Competence and Knowledge

What competences does the incumbent need for this function?

Here you can find some guidance &.

Interpersonal & Personal – Function & Methods – Technology & Market

Competence Category

Competence

Title

Competence

Level

Description

Function & Methods

Business Planning

Expert

Provides planning data with a proven, high level of accuracy and resource planning for BTA figures;
Uses all available sources (e.g. customer contacts, schedules) to compile and cross-check data;
Derives resource planning for bidding teams and operations.

Function & Methods

Consultative Selling

Advanced

Creates solutions in highly complex and uncertain situations with long time-horizons. Works in new settings and with new customers. Uses thought leadership to make customers think outside the box and in future scenarios. Involves different parties and experts to gain additional value.

Function & Methods

Negotiating Skills

Advanced

Conducts negotiations in a more complex business environment with higher risk and volume applying negotiation tools such as Harvard concept and negotiation matrix;
Anticipates others' objectives and uses appropriate negotiation techniques according to situation and partner type to achieve the best outcome for business with focus on a trustful and sustaining relationship;
Focuses on win-win outcomes.

Function & Methods

Sales and customer development

Expert

Has deep and very specific knowledge about customer value chain, processes and industry and takes competitive advantage from it; Provides others with customer knowledge to achieve high satisfaction and business success

Technology & Market

Customer Knowledge

Expert

Has deep and very specific knowledge about the customer value chain, processes, products and industry and takes competitive advantage from it.
Supports the development of long-term strategies of own business unit or provides detailed information where it is needed (also technical).
Proactively influences internal strategies and roadmaps to address customer demand and increase customers' value add.
Provides others with customer knowledge to achieve high satisfaction and business success.

Technology & Market

Domain-specific Products or Software Platforms

Advanced

Knows the relevant product, system and/or solution portfolio of own BU.
Knows the technical differences between products, applications and solutions and its components.
Knows about current relevant domain-specific products or software platforms and understands their implications on own work.
Understands a technical and/or marketing documentation and uses for his/her daily business.
Knows whom to ask in own organization, if more information is necessary.

Interpersonal & Personal

Assertiveness and ability to convince

Expert

wins over others who are resistant to an approach he/she supports
gains commitment from a peer, team member or other to try new ways to do the job or process
gives clear instructions, demands high standards & holds others accountable for their actions
influences management to support and/or fund initiative

Interpersonal & Personal

Coaching

Advanced

Promotes colleagues' initiatives and responsibilities;
Expands knowledge and capabilities of colleagues or executives to increase their scope of actions;
Selects and applies suitable coaching techniques and methods adapted to the respective situation;
Fosters contributions of everyone towards meeting targets.

Leadership

Competence Title

Description

Strategic Direction

Establishing and committing to a long-term business direction based on an analysis of systemic information and consideration of resources, market drivers, organizational values, and emerging economic, technological, and regulatory conditions.

Business Acumen

Using one’s knowledge of economic, financial, market, and industry trends to understand and improve individual, team and/or organizational results; Demonstrating a keen understanding of basic business operations and the organizational levers (systems, processes, departments, functions) that drive sustainable profitable growth.

Driving for Results

Setting high standards (personal and group) and monitoring progress toward goals; tenaciously working to meet or exceed goals; defining success by goal achievement and continuous improvement.

Customer Focus

Focusing on the customer’s perspective when setting priorities and taking action; implementing service practices that meet the customers’ and own organization’s needs; Promoting and operationalizing customer service as a value in the organization.

Education and Experience

What experience and education does the incumbent need for this function?

Experience

More than 5 to 10 years experience in healthcare industry in sales and product management with focus on setting of and working with indirect channels

Education & Training

Bachelor degree and higher

Additions/Comments

GRIP Information

For detailed information have a look at the GRIP catalog

Function Type

1. Management: characterized by disciplinary and/or functional responsibilities for others.
2. Project management: positions have overall responsibility for defined projects or sub-projects.
3. Individual Contributor: accountable for delivering individual results.

GRIP Position

Position is a structure element, described by the two dimensions (Sub) Job Family and Function-/Position Type. It is

a representative for comparable jobs within an organization. A Position consists of a Position Title, a Position Headline and a Position Description.

Positions of a (Sub) Job Family are defined globally within the whole company and allow comparison of jobs across all businesses. A Position is assigned to just one Position Type and just one Sub Job Family

Position Type

Head:

Is responsible for defining strategies, and/or policies and guidelines, and executing governance for functional or

business organization; is reporting to Head or Executive positions, is characterized by either functional or business

management responsibility and typically by Line Management responsibility.

Manager:

Is responsible for implementing guidelines and processes, manages either a functional, vertical or horizontal

organization; is characterized by Line Management responsibility, and is reporting to a Manager or Head position.

Supervisor & Team Leader:
Usually mark the first management position for a former professional in a future management or supervisor career track, report to a Manager, and are characterized by Line Management responsibility.
Project Manager:
Accountably manages internal and external projects according to relevant project management guidelines (e.g. PM@Siemens); reports to Manager or Head.
Professional & Expert:
Contributes individually to achievement of functional or business targets by applying professional expertise; usuallyreports to Team Leader, Manager or Head (as a Professional), and to Manager or Heads (as an Expert).
Operations–Technical:
Acts in functionally defined technical processes and operations, according to guidelines and procedures; reports to Supervisor, Team Leader or Manager.
Operations-Administrative:
Acts in functionally defined administrative processes, according to guidelines and procedures; reports to Supervisor,
Team Leader or Manager.

General Competence Level

Description

Expert

(E)

Has expert knowledge of the topic; able to execute complex tasks and acts as a mentor. Many years of successful application in multiple projects/organizations/functions in highly complex environment. Recognized as authority within organization, develops new knowledge/solutions/methods.

Advanced

(A)

Has advanced understanding of the topic; able to execute advanced tasks without support. Profound knowledge, several years of successful application multiple tasks/complex environment.

Basic

(B)

Has basic understanding of the topic; able to execute basic tasks with support.

Limited knowledge. Some experience, application in less complex environment.

Starter
(S)

No target level!!! No/little knowledge. No or limited experience/application.

Leadership

Please select max. 7 most important leadership competences required for this function. These competences are not restricted to disciplinary leadership roles only. All employees might be required to display certain leadership competences to perform in their roles. The concrete behavioral descriptions of the competences differ according to the leadership level.

For further information, please visit http://intranet.siemens.com/competence-model.