Head of Work Preparation
Znane również jako: Planning Manager · Head of Planning Office
Leads the department that prepares and schedules work for production or assembly, owning calculations, material flows and realistic lead times.
The head of work preparation leads planners, estimators and preparation engineers and ensures delivery can start with complete information. Unlike an operations manager, this role does not decide on execution itself but does decide its sequence and preparation. Selection usually focuses on planning software, while negotiating with sales about unrealistic delivery promises determines whether the department keeps control of the order book.
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. |
| 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. |
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 |
| V | Planning and organising | N4 | 5 | tak | Work sample test |
| V | Planning of operational processes | N4 | 5 | tak | Work sample test |
| V | Monitoring progress | N4 | 4 | nie | Structured interview |
| V | Capacity and resource planning | N4 | 4 | nie | Work sample test |
| K | Technical understanding | N4 | 4 | nie | Knowledge test |
| V | conflict handling | N3 | 4 | tak | Assessment centre |
| V | giving feedback | N3 | 4 | nie | Assessment centre |
| V | holding others to agreements | N3 | 4 | tak | Assessment centre |
| V | Translating direction into goals | N3 | 4 | nie | Structured interview |
Zobacz wszystkie 28 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
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Big Fifty
Personality questionnaire, 150 items, 25 factors
Pulse Survey
Periodic measurement at the team and organizational levels
Development Review
Structured development interview
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Portfolio
Evaluation of prior work against fixed criteria
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