Coordinator
Znane również jako: Work Coordinator · Team Coordinator
Distributes and aligns work within a team without hierarchical authority, keeps planning and agreements on track, and flags bottlenecks to the manager.
The coordinator is usually the most experienced professional in the team and keeps the work process running, but does not appraise people or manage a budget. That is exactly where the role differs from a team leader, since appraisal, absence and staffing stay with the manager. Selection often assumes a management role, while this function calls for influence without authority, which requires different conversational skills than directing.
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 |
|---|---|---|---|---|
| assertiveness Kompetencje (50-ramowe): Assertiveness | N3 | Big Fifty, Colour Profile (Jung), 360 Feedback | Personality questionnaire | Raises a dissenting opinion in a team meeting, substantiates it and holds position when others raise objections. |
| 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. |
| 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. |
| Directing and steering people Kompetencje (50-ramowe): Management Knockout | N2 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Gives a colleague a concrete assignment with expected result and timing and checks whether the assignment is understood. |
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 | aligning and coordinating | N4 | 5 | nie | Assessment centre |
| V | Planning and organising | N4 | 5 | tak | Work sample test |
| V | Monitoring progress | N4 | 4 | nie | Structured interview |
| V | conflict handling | N3 | 4 | tak | Assessment centre |
| V | giving feedback | N3 | 4 | nie | Assessment centre |
| G | assertiveness | N3 | 4 | nie | Personality questionnaire |
| V | holding others to agreements | N3 | 4 | tak | Assessment centre |
| V | Translating direction into goals | N3 | 4 | nie | Structured interview |
| V | Delegating | N3 | 4 | nie | Assessment centre |
| V | Coaching | N3 | 4 | nie | Simulation |
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
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
Pulse Survey
Periodic measurement at the team and organizational levels
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Development Review
Structured development interview
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Structured interview
Behavioral interview with a fixed structure
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Portfolio
Evaluation of prior work against fixed criteria
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