan and implement strategically

effective and relevant transport methods, which

meet optimally the needs of the organization and its suppliers and customers.

18.Plan and manage overseas sales through distributors

and other relevant sales outlets.

19.Plan and manage the effective and necessary

conversion of weights, sizes, values, and quality

standards interpretations between importing and

exporting systems and territories.

20.Manage language and communications translation

issues and activities as necessary to enable effective

relations, distribution and integration of

imported/exported material, product, equipment

within the supply chain of importer and exporter,

(for example handling instructions, operating

manuals, product training, etc).

21.Negotiate contracts for sales/purchases and manage

renew, review contracts as required to enable

effective trading, operations and customer/supplier

relations.

business development manager/executive/director - typical job description duties

The 'business development' job title can mean various things. Some organizations refer to sales and account management jobs as 'business development', in which case refer to the account manager job description below. The business development job description - and especially the extent of strategic and authority responsibility - depends on whom the role reports to, and the scale of and complexity of the 'business' (markets, products/services, territory, etc) to be developed. This is an example of typical responsibilities of a senior business development role, or business development director:

1.Market and technology research

2.Formulation of strategy

3.Distribution channel analysis and development

4.New product development planning and management

5.Technology transfer, licensing, partnerships

assessment and development

6.Marketing and advertising and promotion planning

7.Sales organisation planning and development

8.Import/export development

9.Business planning

https://www.sodocs.net/doc/1116536478.html,unch and implementation

11.If the business development job has direct-reporting

staff then the above would tend to be managed via

others, and the role would include people-

management, recruitment, motivation, training and

development staffing responsibilities

12.Appropriate Administration, budgeting, monitoring,

reporting, communication and liaison.

13.Health and safety adherence

14.Self-development and continuing personal

development

15.(If formal director) Execute the responsibilities of a

company director according to lawful and ethical

standards, as referenced in ... (whatever director

policy and standards document you might use).

account manager/sales person- typical job description duties

The account manager or sales-person job has many variations. These are the typical responsibilities of a modern office-based or field-based salesperson. This list is probably too long for a normal job description - it includes similar variations of individual responsibilities which you can select as appropriate.

1.Plan and prioritise personal sales activities and

customer/prospect contact towards achieving

agreed business aims, including costs and sales -

especially managing personal time and productivity.

2.Plan and manage personal business

portfolio/territory/business according to an agreed

market development strategy.

3.Manage product/service mix, pricing and margins

according to agreed aims.

4.Maintain and develop existing and new customers

through appropriate propositions and ethical sales

methods, and relevant internal liaison, to optimise

quality of service, business growth, and customer

and satisfaction.

https://www.sodocs.net/doc/1116536478.html,e customer and prospect contact activities tools

and systems, and update relevant information held in these systems.

6.Plan/carry out/support local marketing activities to

agreed budgets and timescales, and integrate

personal sales efforts with other organized

marketing activities, e.g., product launches,

promotions, advertising, exhibitions and

telemarketing.

7.Respond to and follow up sales enquiries using

appropriate methods.

8.Monitor and report on market and competitor

activities and provide relevant reports and

information.

9.Record, analyse, report and administer according to

systems and requirements.

https://www.sodocs.net/doc/1116536478.html,municate, liaise, and negotiate internally and

externally using appropriate methods to facilitate the development of profitable business and sustainable relationships.

11.Attend and present at external customer meetings

and internal meetings with other company functions necessary to perform duties and aid business

development.

12.Attend training and to develop relevant knowledge,

techniques and skills.

13.Adhere to health and safety policy, and other

requirements relating to care of equipment.

administrative assistant - typical job description duties An administrative assistant job description varies according to the role and organization. Use this outline as a basis to create a job description that is relevant to your own situation.

1.Type and word-process various documents and

electronic information.

2.Create financial and statistical tools and reports using

spreadsheets.

3.Manage, organise, and update relevant data using

database applications.

https://www.sodocs.net/doc/1116536478.html,municate and provide information by relevant

methods internally and externally to assist and

enable organizational operations and effective

service to connecting groups.

5.Analyse and interpret financial statistics and other

data and produce relevant reports.

6.Interpret instructions and issues arising, and then

implement actions according to administrative

policies and procedures.

7.Research and investigate information to enable

strategic decision-making by others.

8.Arrange and participate in meetings, conferences, and

project team activities.

9.Approve decisions, requests, expenditure and

recommendations on behalf of senior people in their

absence, according to agreed guidelines and policies.

10.Adhere to stated policies and procedures relating to

health and safety, and quality management.

11.Adhere to procedures relating to the proper use and

care of equipment and materials for which the role

has responsibility.

switchboard operator/receptionist - typical job description duties

Job purpose outline (example): The primary objective of the Switchboard Operator is to answer a multi-line switchboard quickly (ideally within 3 ring cycles) and direct calls to their destination without delay. Greeting customers, answering questions, announcing calls or providing directions are secondary objectives. The key to the role is in always providing the primary objective whilst delivering the secondary objectives wherever possible but always in such a way that positively affects the customer's perception or call/visit experience. Outline duties:

1.Answer a high volume of calls and maintain a rapid

response rate according to agreed standards.

2.Log information on calls received, where required and

maintain detailed and accurate records.

3.Maintain and update continuously, by local knowledge

and by local means, a log of the availability of staff

likely to receive inbound calls.

4.File data and perform other routine clerical tasks as

assigned and for other departments as needed.

5.Order and maintain relevant office supplies for

effectiveness of personal duties.

6.Operate a variety of standard office machines,

including a personal computer and a variety of

computer software, phone, fax, calculator,

shredding machine and photocopy machine.

https://www.sodocs.net/doc/1116536478.html,municate and liaise verbally and in writing

between customers/suppliers/visitors/enquirers and

relevant staff, and interpret and respond clearly and

effectively to spoken requests over the phone or in

person, and to verbal or written instructions.

8.Establish and maintain effective working relationships

with co-workers, supervisors and the general public.

9.Perform reception duties in and efficient, professional

and courteous manner.

900句英语面试口语: About Part-time Job

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it用法专项练习题

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(完整版)it的用法练习题

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【思路点拨】B 此题考查强调句,所以用that 4.(MET 2000上海单项填空) It was how the young man had learned five foreign languages______ attracted the audience’s interest. A. so that B. that C. what D. in which 【思路点拨】B 此题考查强调句,所以用that 1. Was it during the Second World War_____ he died? A .that B .while C. in which D .then (88) 2. Is ____ necessary to complete the design before National Day? A. this B .that C. it D .he (89) 3. I don't think ____ possible to master a foreign language without much memory work. A .this B. that C .its D .it (91) 4 .Does ______ matter if he can't finish the job on time? A. this B .that C .he D it (91) 5 .It was not _____ she took off her glasses _____ I realized she was a famous film star. A .when , that B .until , that C .until , then D. when , then (92) 6.I was disappointed with the film . I had expected ______ to be much better. A. that B. this C. one D .it (93)

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My Ideal Job There are various kinds of jobs in the world, but different people are attracted by different jobs because everyone has his own interest and destination, many people consider an ideal job as a means of making more money and living more comfortably, It may sound reasonable because money is the foundation of life. As far as my ideal job is concerned, I think I want to be a psychologist, I have made up my mind to do what I really want to so that I can realize my ideal, I believe interest is of the utmost importance in choosing a job, I have been interested in psychology for a long time, so I want to be a psychologist in the future, I think being a psychologist can help lots of people lead a happier life. However, it isn't easy for me to become a qualified psychologist and many people around me think that it's unrealistic to me. Nevertheless, I'll make every effort to gain much more knowledge, patience, methods, etc. T o live up to The name of a qualified psychologist. I believe my dream will come true someday.

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it的用法训练题

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It的用法及练习题

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【小技巧】英语口语常用对话之Job篇

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环球雅思教研组为大家带来口语话题练习一份,主要是对近期流行的话题进行分析,并预测了雅思口语考点,希望对大家2014年雅思口语考试有所帮助! 题目:What do you learn from your job/major? 【正常答案】 I master a lot of skills and know how to deal with different situations, I feel a great sense of satisfaction. 【参考范文】 But really what it is, is to just broaden your horizons and to look at the world in a wider perspective. I think acting gives me the opportunity to explore that much more. But what I really need to do when I'm not acting is to go out in the world and absorb all that information. I keep them in my mind, my library for when I can use them again when I'm acting.I think in my field, in my business, you come across barriers and challenges everyday, and to be able to have the peace of mind, to calmly look at the whole situation and learn how to make decisions off that is the most important. I think nowadays it's very hard for people to be in the moment. You are always thinking what I got to do next, what happened yesterday, but what's happening in front of you are enjoying that moment in front of you, that's the most important thing. And that's what we try to do in acting. 演戏可以扩大我的视野,用更广阔的视角看世界。我认为,演戏给我提供了很多探索世界的机会。但是,当我不演戏时,我真正需要的是出去看世界,获取各种信息。我将它们储存在我的大脑中,当我演戏时我可以从这个“图书馆”中提取信息。在我看来,每个人每天都会面对各种各样的困难和挑战,如何做到用平和的心冷静地看待全局以及做出抉择,这才是最重要的。我认为,现在的人们已经很难活在当下了。人们总是考虑着未来,惦记着昨天,而如何享受好现在,活在当下却是最重要的。这也是我在演戏时想要传达的东西。 以上就是小编为大家带来的本雅思口语话题What do you learn from your job/major?可参考的资料,希望对大家的雅思口语练习有用!

It用法练习题及答案

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英语口语对话Your-Dream-Job

Your Dream Job Cindy:Flowrain,What do you think about the teacher’s question for us ? Flowrain:What’s the question ? Cindy:She just want us to talk about our dream job. Now you can talk with me. Flowrain:Ok. My dream job is to be a doctor,because this is a challenging career. What’s more, I think cure the sickness and save the patient is a very noble thing, so I’m really look forward to it. Cindy:This is indeed a noble profession. Are you currently studying medical related subjects? Flowrain:Oh, no. I’m studying International Business.To be a doctor is my past dream job.And now I want to become a businesswoman in the future. Cindy:What qualities do you think will help you in you future career ? Flowrain:Persistence is a must. As soon as I set my goals, I will do my best to catch it. Besides, I think we should always keep optimistic attitude to face difficulties. That’s all. Cindy:Thank you. Now we change our roles. Flowrain:All right. What’s your dream job in the past ?

高中英语语法It用法专项练习30题

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