HR Officer
Også kendt som: HR Assistant · People Operations Officer
Processes personnel changes, contracts and files, supports onboarding and offboarding and answers employee questions about schemes and procedures.
The hr officer is the delivery layer of hr and works with fixed templates, systems and procedures. Unlike the hr adviser, this role does not advise on cases but makes sure contracts, leave and absence records are correct and ready on time. Selection often focuses on interpersonal skill, while the real criterion is careful handling of confidential data and flagging an expiring contract date before anyone asks.
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 | N3 | 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 | 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. |
| organisational awareness Kompetence (50-rammeværk): Organizational Sensitivity | N3 | 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 | N3 | 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 | N2 | Big Fifty, 15PF | Personality questionnaire | Forms an own opinion on a familiar issue and compares it with the advice of a colleague. |
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 | Recruiting and selecting | N3 | 5 | ja | Structured interview |
| K | GDPR and privacy in practice | N4 | 4 | nej | Knowledge test |
| G | Listening and probing | N3 | 4 | nej | 360-degree feedback |
| G | interpersonal sensitivity | N3 | 4 | nej | Personality questionnaire |
| G | organisational awareness | N3 | 4 | nej | Situational Judgement Test |
| G | integrity and dependability | N3 | 4 | nej | Personality questionnaire |
| K | HR policy and instruments | N3 | 4 | nej | Knowledge test |
| V | Correspondence and record keeping | N2 | 4 | nej | Work sample test |
| K | Applying basic employment law | N2 | 4 | ja | Knowledge test |
| V | Employer branding and recruitment | N2 | 4 | nej | Work sample test |
Se alle 24 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
Competency Check
Behavioral-Level Competency Assessment
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
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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