Programme Manager
Znane również jako: Program Manager · Portfolio Manager
Directs a coherent set of projects with a shared goal, allocates resources across project managers, and keeps benefits and dependencies in view.
The programme manager steers project managers and negotiates priority, money and people with sponsors. Unlike a project manager, the end goal is not fully worked out into solutions at the start and the programme changes composition along the way. Selection confuses programme management with a large project, so candidates are chosen who plan well but cannot negotiate priority between sponsors.
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 | 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. |
| Managing workload pressure Kompetencje (50-ramowe): Stress resilience | N4 | 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. |
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 | Stakeholder management | N5 | 5 | nie | Assessment centre |
| G | Directing and steering people | N5 | 5 | tak | Assessment centre |
| V | Planning and organising | N5 | 5 | tak | Work sample test |
| V | Portfolio and priority management | N5 | 5 | nie | Situational Judgement Test |
| V | Monitoring progress | N5 | 4 | nie | Structured interview |
| V | Change management | N5 | 4 | nie | Assessment centre |
| V | Risk management | N5 | 4 | nie | Knowledge test |
| V | conflict handling | N4 | 4 | tak | Assessment centre |
| V | giving feedback | N4 | 4 | nie | Assessment centre |
| V | holding others to agreements | N4 | 4 | tak | Assessment centre |
Zobacz wszystkie 27 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
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Pulse Survey
Periodic measurement at the team and organizational levels
Development Review
Structured development interview
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Portfolio
Evaluation of prior work against fixed criteria
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