FF01 General management and executive lead managemententerprisesales

Business Unit Manager

Znane również jako: Business Unit Director · General Manager Business Unit

Runs a business unit as a company within the group, responsible for its proposition, margin, staffing levels and quarterly results.

The business unit manager owns a defined market or product group with its own profit and loss account and steers both commercial work and delivery. Unlike a head of department, this role is accountable for a complete result rather than for a function. Selection frequently falls short in testing financial depth, because candidates with a commercial background cannot fully explain the margin and cost structure of their own unit.

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.
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.
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.
Commercial capability Kompetencje (50-ramowe): Commercial acumen	N5	Big Fifty, Competency Check, 360 Feedback	Assessment centre	Sets the commercial course for the organisation, chooses which markets are served and accounts for those choices to the board.
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.
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
G	Developing vision	N5	5	tak	Assessment centre
V	Strategic thinking	N5	5	tak	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

16 mierzalne konstrukty

Competency Check

Behavioral-Level Competency Assessment

11 mierzalne konstrukty

Big Fifty

Personality questionnaire, 150 items, 25 factors

11 mierzalne konstrukty

360 Feedback

Multiple assessments based on behavioral anchors

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

3 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

1 mierzalne konstrukty

Portfolio

Evaluation of prior work against fixed criteria