G Behavioural competence HF-D3.3-003 transversal 8 umiejętności
receiving feedback
Accepting feedback on own behaviour, asking follow-up questions about what is meant and visibly acting on it in subsequent behaviour.
W jaki sposób serwis hrmforce to mierzy
- Metoda oceny
- 360-degree feedback
- hrmforce narzędzie
- Big Fifty, 360 Feedback, Development Review
- Kompetencje (50-ramowe)
- Self-awareness
- Możliwość szkolenia
- medium
- Prognoza popytu na lata 2026–2030
- rising
Multiple raters around the person rate behaviour against behavioural anchors.
Jest to kryterium selekcji, a nie krótkoterminowy cel programistyczny. Nie należy opracowywać trzy miesięcznego planu programistycznego w tym zakresie.
Kotwice behawioralne
| Poziom | Zachowanie na tym poziomie |
|---|---|
| N1 Guided | Lets another person finish the feedback, summarises it and thanks them for the remark without becoming defensive. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Actively asks colleagues and clients for feedback, states which point will be addressed and reports back on the result. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Asks publicly for criticism of own choices, makes own development points discussable and thereby normalises criticism within the organisation. 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 |
|---|---|---|---|
| G | Asking colleagues for feedback Soliciting feedback | Asking colleagues after a job what went well and what you could do differently next time. | rising |
| G | Probing on feedback received Clarifying feedback | Asking for an example and for what the other person would have wanted to see differently. | rising |
| G | Postponing a reaction to criticism Pausing before responding | Listening first when criticism is unexpected and deliberately moving the substantive answer to a later moment. | rising |
| G | Summarising and checking feedback Confirming feedback | Reflecting the feedback received in own words and having it confirmed that you understood it correctly. | rising |
| V | Turning feedback into a behavioural agreement Acting on feedback | Making a concrete agreement after feedback about what you will do differently and from when. | rising |
| G | Reporting back on what you did with feedback Closing the feedback loop | Returning to the person who gave feedback and showing which change you made in your work. | rising |
| G | Accepting criticism without defending Receiving criticism | Letting criticism of own work be voiced without interrupting, explaining it away or contradicting. | rising |
| V | Weighing feedback for usefulness Filtering feedback | Comparing the remarks received and choosing which to act on and which to set aside with reasons. | rising |