HR Adviser
Også kendt som: HR Consultant · People Adviser
Advises managers on recruitment, absence, performance and employment law questions and applies hr policy to concrete personnel situations.
The hr adviser is the first point of contact for management on all personnel matters and works with a fixed group of managers. Unlike the hr officer, this role does not record but gives direction on files, conversations and conflicts. Selection stalls on employment law knowledge as the main criterion, while the role depends on contradicting a manager who wants a quick exit without a file and holding that position without formal authority.
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 |
|---|---|---|---|---|
| Listening and probing Kompetence (50-rammeværk): Listen | N4 | Big Fifty, 360 Feedback | 360-degree feedback | Summarises both the content and the feeling of the other party and probes until the real interest behind the request becomes visible. |
| interpersonal sensitivity Kompetence (50-rammeværk): Sensitivity | N4 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Names observed tension or reticence during a conversation and adapts tone, pace and wording accordingly. |
| organisational awareness Kompetence (50-rammeværk): Organizational Sensitivity | N4 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Assesses which interests a proposal touches, involves the right people beforehand and chooses a suitable moment to raise it. |
| integrity and dependability Kompetence (50-rammeværk): Integrity | N4 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Reports a possible conflict of interest on own initiative and asks for review before a decision is taken. |
| independence Kompetence (50-rammeværk): Independence | N3 | Big Fifty, 15PF | Personality questionnaire | Takes a decision that departs from the group line, explains the reasoning behind it and accepts the consequences. |
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 | Advisory skill | N4 | 5 | ja | Assessment centre |
| K | Applying basic employment law | N4 | 5 | ja | Knowledge test |
| V | Recruiting and selecting | N4 | 5 | ja | Structured interview |
| K | HR policy and instruments | N4 | 5 | ja | Knowledge test |
| G | Listening and probing | N4 | 4 | nej | 360-degree feedback |
| G | interpersonal sensitivity | N4 | 4 | nej | Personality questionnaire |
| G | organisational awareness | N4 | 4 | nej | Situational Judgement Test |
| V | conflict handling | N4 | 4 | nej | Assessment centre |
| G | integrity and dependability | N4 | 4 | nej | Personality questionnaire |
| K | Working conditions and absence policy | N4 | 4 | nej | Knowledge test |
Se alle 24 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Conflict Styles
Preferred style in conflict situations
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Sammenlignelige stillinger
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