Personalechef
Personalechefen og personaleledelsesteamet fastlægger organisationens personalestrategi og leder dens funktioner for HR, rekruttering, læring, organisationsudvikling og arbejdsstyrke. De rådgiver bestyrelsen om kultur, arbejdsstyrke og ansættelsesretlig risiko og sikrer, at organisationen kan tiltrække, udvikle og fastholde de mennesker, den har brug for til at levere sikre digitale sundhedsservices.
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)
- På GitHub
- Roledokument · Roledata
Niveauer
| Lønramme | Rolleniveau | Niveau i UK GDaD PCF | Lønklasser i den britiske statsforvaltning | Point i jobvurderingen |
|---|---|---|---|---|
| 8c | HR-chef | — | — | 637 |
| 8d | Vicepersonalechef | — | — | 681 |
| 9 | Personaledirektør | — | — | 739 |
I en organisation inden for digital sundhed og pleje
- Organisationen konkurrerer med andre sektorer om knappe digitale talenter, datatalenter og teknologitalenter, så personaleledere afvejer lønregler og jobvurdering mod fleksibelt arbejde, karriereveje og et stærkt formål.
- Services, der kører døgnet rundt, afhænger af sikker bemanding, bæredygtige vagtplaner og medarbejdernes trivsel, som bestyrelsen forventer, at personaleledere overvåger og forbedrer.
- Kultur påvirker patientsikkerheden, så personaleledere knytter medarbejderoplevelse, at sige fra og inklusion til plejens kvalitet.
- Bemandingsplaner laves sammen med partnere i hele sundheds- og plejesystemet, og medarbejdere kan skifte mellem organisationer, når services ændres.
- Lønrammer med jobvurdering betyder, at nye og skiftende digitale roller skal vurderes ensartet, og lønbeslutninger skal kunne stå for en granskning af lige løn.
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
Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.