Team Leader
Znane również jako: Team Manager · Team Lead · First Line Manager
Leads a team day to day, distributes the work, tracks progress and quality, and holds the conversations on performance and development.
The team leader is the first management layer above delivery and works within goals set by a head of department or manager. Unlike a coordinator, this role holds formal authority over appraisal, leave and absence of team members. Selection often centres on being better at the work than the team, so candidates are chosen who take the work over themselves instead of holding people to agreements.
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 |
|---|---|---|---|---|---|
| V | holding others to agreements | N4 | 5 | tak | Assessment centre |
| G | Directing and steering people | N4 | 5 | tak | Assessment centre |
| V | Planning and organising | N4 | 5 | tak | Work sample test |
| V | Monitoring progress | N4 | 4 | nie | Structured interview |
| V | Conducting performance conversations | N4 | 4 | nie | Simulation |
| V | conflict handling | N3 | 4 | tak | Assessment centre |
| V | giving feedback | N3 | 4 | nie | 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 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
Pulse Survey
Periodic measurement at the team and organizational levels
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
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Portfolio
Evaluation of prior work against fixed criteria
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