G Behavioural competence HF-D5.2-001 transversal 8 umiejętności
Result orientation
Directs own action at agreed results, keeps progress towards those results in view and chooses activities that bring the goal closer.
W jaki sposób serwis hrmforce to mierzy
- Metoda oceny
- Personality questionnaire · rho 0.40 (SD 0.15)
- hrmforce narzędzie
- Big Fifty, Competency Check, 360 Feedback
- Kompetencje (50-ramowe)
- Results-Orientation
- Możliwość szkolenia
- medium
- Prognoza popytu na lata 2026–2030
- stable
Self-report of behavioural preferences. At hrmforce the Big Fifty and the 15PF.
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 | Finishes the assigned task within the stated norm and reports to the supervisor what has been achieved. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Translates an assignment into measurable interim goals, measures progress and drops activities that do not contribute to the result. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Sets the result agreements and performance measures for the organisation and upholds them when interests in play are conflicting. 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 | Formulating a goal measurably SMART goals | Writing down a work goal with a figure, a date and a clear person who asked for it. | stable |
| V | Tracking progress towards a goal Goal tracking | Recording per period how much of the goal is achieved and what is still needed. | stable |
| G | Choosing the activity that advances the goal Prioritising for impact | Choosing from several possible tasks the one with the largest effect on the goal. | rising |
| G | Delivering a result within the agreement Delivering results | Delivering the agreed product on time, within budget and according to the stated requirements. | stable |
| V | Course-correcting on results mid-way Course correction | Adjusting the approach when interim figures lag behind and measuring the effect of that change. | rising |
| V | Recording result agreements with a client Scoping agreements | Recording with the client before the start which result, quality level and date apply. | stable |
| G | Dropping tasks that do not contribute Stopping low-value work | Stopping work that does not contribute to the agreed result, with reasons, and reporting it. | rising |
| V | Evidencing a result with figures Evidencing impact | Substantiating the result achieved with measurements, numbers or client responses in a short report. | rising |