Board Secretary
Znane również jako: Corporate Secretary · Company Secretary · Governance Secretary
Supports the executive board and supervisory board with meeting documents, minutes and governance, and ensures decisions are formally and traceably recorded.
The board secretary prepares meetings of the executive and supervisory boards, tracks the decision making calendar and drafts minutes and action lists. Unlike an executive assistant, this is not just about agenda management but about safeguarding statutory and governance obligations. Selection often fails on secretarial skill alone, while the role stands or falls on flagging when a decision is not procedurally sound, even to a director in a hurry.
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 |
|---|---|---|---|---|
| Decisiveness Kompetencje (50-ramowe): Decision-making ability Knockout | N5 | Big Fifty, 360 Feedback | Situational Judgement Test | Decides on irreversible matters with major consequences, records the trade off and sets which decisions others may take themselves. |
| Developing vision Kompetencje (50-ramowe): Vision Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Formulates a multi-year vision for the whole organisation, underpins it with scenarios and uses it as a test for investments. |
| integrity and dependability Kompetencje (50-ramowe): Integrity Knockout | N4 | 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. |
| Persuasiveness Kompetencje (50-ramowe): Persuasiveness | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Chooses per counterpart the argument that matches their interest and checks along the way whether the agreement is genuine. |
| organisational awareness Kompetencje (50-ramowe): Organizational Sensitivity | N4 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Assesses which interests a proposal touches, involves the right people beforehand and chooses a suitable moment to raise it. |
| Taking difficult personnel decisions Kompetencje (50-ramowe): Decision-making ability | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Takes a substantiated decision after a completed improvement track, discusses it in person and records the grounds in the file. |
| Stress tolerance Kompetencje (50-ramowe): Stress resilience | N4 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps working in a structured way at peak load, keeps agreements with clients clear and flags early which results are at risk. |
| Market orientation Kompetencje (50-ramowe): Market Orientation | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Links signals from customers and competitors to the own offering and proposes adjustments on that basis. |
| Dealing with ambiguity Kompetencje (50-ramowe): Flexibility | N4 | Big Fifty, Mental Resilience (4C), Competency Check | Situational Judgement Test | Formulates explicit assumptions when information is missing, proceeds on that basis and revises the approach once new data arrives. |
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 | Decisiveness | N5 | 5 | tak | Situational Judgement Test |
| G | Developing vision | N5 | 5 | tak | Assessment centre |
| V | Strategic thinking | N5 | 5 | tak | Assessment centre |
| G | integrity and dependability | N4 | 5 | tak | Personality questionnaire |
| K | Reading and interpreting financial reports | N4 | 5 | tak | Knowledge test |
| V | Risk assessment | N4 | 4 | nie | Work sample test |
| G | Persuasiveness | N4 | 4 | nie | Assessment centre |
| V | Stakeholder management | N4 | 4 | nie | Assessment centre |
| G | organisational awareness | N4 | 4 | nie | Situational Judgement Test |
| V | Change management | N4 | 4 | nie | Assessment centre |
Zobacz wszystkie 24 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
Structured interview
Behavioral interview with a fixed structure
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Career Orientations
Career Anchors and Work Values
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
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