Working Foreman
Også kendt som: Foreman · Site Foreman · Working Supervisor
Works on the tools at the building site or in installation work and additionally leads a small crew on planning, quality and safety.
The working foreman is the link between the site manager or project leader and the people on site, while producing part of the work personally. Unlike a site manager, this role has no full project mandate but does have daily authority over the crew and the work sequence. Selection is usually all about craftsmanship, leaving the ability to hold subcontractors to account and to read the work schedule undervalued until the first delay appears.
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 | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets expectations and boundaries per team member, addresses deviating behaviour directly and records agreements in writing. |
| Safety awareness Kompetence (50-rammeværk): Discipline Knockout | 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. |
| 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. |
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 | N4 | 5 | ja | Assessment centre |
| V | Planning and organising | N4 | 5 | ja | Work sample test |
| V | Site supervision on construction projects | N4 | 5 | nej | On-the-job observation |
| G | Safety awareness | N4 | 5 | ja | Situational Judgement Test |
| V | Monitoring progress | N4 | 4 | nej | Structured interview |
| V | Construction craft work | N4 | 4 | nej | Work sample test |
| V | Reading and applying technical drawings | N4 | 4 | nej | Knowledge test |
| 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 |
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
Sammenlignelige stillinger
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Coordinator24 kompetencer i profilen · medior
Supervisor25 kompetencer i profilen · medior
Shift Leader28 kompetencer i profilen · medior
Site Manager28 kompetencer i profilen · senior
Service Manager28 kompetencer i profilen · senior