Assistant Controller
Znane również jako: Junior Controller
Supports the controller in preparing reports and analyses, gathers and checks source data and prepares parts of the month end close.
The assistant controller works towards the controlling profession by preparing reports and flagging variances under supervision, without carrying final responsibility themselves. Unlike the bookkeeper, the focus is on analysing and explaining figures rather than recording them. Selection often looks at education level, while continuing to critically question a figure a senior colleague takes for granted best shows the candidate's learning ability in practice.
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 |
|---|---|---|---|---|
| Accuracy and attention to detail Kompetencje (50-ramowe): Accuracy | N3 | Big Fifty, 360 Feedback | Personality questionnaire | Builds check moments into the own process, keeps track of errors and prevents repetition by adjusting the method. |
| Numerical reasoning | N3 | Ability Scan | Cognitive ability test | Combines two data sources, calculates the development over time and explains which calculation step leads to which result. |
| integrity and dependability Kompetencje (50-ramowe): Integrity | N3 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Reports a possible conflict of interest on own initiative and asks for review before a decision is taken. |
| Discipline and keeping commitments Kompetencje (50-ramowe): Discipline | N2 | Big Fifty, 15PF, 360 Feedback | Personality questionnaire | Arrives at the agreed time with the agreed work and reports any delay to the supervisor. |
| Managing workload pressure Kompetencje (50-ramowe): Stress resilience | N2 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Tells the supervisor that the work does not fit the available time and follows the choice that is made. |
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 |
|---|---|---|---|---|---|
| V | Quantitative interpretation | N3 | 5 | tak | Work sample test |
| G | Accuracy and attention to detail | N3 | 5 | nie | Personality questionnaire |
| V | Budgeting and cost control | N3 | 5 | tak | Work sample test |
| V | Financial administration | N3 | 5 | tak | Work sample test |
| V | Controlling and management information | N3 | 5 | tak | Work sample test |
| A | Numerical reasoning | N3 | 4 | nie | Cognitive ability test |
| G | integrity and dependability | N3 | 4 | nie | Personality questionnaire |
| T | Spreadsheets and worksheets | N3 | 4 | tak | Work sample test |
| K | Reading and interpreting financial reports | N3 | 4 | nie | Knowledge test |
| V | Business reporting | N2 | 4 | nie | Work sample test |
Zobacz wszystkie 25 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Big Fifty
Personality questionnaire, 150 items, 25 factors
Portfolio
Evaluation of prior work against fixed criteria
Structured interview
Behavioral interview with a fixed structure
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Development Review
Structured development interview
Pulse Survey
Periodic measurement at the team and organizational levels
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