Project Manager
Også kendt som: Project Leader · Delivery Manager
Delivers a bounded project within time, budget and agreed scope, working with a temporary team of specialists over whom there is no line authority.
The project manager is accountable for a result with a start and an end and borrows capacity from line departments for it. Unlike a team leader, there is no personnel authority, so position must come from the assignment, the plan and persuasion. In practice selection fails through too much emphasis on method certificates and too little on escalating bad news about schedule and budget early.
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 | N3 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets expectations and boundaries per team member, addresses deviating behaviour directly and records agreements in writing. |
| Managing workload pressure Kompetence (50-rammeværk): Stress resilience | N3 | 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 | N3 | 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 |
|---|---|---|---|---|---|
| V | Planning and organising | N4 | 5 | ja | Work sample test |
| V | Working in projects | N4 | 5 | ja | Work sample test |
| V | Stakeholder management | N4 | 4 | nej | Assessment centre |
| V | Monitoring progress | N4 | 4 | nej | Structured interview |
| V | conflict handling | N3 | 4 | ja | Assessment centre |
| V | giving feedback | N3 | 4 | nej | Assessment centre |
| V | holding others to agreements | N3 | 4 | ja | Assessment centre |
| V | Translating direction into goals | N3 | 4 | nej | Structured interview |
| V | Delegating | N3 | 4 | nej | Assessment centre |
| V | Coaching | N3 | 4 | nej | Simulation |
Se alle 27 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
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Structured interview
Behavioral interview with a fixed structure
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Portfolio
Evaluation of prior work against fixed criteria
Sammenlignelige stillinger
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