HR Manager
Znane również jako: Head of HR · People Manager
Leads the hr function, sets policy on recruitment, reward and development and advises the board on personnel and organisational issues.
The hr manager leads advisers, recruiters and administration and is responsible for hr policy and the hr budget. Unlike the hr adviser, the responsibility here is for choices on reward, headcount and instruments rather than for individual cases. Selection often favours hr experience, while in practice the role fails on implementing policy line managers experience as a constraint and on controlling personnel costs in dialogue with the board.
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 | 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. |
| Listening and probing Kompetencje (50-ramowe): Listen | N5 | Big Fifty, 360 Feedback | 360-degree feedback | Picks up sensitive signals in conversations with directors and supervisors and uses them to adjust organisational policy in good time. |
| interpersonal sensitivity Kompetencje (50-ramowe): Sensitivity | N5 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Trains others in recognising social signals and uses that insight when designing sensitive change processes across the organisation. |
| 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. |
| integrity and dependability Kompetencje (50-ramowe): Integrity | 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. |
| independence Kompetencje (50-ramowe): Independence | N4 | Big Fifty, 15PF | Personality questionnaire | Takes a decision that departs from the group line, explains the reasoning behind it and accepts the consequences. |
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 | Advisory skill | N5 | 5 | tak | Assessment centre |
| G | Directing and steering people | N5 | 5 | nie | Assessment centre |
| V | Recruiting and selecting | N5 | 5 | tak | Structured interview |
| K | HR policy and instruments | N5 | 5 | tak | Knowledge test |
| V | Workforce planning and strategic workforce planning | N4 | 5 | nie | Work sample test |
| G | Listening and probing | N5 | 4 | nie | 360-degree feedback |
| G | interpersonal sensitivity | N5 | 4 | nie | Personality questionnaire |
| G | organisational awareness | N5 | 4 | nie | Situational Judgement Test |
| G | integrity and dependability | N5 | 4 | nie | Personality questionnaire |
| V | Change management | N4 | 4 | nie | Assessment centre |
Zobacz wszystkie 24 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Portfolio
Evaluation of prior work against fixed criteria
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Podobne stanowiska
24 umiejętności w profilu · medior
HR Business Partner24 umiejętności w profilu · senior
HR Officer24 umiejętności w profilu · junior
Chief Human Resources Officer25 umiejętności w profilu · lead
Recruiter24 umiejętności w profilu · medior
Corporate Recruiter25 umiejętności w profilu · medior
Staffing Consultant24 umiejętności w profilu · medior
Occupational Expert23 umiejętności w profilu · senior