FF01 General management and executive lead managementSMEsales

Branch Director

Znane również jako: Branch Manager · Site Director · Regional Director

Leads an independent branch with its own profit responsibility, steering sales, staff and operations, and translates group frameworks into the local market.

The branch director carries full responsibility for a location with its own revenue, costs and staff, reporting to a regional or group management layer. Unlike a managing director, this role does not set strategy but must perform locally within given frameworks. In practice too much attention goes to regional revenue and too little to the ability to operate inside group frameworks, which produces friction as soon as an integration or system change arrives.

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.
integrity and dependability Kompetencje (50-ramowe): Integrity Knockout	N5	Big Fifty (Integrity Scale), 360 Feedback, Structured interview	Personality questionnaire	Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly.
Directing and steering people Kompetencje (50-ramowe): Management	N5	Big Fifty, Competency Check, 360 Feedback	Assessment centre	Designs the management line for the whole organisation, addresses managers on their style and defines what good steering means here.
Persuasiveness Kompetencje (50-ramowe): Persuasiveness	N5	Big Fifty, Competency Check, 360 Feedback	Assessment centre	Wins board and external parties over to a far reaching change of course and sustains that support when resistance increases.
organisational awareness Kompetencje (50-ramowe): Organizational Sensitivity	N5	Big Fifty, Competency Check, 360 Feedback	Situational Judgement Test	Sees through relations between organisational units and external parties and steers decision making by organising support at an early stage.
Entrepreneurship Kompetencje (50-ramowe): Entrepreneurship	N5	Big Fifty, Competency Check, Career Interest, 360 Feedback	Assessment centre	Sets up new activities or ventures for the organisation and carries the responsibility for investment and result.
Developing vision Kompetencje (50-ramowe): Vision Knockout	N4	Big Fifty, Competency Check, 360 Feedback	Assessment centre	Connects trends in market and profession into a picture for the own team and tests it with colleagues.
Taking difficult personnel decisions Kompetencje (50-ramowe): Decision-making ability	N5	Big Fifty, Competency Check, 360 Feedback	Assessment centre	Decides on far reaching reorganisation and dismissal cases, weighs legal and human consequences and accounts for the choice to board and works council.
Stress tolerance Kompetencje (50-ramowe): Stress resilience	N5	Big Fifty, 15PF, Mental Resilience (4C)	Personality questionnaire	Keeps the organisation workable in crises, takes decisions under high uncertainty and sets the standard for composed action under pressure.
Market orientation Kompetencje (50-ramowe): Market Orientation	N5	Big Fifty, Competency Check, 360 Feedback	Assessment centre	Translates market developments into the strategic agenda of the organisation and repositions the offering for the longer term.
Dealing with ambiguity Kompetencje (50-ramowe): Flexibility	N5	Big Fifty, Mental Resilience (4C), Competency Check	Situational Judgement Test	Sets direction under high uncertainty, makes the remaining uncertainty explicit and keeps the organisation moving until a decision can be taken.

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
V	Stakeholder management	N5	5	nie	Assessment centre
G	integrity and dependability	N5	5	tak	Personality questionnaire
V	Strategic thinking	N5	5	tak	Assessment centre
G	Directing and steering people	N5	5	nie	Assessment centre
K	Reading and interpreting financial reports	N5	5	tak	Knowledge test
V	Risk assessment	N5	4	nie	Work sample test
G	Persuasiveness	N5	4	nie	Assessment centre
G	organisational awareness	N5	4	nie	Situational Judgement Test
V	Change management	N5	4	nie	Assessment centre

Zobacz wszystkie 25 umiejętności w pełnym profilu

Narzędzia oceny dla tego stanowiska

17 mierzalne konstrukty

Competency Check

Behavioral-Level Competency Assessment

13 mierzalne konstrukty

360 Feedback

Multiple assessments based on behavioral anchors

11 mierzalne konstrukty

Big Fifty

Personality questionnaire, 150 items, 25 factors

5 mierzalne konstrukty

Knowledge test (client-specific)

Professional knowledge test, customized for each client

5 mierzalne konstrukty

Work sample test

Representative work sample under standardized conditions

2 mierzalne konstrukty

Structured interview

Behavioral interview with a fixed structure

2 mierzalne konstrukty

Mental Resilience (4C)

Mental Resilience According to the 4C Model

1 mierzalne konstrukty

Big Fifty (Integrity Scale)

1 mierzalne konstrukty

Ability Scan

Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills

1 mierzalne konstrukty

Career Interest

Career interests, aligned with the RIASEC framework

1 mierzalne konstrukty

15PF

Personality Profile, a shorter alternative to the Big Fifty

1 mierzalne konstrukty

Career Orientations

Career Anchors and Work Values

1 mierzalne konstrukty

Development Review

Structured development interview