Corporate Learning Officer
Også kendt som: In-house Trainer · L&D Officer
Develops and delivers in-house training within a company, derives training needs from business goals and measures their effect.
The corporate learning officer designs and delivers training tailored to the organisation's own needs, rather than an external curriculum. Unlike an external trainer, this role knows the company's context and culture from the inside. Selection often tests didactic skill, while the ability to derive a training need from a concrete business problem is rarely tested.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| Stress tolerance Kompetence (50-rammeværk): Stress resilience | N4 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps working in a structured way at peak load, keeps agreements with clients clear and flags early which results are at risk. |
| interpersonal sensitivity Kompetence (50-rammeværk): Sensitivity | N3 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Names observed tension or reticence during a conversation and adapts tone, pace and wording accordingly. |
| Verbal reasoning | N3 | Ability Scan | Cognitive ability test | Extracts the core arguments from a report of several pages and shows with textual references which conclusion does and does not follow. |
| Professional demeanour and representation Kompetence (50-rammeværk): Organizational Sensitivity | N3 | 360 Feedback, Competency Check | On-the-job observation | Represents the team with clients and external parties, chooses appropriate language and addresses colleagues on inappropriate conduct. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| V | Clear oral expression | N4 | 5 | ja | Assessment centre |
| V | Instructional practice | N4 | 5 | ja | On-the-job observation |
| V | Pedagogical practice | N4 | 5 | ja | On-the-job observation |
| G | Stress tolerance | N4 | 4 | nej | Personality questionnaire |
| V | Recognising learning needs | N4 | 4 | nej | Structured interview |
| V | Designing training and instruction | N4 | 4 | ja | Portfolio or evidence |
| G | interpersonal sensitivity | N3 | 4 | nej | Personality questionnaire |
| V | de-escalating and setting limits | N3 | 4 | nej | Situational Judgement Test |
| V | Assessment and grading | N3 | 4 | ja | Portfolio or evidence |
| A | Verbal reasoning | N3 | 3 | nej | Cognitive ability test |
Se alle 23 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Big Fifty
Personality questionnaire, 150 items, 25 factors
Portfolio
Evaluation of prior work against fixed criteria
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Development Review
Structured development interview
Communication Styles
Preferred communication style
15PF
Personality Profile, a shorter alternative to the Big Fifty
Learning Styles
Preferences in learning and information processing
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Conflict Styles
Preferred style in conflict situations
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Sammenlignelige stillinger
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