HR Analyst
Også kendt som: People Analytics Specialist · HR Data Analyst
Analyses workforce data on turnover, absence, intake and reward, builds hr dashboards and delivers substantiated insight for hr and board decisions.
The hr analyst is the quantitative role within hr and works with source systems, definitions and reporting. Unlike the hr adviser, this role does not handle individual cases but patterns across the whole population. Selection stalls on analytical skill as the only criterion, while in practice the role fails on the quality of source data in the hr system and on explaining an outcome that contradicts management's picture.
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 | Data analysis | N4 | 5 | ja | Work sample test |
| V | Reporting and dashboard building | N4 | 5 | nej | Work sample test |
| 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 |
| G | integrity and dependability | N4 | 4 | nej | Personality questionnaire |
| V | Workforce planning and strategic workforce planning | N4 | 4 | nej | Work sample test |
| V | Data visualisation | N4 | 4 | nej | Work sample test |
| K | GDPR and privacy in practice | N4 | 4 | nej | Knowledge test |
Se alle 24 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Competency Check
Behavioral-Level Competency Assessment
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
Portfolio
Evaluation of prior work against fixed criteria
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
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