V Skill HF-D4.2-005 cross-sector 10 umiejętności
Guiding absence and work ability
Holding absence conversations, monitoring work ability and workload capacity and agreeing with occupational physician and employee on recovery and return to work.
W jaki sposób serwis hrmforce to mierzy
- Metoda oceny
- Situational Judgement Test · rho 0.12 (SD 0.11)
- hrmforce narzędzie
- Knowledge test (client-specific), Competency Check
- Kompetencje (50-ramowe)
- Sensitivity
- Możliwość szkolenia
- high
- Prognoza popytu na lata 2026–2030
- stable
Scenario with response options, scored on knowledge or behavioural tendency.
Kotwice behawioralne
| Poziom | Zachowanie na tym poziomie |
|---|---|
| N1 Guided | Reports absence according to the fixed procedure and keeps contact with the absent colleague at agreed moments. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Holds absence conversations without asking for medical details and draws up an action plan with the occupational physician. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Sets the organisation wide absence and vitality policy, tracks causes across departments and steers on structural root causes. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 i N4 celowo nie zostały przypisane do konkretnych punktów odniesienia. Oceniający umieszczają je pomiędzy punktami odniesienia, zgodnie z konwencją O*NET.
Podstawowe umiejętności
Umiejętności te dziedziczą ścieżkę oceny oraz punkty odniesienia behawioralne tej konstrukcji.
| T | Umiejętności | Definicja | Prognoza popytu na lata 2026–2030 |
|---|---|---|---|
| V | Holding an absence conversation Absence conversation | Discusses with an absent employee the options for work and recovery without asking about the diagnosis. | stable |
| K | Applying the Dutch Gatekeeper Act Gatekeeper Improvement Act | Knows the steps and deadlines for long term absence and ensures the file is complete in time. | stable |
| V | Drawing up a return to work plan Return to work plan | Establishes together with the employee which steps, hours and adjustments should lead to resumption of work. | stable |
| V | Working with the occupational physician Occupational health liaison | Discusses limitations and possibilities with the occupational physician and converts the advice into work agreements. | stable |
| V | Building up return to work in steps Phased return to work | Builds up hours and tasks in a phased schedule and checks per step whether the load is sustainable. | stable |
| V | Discussing frequent short term absence Frequent absence review | Discusses a pattern of short and frequent absence and looks together for causes and solutions. | stable |
| V | Assessing work ability and workload capacity Work ability assessment | Judges through questionnaire and conversation how much work and load an employee can handle. | rising |
| T | Maintaining absence records Absence administration | Registers sickness reports, recovery dates and return to work steps correctly in the personnel system. | declining |
| K | Guiding a second track reintegration Second track reintegration | Arranges guidance towards work outside the organisation when resumption in the own job is not possible. | stable |
| V | Holding a preventive workload conversation Workload conversation | Discusses signals of overload before absence occurs and makes agreements on tasks and recovery time. | rising |