Branch Manager
Znane również jako: Branch Manager · Store Team Leader
Manages the shop team of one branch, monitors revenue, stock and presentation and is responsible for the store's daily results.
The branch manager runs a single shop within a chain and translates national concept policy into local practice on staff, stock and customer experience. Unlike a store manager, who often runs a larger or independently operating site, they work within a tightly defined concept with limited own policy room. Selection tests commercial results well, but the ability to keep a small team with limited career growth motivated often remains untested.
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 |
|---|---|---|---|---|
| Directing and steering people Kompetencje (50-ramowe): Management Knockout | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets expectations and boundaries per team member, addresses deviating behaviour directly and records agreements in writing. |
| 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. |
| 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. |
| Commercial capability Kompetencje (50-ramowe): Commercial acumen | N2 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Reports to the account manager which customer wish could lead to an additional assignment. |
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 | Directing and steering people | N4 | 5 | tak | Assessment centre |
| 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 |
| V | working in teams | N3 | 4 | nie | 360-degree feedback |
| 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 |
| V | Clear oral expression | N3 | 3 | nie | Assessment centre |
| V | Complaint handling | N3 | 3 | nie | Situational Judgement Test |
Zobacz wszystkie 27 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
360 Feedback
Multiple assessments based on behavioral anchors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Structured interview
Behavioral interview with a fixed structure
Conflict Styles
Preferred style in conflict situations
Pulse Survey
Periodic measurement at the team and organizational levels
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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