Shift Leader Retail
Även känt som: Duty Manager · Store Shift Supervisor
Carries responsibility for the shop floor or hospitality team during the shift, allocates tasks, opens and closes, and settles complaints and till differences.
During the shift the shift leader is the point of contact for staff and guests and takes over key holder responsibility from the store or venue manager. Unlike a store manager, the role is not about staffing plans, purchasing and annual figures but about how one part of the day runs. Selection often looks only at weekend availability, leaving the induction of new staff and keeping till accounting correct out of sight.
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 | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets expectations and boundaries per team member, addresses deviating behaviour directly and records agreements in writing. |
| Managing workload pressure Kompetens (50-ramverk): Stress resilience | N3 | 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 | N3 | 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 | N4 | 5 | ja | Assessment centre |
| V | Monitoring progress | N4 | 4 | nej | Structured interview |
| V | conflict handling | N3 | 4 | ja | Assessment centre |
| V | giving feedback | N3 | 4 | nej | Assessment centre |
| V | holding others to agreements | N3 | 4 | ja | Assessment centre |
| V | Translating direction into goals | N3 | 4 | nej | Structured interview |
| V | Delegating | N3 | 4 | nej | Assessment centre |
| V | Conducting performance conversations | N3 | 4 | nej | Simulation |
| V | Coaching | N3 | 4 | nej | Simulation |
| V | Planning and organising | N3 | 4 | ja | Work sample test |
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
Big Fifty
Personality questionnaire, 150 items, 25 factors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Pulse Survey
Periodic measurement at the team and organizational levels
Development Review
Structured development interview
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
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