Statutory Director
Også kendt som: Executive Director · Board Director · Company Officer
Runs the company as a registered director, personally liable for decision making, reporting and compliance with statutory and legal obligations towards shareholders.
The statutory director is formally appointed by the shareholders and registered as an officer of the company. The difference from a titular director lies not in daily tasks but in the powers and the personal liability attached to the appointment. In practice selection fails on underestimating that liability, so candidates are appointed who are strong on content but treat governance and reporting as a side issue.
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 |
|---|---|---|---|---|
| Decisiveness Kompetence (50-rammeværk): Decision-making ability Knockout | N5 | Big Fifty, 360 Feedback | Situational Judgement Test | Decides on irreversible matters with major consequences, records the trade off and sets which decisions others may take themselves. |
| integrity and dependability Kompetence (50-rammeværk): Integrity Knockout | N5 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. |
| Developing vision Kompetence (50-rammeværk): Vision Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Formulates a multi-year vision for the whole organisation, underpins it with scenarios and uses it as a test for investments. |
| Persuasiveness Kompetence (50-rammeværk): Persuasiveness | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Wins board and external parties over to a far reaching change of course and sustains that support when resistance increases. |
| organisational awareness Kompetence (50-rammeværk): Organizational Sensitivity | N5 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Sees through relations between organisational units and external parties and steers decision making by organising support at an early stage. |
| Entrepreneurship Kompetence (50-rammeværk): Entrepreneurship | N5 | Big Fifty, Competency Check, Career Interest, 360 Feedback | Assessment centre | Sets up new activities or ventures for the organisation and carries the responsibility for investment and result. |
| Taking difficult personnel decisions Kompetence (50-rammeværk): Decision-making ability | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Decides on far reaching reorganisation and dismissal cases, weighs legal and human consequences and accounts for the choice to board and works council. |
| Stress tolerance Kompetence (50-rammeværk): Stress resilience | N5 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps the organisation workable in crises, takes decisions under high uncertainty and sets the standard for composed action under pressure. |
| Market orientation Kompetence (50-rammeværk): Market Orientation | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Translates market developments into the strategic agenda of the organisation and repositions the offering for the longer term. |
| Dealing with ambiguity Kompetence (50-rammeværk): Flexibility | N5 | Big Fifty, Mental Resilience (4C), Competency Check | Situational Judgement Test | Sets direction under high uncertainty, makes the remaining uncertainty explicit and keeps the organisation moving until a decision can be taken. |
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 | Decisiveness | N5 | 5 | ja | Situational Judgement Test |
| V | Stakeholder management | N5 | 5 | nej | Assessment centre |
| G | integrity and dependability | N5 | 5 | ja | Personality questionnaire |
| G | Developing vision | N5 | 5 | ja | Assessment centre |
| V | Strategic thinking | N5 | 5 | ja | Assessment centre |
| K | Governance and compliance | N5 | 5 | ja | Knowledge test |
| K | Reading and interpreting financial reports | N5 | 5 | ja | Knowledge test |
| V | Risk assessment | N5 | 4 | nej | Work sample test |
| G | Persuasiveness | N5 | 4 | nej | Assessment centre |
| G | organisational awareness | N5 | 4 | nej | Situational Judgement Test |
Se alle 26 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Structured interview
Behavioral interview with a fixed structure
Work sample test
Representative work sample under standardized conditions
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Big Fifty (Integrity Scale)
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Career Interest
Career interests, aligned with the RIASEC framework
15PF
Personality Profile, a shorter alternative to the Big Fifty
Career Orientations
Career Anchors and Work Values
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
Sammenlignelige stillinger
25 kompetencer i profilen · lead
Chief Executive Officer26 kompetencer i profilen · lead
Chief Operating Officer27 kompetencer i profilen · lead
Branch Director25 kompetencer i profilen · lead
Division Director26 kompetencer i profilen · lead
Business Unit Manager25 kompetencer i profilen · lead
Owner Manager26 kompetencer i profilen · lead
Interim Director26 kompetencer i profilen · lead