Regional Manager
Även känt som: Area Manager · District Manager
Is responsible for the results of several locations in a region, directs site managers and translates national policy into local practice.
The regional manager visits and assesses multiple locations, directs local managers and flags where results lag behind the regional plan. Unlike a site manager, they are not present at one fixed location but spread attention across several outlets with their own problems. Selection often focuses on experience at a single location, while prioritising visit time between struggling and well performing outlets makes the difference in practice between a region that improves and one that stalls.
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. |
| 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. |
| Safety awareness Kompetens (50-ramverk): Discipline | 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. |
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 |
| V | Portfolio and priority management | N5 | 4 | ja | Situational Judgement 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 24 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
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
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
Jämförbara jobb
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