Operations Manager
Også kendt som: Operational Manager · Head of Operations
Runs the daily operation of a site or chain, steering lead time, cost and quality, and intervenes when the planning is disrupted.
The operations manager steers team leaders and planners and is accountable for the performance of the primary process within given frameworks. Unlike a chief operating officer, this role does not decide on capacity investment but does decide how existing capacity is deployed. Selection often looks at experience with improvement programmes, while the ability to decide within an hour during a disruption and explain that decision 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 |
|---|---|---|---|---|
| Directing and steering people Kompetence (50-rammeværk): Management Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Designs the management line for the whole organisation, addresses managers on their style and defines what good steering means here. |
| Managing workload pressure Kompetence (50-rammeværk): Stress resilience | N4 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
| Safety awareness Kompetence (50-rammeværk): Discipline | N4 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
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 |
|---|---|---|---|---|---|
| G | Directing and steering people | N5 | 5 | ja | Assessment centre |
| V | Planning and organising | N5 | 5 | ja | Work sample test |
| V | Planning of operational processes | N4 | 5 | ja | Work sample test |
| V | Monitoring progress | N5 | 4 | nej | Structured interview |
| V | Process management and optimisation | N5 | 4 | nej | Work sample test |
| V | conflict handling | N4 | 4 | ja | Assessment centre |
| V | giving feedback | N4 | 4 | nej | Assessment centre |
| V | holding others to agreements | N4 | 4 | ja | Assessment centre |
| V | Translating direction into goals | N4 | 4 | nej | Structured interview |
| V | Delegating | N4 | 4 | nej | Assessment centre |
Se alle 28 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Big Fifty
Personality questionnaire, 150 items, 25 factors
Pulse Survey
Periodic measurement at the team and organizational levels
Development Review
Structured development interview
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Portfolio
Evaluation of prior work against fixed criteria
Sammenlignelige stillinger
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