Occupational Expert
Znane również jako: Vocational Expert · Occupational Assessment Specialist
Assesses the work capacity and employment options of employees after illness, advises on suitable work and records findings in a substantiated report.
The occupational expert examines the relationship between job demands and work capacity, working with the company doctor, the employer and the employee. Unlike the occupational health and absence adviser, this role assesses individual cases with a formal, testable conclusion and legal consequences. Selection often targets medical and legal knowledge, while the decisive criterion is whether someone can write down a conclusion neither party wants to hear and defend it in conversation.
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 |
|---|---|---|---|---|
| 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. |
| 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. |
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 | Business reporting | N5 | 5 | nie | Work sample test |
| K | HR policy and instruments | N5 | 5 | tak | Knowledge test |
| K | Working conditions and absence policy | N5 | 5 | tak | Knowledge test |
| V | Advisory skill | N4 | 5 | tak | Assessment centre |
| G | independence | N4 | 5 | nie | Personality questionnaire |
| K | Applying basic employment law | N4 | 5 | tak | Knowledge 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 |
Zobacz wszystkie 23 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Competency Check
Behavioral-Level Competency Assessment
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
Development Review
Structured development interview
Structured interview
Behavioral interview with a fixed structure
Portfolio
Evaluation of prior work against fixed criteria
15PF
Personality Profile, a shorter alternative to the Big Fifty
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
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