G Behavioural competence HF-D5.6-004 transversal 7 kompetencer

Demonstrating engagement and commitment

Visibly commits to the goals of team and organisation, keeps supporting them when setbacks occur and works towards shared results.

Sådan måler hrmforce dette

Multiple raters around the person rate behaviour against behavioural anchors.

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

Niveau	Adfærd på dette niveau
N1 Guided	Contributes to team goals as agreed and reports to the supervisor what is still needed to reach them. works under supervision and follows instruction · routine, one variable at a time · own task
N3 Proficient	Explains own work in terms of team goals, steps in where things pinch and defends agreed choices to colleagues. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process
N5 Leading	Commits the organisation to a long term direction and upholds it when results temporarily fail to materialise. 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	Supporting the team goal in conversations with others Aligned messaging	Telling the same story about goal and approach outside the team as was agreed within it.	stable
G	Contributing to an organisation-wide activity Discretionary effort	Helping with an activity outside own work, such as an open day, working group or volunteering event.	stable
G	Standing behind a decision after a setback Committing to decisions	Continuing to carry out and explain a decision taken, also when the first results disappoint.	stable
G	Contributing ideas beyond own task Broader involvement	Contributing ideas about processes or results that fall outside the own set of tasks.	rising
V	Linking own work to organisational goals Goal alignment	Indicating in meetings and reports how own tasks contribute to the organisation's goals.	rising
V	Bringing colleagues along with an organisational decision Cascading decisions	Explaining an organisational decision to colleagues and collecting and passing on their questions.	rising
G	Sustaining effort during a restructure Sustained commitment	Continuing to deliver own work at the same level and keeping agreements during an uncertain period.	rising