HR-partner
HR-partnere arbejder side om side med direktionsledere for at sikre, at organisationen har de mennesker, kompetencer, strukturer og den kultur, den har brug for til at levere sine services. De omsætter personalestrategien til planer for hver direktion, leder organisatorisk forandring og giver seniorrådgivning om de mest komplekse personalespørgsmål. I en digital sundheds- og plejeorganisation handler meget af dette om at opbygge og fastholde digitale kompetencer, datakompetencer og teknologikompetencer.
Denne tekst er oversat fra engelsk af en AI-assistent og er endnu ikke gennemgået af en modersmålstaler. Citater fra den britiske regerings kompetencerammeværk for digitale og datarelaterede fag (UK GDaD PCF) og fra ESCO står fortsat på engelsk.
- Familie
- Personale
- Rolle i UK GDaD PCF
- Ingen: denne reference definerer rollen
- Erhverv i ESCO
- human resources manager (ISCO-08 1212); human resources officer (ISCO-08 2423)
- På GitHub
- Roledokument · Roledata
Niveauer
| Lønramme | Rolleniveau | Niveau i UK GDaD PCF | Lønklasser i den britiske statsforvaltning | Point i jobvurderingen |
|---|---|---|---|---|
| 7 | HR-partner | — | — | 473 |
| 8a | Senior HR-partner | — | — | 544 |
| 8b | Chef for HR-partnerskab | — | — | 592 |
I en organisation inden for digital sundhed og pleje
- Digitale kompetencer, datakompetencer og teknologikompetencer er knappe, så partnerne leder bemandingsplaner, der kombinerer rekruttering, lærlingeuddannelser, omskoling og fastholdelse, og bruger kompetencerammer som denne reference til analyse af kompetencegab.
- Mange services kører døgnet rundt, så ændringer af vagtplaner, rådighedsvagter og servicemodeller kræver omhyggelig høring og opmærksomhed på medarbejdernes trivsel og sikker bemanding.
- Digitale roller er ofte nye eller i hurtig forandring, så partnerne sikrer, at stillingsbeskrivelser vurderes ensartet og placeres retfærdigt i lønrammer i forhold til lignende roller.
- Organisatorisk forandring involverer ofte klinisk personale og plejepersonale såvel som digitale teams, så partnerne arbejder sammen med kliniske ledere og medarbejderrepræsentanter.
- Personalerisici, såsom afhængighed af eksterne konsulenter eller af nogle få eksperter, kan blive til risici for services til patienter.
Erhverv og kompetencer i ESCO
ESCO opregner den viden og de kompetencer, som arbejdsgivere som regel har brug for (væsentlige) eller kan have brug for (valgfrie) til hvert erhverv. Brug dem som tjekliste til udviklingssamtaler.
human resources manager
Human resources managers plan, design and implement processes related to the human capital of companies. They develop programs for recruiting, interviewing, and selecting employees based on a previous assessment of the profile and skills required in the company. Moreover, they manage compensation and development programs for the company's employees comprising trainings, skill assessment and yearly evaluations, promotion, expat programs, and general assurance of the well-being of the employees in the workplace.
Væsentlige kompetencer og viden (36)
Færdigheder og kompetencer
- advise on personnel management
- apply company policies
- build trust
- comply with legal regulations
- coordinate operational activities
- develop corporate training programmes
- develop employee retention programs
- develop staff
- develop training programmes
- ensure gender equality in the workplace
- evaluate training
- hire human resources
- identify necessary human resources
- identify with the company's goals
- manage budgets
- manage human resources
- manage payroll
- monitor company policy
- negotiate employment agreements
- negotiate with employment agencies
- organise staff assessment
- plan medium to long term objectives
- promote gender equality in business contexts
- recruit employees
- recruit personnel
- shape corporate culture
- support employability of people with disabilities
- track key performance indicators
Viden
Valgfrie kompetencer og viden (48)
Færdigheder og kompetencer
- adapt training to labour market
- administer appointments
- advise on conflict management
- advise on organisational culture
- advise on risk management
- advise on social security benefits
- apply conflict management
- apply technical communication skills
- coordinate educational programmes
- create a work atmosphere of continuous improvement
- develop professional network
- discharge employees
- ensure information transparency
- evaluate performance of organisational collaborators
- gather feedback from employees
- give constructive feedback
- identify policy breach
- interview people
- manage corporate training programmes
- manage government policy implementation
- manage pension funds
- manage stress in the work place
- manage sub-contract labour
- monitor legislation developments
- monitor organisation climate
- negotiate settlements
- provide advice on breaches of regulation
- set inclusion policies
- set organisational policies
- supervise staff
- teach corporate skills
- work with virtual learning environments
- write inspection reports
Viden
- advertising techniques
- company policies
- consultation
- corporate law
- corporate social responsibility
- government policy implementation
- government social security programmes
- leadership principles
- organisational policies
- organisational structure
- principles of insurance
- social security law
- training subject expertise
- types of insurance
- types of pensions
human resources officer
Human resources officers develop and implement strategies that help their employers select and retain appropriately qualified staff within that business sector. They recruit staff, prepare job advertisements, interview and short-list people, negotiate with employment agencies, and set up working conditions. Human resources officers also administer the payroll, review salaries and advise on remuneration benefits and employment law. They arrange for training opportunities to enhance employees' performance.
Væsentlige kompetencer og viden (21)
Færdigheder og kompetencer
- apply company policies
- assess character
- build trust
- develop professional network
- document interviews
- fix meetings
- hire human resources
- identify with the company's goals
- interview people
- listen actively
- manage payroll
- negotiate employment agreements
- observe confidentiality
- profile people
- recruit employees
- use communication techniques
- write work-related reports
Viden
Valgfrie kompetencer og viden (26)
Færdigheder og kompetencer
- administer appointments
- apply knowledge of human behaviour
- apply social media marketing
- assist employee health programmes
- coach employees
- communicate by telephone
- determine salaries
- develop employee retention programs
- ensure gender equality in the workplace
- evaluate training
- gather feedback from employees
- give advice on personal matters
- identify necessary human resources
- manage budgets
- mentor individual employees
- monitor company policy
- negotiate with employment agencies
- organise staff assessment
- promote human rights
- support employability of people with disabilities
- train employees
Viden
Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.