Head of Technical Services
Även känt som: Head of Maintenance · Technical Services Manager
Directs technicians who maintain buildings, installations or machines, plans maintenance work and monitors downtime and safety.
The head of technical services is responsible for maintenance and fault follow up on installations, buildings or machines within an organisation. Unlike a service manager who serves external customers, this role works for the own organisation and is judged on the availability of its own installations. Selection often focuses on technical knowledge of the installations, while planning preventive maintenance ahead alongside a stream of acute faults determines in practice whether a maintenance backlog builds up.
Kompetenser som ska mätas
Dessa är beteende- och förmågekonstruktionerna i denna profil. För varje konstruktion anges vilken frågehrmforce-frågeformulär som mäter den.
| Kompetenser som ska mätas | Målnivå | hrmforce instrument | Bedömningsmetod | Beteendeankare på målnivå |
|---|---|---|---|---|
| Directing and steering people Kompetens (50-ramverk): 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. |
| Safety awareness Kompetens (50-ramverk): Discipline Knockout | N4 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
| Managing workload pressure Kompetens (50-ramverk): 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. |
Kort profil
De tio viktigaste kompetenserna i denna profil. Den fullständiga profilen med alla kompetenser, beteendeankare och utvärderingsmetoder finns i nedladdningsfilen.
| T | Kompetens | Målnivå | Vikt | Knockout | Bedömningsmetod |
|---|---|---|---|---|---|
| G | Directing and steering people | N5 | 5 | ja | Assessment centre |
| V | Planning and organising | N5 | 5 | ja | Work sample test |
| V | Monitoring progress | N5 | 4 | nej | Structured interview |
| K | Technical understanding | N5 | 4 | nej | Knowledge test |
| V | conflict handling | N4 | 4 | ja | Assessment centre |
| V | giving feedback | N4 | 4 | nej | Assessment centre |
| V | holding others to agreements | N4 | 4 | ja | Assessment centre |
| V | Translating direction into goals | N4 | 4 | nej | Structured interview |
| V | Delegating | N4 | 4 | nej | Assessment centre |
| V | Conducting performance conversations | N4 | 4 | nej | Simulation |
Se alla 26 kompetenser i den fullständiga profilen
Bedömningsverktyg för denna tjänst
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Big Fifty
Personality questionnaire, 150 items, 25 factors
Pulse Survey
Periodic measurement at the team and organizational levels
Development Review
Structured development interview
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Portfolio
Evaluation of prior work against fixed criteria
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