G Behavioural competence HF-D8.7-005 transversal 7 kompetencer

Applying the code of conduct

Acts according to the rules of conduct of the organisation, keeps business and personal interests separate and addresses others on deviations.

Sådan måler hrmforce dette

Self-report of behavioural preferences. At hrmforce the Big Fifty and the 15PF.

Dette er et udvælgelseskriterium, ikke et kortsigtet udviklingsmål. Lav ikke en tre-måneders udviklingsplan for dette.

Niveau	Adfærd på dette niveau
N1 Guided	Reports a gift or side activity in line with the code of conduct and asks for clarification when in doubt. works under supervision and follows instruction · routine, one variable at a time · own task
N3 Proficient	Weighs the own position in a conflict of interest, withdraws where needed and records that choice. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process
N5 Leading	Sets the code of conduct of the organisation, addresses behaviour at every level and handles reports carefully. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession

N2 og N4 er bevidst ikke forankret. Bedømmerne placerer dem mellem forankringerne i overensstemmelse med konventionen i O*NET.

Disse kompetencer arver vurderingsforløbet og adfærdsankrene fra dette konstrukt.

T	Kompetence	Definition	Udsigter for efterspørgslen 2026 til 2030
G	Applying the code of conduct Code of conduct	Knows the rules of conduct of the organisation and acts accordingly in daily situations.	stable
G	Reporting a conflict of interest Conflict of interest	Recognises a personal interest that can affect the work and reports it unprompted to management.	stable
G	Assessing gifts and invitations Gifts and hospitality	Weighs whether a gift or invitation is acceptable, reports it and records the consideration.	stable
G	Using the whistleblowing procedure Whistleblowing procedure	Knows how and where a suspected wrongdoing can be reported safely and uses that route.	stable
G	Addressing undesirable behaviour Speaking up	Addresses colleagues when their behaviour deviates from the code and does so respectfully.	stable
G	Safeguarding confidentiality in practice Confidentiality	Keeps confidential information within the circle that needs it, also under social pressure.	stable
G	Raising an integrity dilemma Ethical dialogue	Puts a moral dilemma openly on the table in the team and seeks a defensible choice together.	stable