Assistant Branch Manager
Znane również jako: Assistant Branch Manager · Deputy Store Manager
Supports the branch manager with planning, stock and team direction and takes daily charge of the shop in their absence.
The assistant branch manager takes part in the operational running of the shop and independently decides on staff and customer matters during the branch manager's shifts. Unlike a senior retail sales assistant, they carry formal responsibility for rosters and till management, even without the manager present. Selection often fails to test whether a candidate is willing to make unpopular decisions towards colleagues they normally work alongside as equals.
Kompetencje, które należy oceniać
Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.
| Kompetencje, które należy oceniać | Poziom docelowy | hrmforce narzędzie | Metoda oceny | Kotwica behawioralna na poziomie docelowym |
|---|---|---|---|---|
| Client focus Kompetencje (50-ramowe): Customer Focus Knockout | N3 | Big Fifty, Competency Check, 360 Feedback | 360-degree feedback | Uncovers the real need behind a client question, makes a fitting proposal and checks after delivery whether it works. |
| Commercial capability Kompetencje (50-ramowe): Commercial acumen | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Discusses additional services with existing customers on own initiative and records the revenue opportunity in the customer file. |
| Directing and steering people Kompetencje (50-ramowe): Management | 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 Kompetencje (50-ramowe): 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. |
| Professional demeanour and representation Kompetencje (50-ramowe): Organizational Sensitivity | N3 | 360 Feedback, Competency Check | On-the-job observation | Represents the team with clients and external parties, chooses appropriate language and addresses colleagues on inappropriate conduct. |
| Discipline and keeping commitments Kompetencje (50-ramowe): Discipline | N3 | Big Fifty, 15PF, 360 Feedback | Personality questionnaire | Commits only to what is feasible, tracks own commitments and informs those involved as soon as a deadline comes under pressure. |
| Improvising within boundaries Kompetencje (50-ramowe): Creativity | N3 | Competency Check, 360 Feedback | Situational Judgement Test | Chooses an interim solution within the rules when something fails or an unexpected request arrives, and records afterwards what deviated. |
| Physical strength and endurance Kompetencje (50-ramowe): Energy | N3 | Work sample test | Work sample test | Moves heavy loads independently with aids, spreads the effort across the shift and maintains the agreed pace. |
| Sustaining pace in repetitive work Kompetencje (50-ramowe): Discipline | N3 | Big Fifty, Work sample test | Work sample test | Sustains the pace for a full shift, builds in own rhythm and short recovery moments and stays within the quality standard. |
| Safety awareness Kompetencje (50-ramowe): 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. |
| Accuracy and attention to detail Kompetencje (50-ramowe): Accuracy | N2 | Big Fifty, 360 Feedback | Personality questionnaire | Goes through the own work with a checklist and repairs errors found before the work is passed on. |
Krótki profil
Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.
| T | Umiejętności | Poziom docelowy | Waga | Knockout | Metoda oceny |
|---|---|---|---|---|---|
| G | Client focus | N3 | 5 | tak | 360-degree feedback |
| V | Hospitality service | N3 | 5 | tak | On-the-job observation |
| K | Applying food safety and hygiene codes | N3 | 5 | tak | Knowledge test |
| G | Commercial capability | N4 | 4 | nie | Assessment centre |
| V | working in teams | N3 | 4 | nie | 360-degree feedback |
| G | Directing and steering people | N3 | 4 | nie | Assessment centre |
| V | Monitoring progress | N3 | 4 | nie | Structured interview |
| G | Managing workload pressure | N3 | 4 | nie | Structured interview |
| G | Professional demeanour and representation | N3 | 4 | nie | On-the-job observation |
| V | Working with shift work and irregular hours | N3 | 4 | nie | Structured interview |
Zobacz wszystkie 26 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
Big Fifty
Personality questionnaire, 150 items, 25 factors
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
Conflict Styles
Preferred style in conflict situations
Pulse Survey
Periodic measurement at the team and organizational levels
Structured interview
Behavioral interview with a fixed structure
Communication Styles
Preferred communication style
Mental Resilience (4C)
Mental Resilience According to the 4C Model
15PF
Personality Profile, a shorter alternative to the Big Fifty
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