Before getting an answer to the question of what functional responsibilities are, some concepts should be clearly defined. Each organization is able to function successfully if its work is based on a set of certain rules.
What it is?
What are functional responsibilities? Functions - this is a specific and strictly defined field of activity of the employee, his productive work results, which he should strive for. At the heart of the activities of any employee is the desire to achieve corporate success and goals. These include the implementation of instructions from governing structures, the implementation of existing technical regulations, the implementation of operational control, personnel tasks and issues, paperwork.
Different principles of work depend purely on a particular field of work. Each employee must give a high-quality result, and in some cases show initiative, responsibility, and the desire to improve their own qualifications. The fact that such functional responsibilities is evidenced mainly by a set of basic working rules and principles in a documented form called an instruction.
What are job responsibilities?
Job responsibilities - these are certain actions that are subject to the implementation of the employee to perform existing functions and the implementation of the tasks assigned to him. It is also a set of types of work and processes that the worker is obliged to implement on time and at the appropriate level of quality. Depending on the position and scope of work, the list of requirements may be different for everyone. So, having an idea of what functional responsibilities are, it is worth understanding identical concepts. Job responsibilities are delineated specifically and clearly, illustrating the best option for an employee to achieve their goals.
What is the difference between functional and job responsibilities?
The difference between the above categories is the essence of the notation. The concept of the employee’s functional responsibilities is based on the predicted result that is expected from him on the part of higher structures. At the same time, job responsibilities are in the nature of recommendations for the employee. They are secondary in comparison with functional duties, and are also more detailed.
What they have in common is that they have a documented form. Both job and functional responsibilities should be fixed at the level of regulatory documentation in the organization.
Work instruction
The basic organizational document that governs the duties of employees, their rights, the relationship between posts and departments, is the job description.
It illustrates in detail the following items:
- general information and regulations on work and position;
- worker rights;
- worker's duties;
- main functions and tasks;
- a system for establishing relationships between departments, structural units and other employees.
The value of the job description
Job description is formed to specify the functional responsibilities of the organization. She suggests:
- optimal and fair distribution of the set of functions between employees;
- ensuring the appropriate level and timeliness of the implemented tasks;
- creating a favorable socio-psychological environment in the staff;
- conflict prevention;
- creating a well-coordinated system of work and established communications between employees and departments;
- a clear description of the rights of employees;
- increasing collective and personal effectiveness and responsibility;
- introduction of methods of material and non-material incentives for employees;
- ensuring a uniform work load.
Job descriptions sources
The source data and sources for the formation of job responsibilities and instructions are:
- organizational, functional and structural structure;
- differentiation of managerial functions;
- classification directory of posts of specialists, employees and managers;
- labor standards;
- the results of various expert and sociological questionnaires and surveys of employees in this field of work.
Manager Responsibilities
The job description of each of the senior managers is as follows:
- General Provisions This section describes what a manager should know, what should he be guided by when making important decisions. Also described are the requirements (education, existing work experience) for a person who is appointed to this position. An official is also indicated on whom functions will be assigned in the absence of the head himself.
- Description of responsibilities. In the second section of the job description, requirements for fulfilling the main professional and strategic tasks of the enterprise, creating conditions for a normal work process, and ensuring established communication communication between employees are indicated.
- Description of job responsibilities. It involves a description of specific working methods and participation in work processes.
- The rights. A description of financial, labor and administrative rights is provided here.
- A responsibility. As a rule, the manager bears it for failure to fulfill his duties or abuse of his official position.
Review Instructions
Job descriptions, of course, are documents of long-term activity. However, due to the fact that in any organization there is a place to be comprehensive work with people, they can change. The revision of work instructions necessarily occurs under the following conditions:
- change in the organizational and structural conditions for the functioning of the organization;
- reassignment of the clerical department;
- change of job title;
- introduction of additional innovative forms and methods of organizing labor relations;
- implementation of innovative technologies that allow competently and optimally distribute responsibilities and functions between employees and departments.
Now it became clear what functional responsibilities are.