Assesment Center Final

7/28/2019 Assesment Center Final

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If you want 1 year of prosperity, grow grain.

If you want 10 years of prosperity, grow

trees. If you want 100 years of prosperity,

grow people.

Ancient Chinese Proverb


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WHAT IS AN ASSESSMENT CENTRE?

1.Measures psychological dimensions such as traits,

qualities or competencies

2.Measurement of the competency of each of the participants.

3.Well-integrated sets of tests, exercises, simulations and

instruments


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WHY HAVE AN ASSESSMENT CENTRE?

1. To have people with the competencies that are in consonance with the

objectives of the Organisation.

2.Employee participate enthusiastically in the advancement of the

organisation, as this would inherently imply their own advancement too.

3.Employee introspection


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Pre-requisites Before Initiating An Assessment Centre ?

Clear and Stated Objectives.

Total Commitment on the part of the top management.

Open Channels of Communication in the organisation.

Employee trust and faith in the organisation.

Management clarity about the objectives of the programme.


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Decision toset up an

assessmentcentre

Identificationof

Competencies

Data

Collection

Exercise and

AssessmentCentre Design

Exercisevalidation pilot

assessmentcentre

Assessors

Training

DesignAssessment /Development

Centres

Review of

Design Follow-upAction Plan

Review Follow-up Action Plan


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Commonly Used Competencies in Organisations

INTELLECTUAL

- Comprehension

- Analytical Ability

- Innovation

- Decision Making

- Planning & Organising

- Strategic Perspective

INTERPERSONAL

- Communication- Adaptability

- Ability to Influence Others

DYNAMIC

- Initiative

- Drive

- Resilience

- Stress Resistance

- Result Orientation

BUSSINESS RELATED

- Business Understanding- Customer Focus


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Process of Assessment Centre

1. Briefing

2. Observation

3. Classification4. Rating

5. Integration


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Assessment Centre Report

It is the most important outcome of the Assessment Centre. Thereport should contain the following elements :

1. Brief Personal Profile

2. Summary of General Performance & Behaviour

3. Description of Performance by each Competency

4. General Strengths and Weaknesses

5. Developmental Advice and Action Plan

6. Organisational Actions.


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Assessment Feedback

Feedback is the process where the participants are made aware of their

observed behaviour in controlled circumstances and how they measure up

to a set of competencies, which are relevant to the organisation.

Features of Assessment Feedback:

1. Covers Strengths and Development areas.2. Behavioural observations and change of behaviour

3. Explain the effectiveness of the behaviours.

4. Examples of behaviour to be highlighted.

5. Alternate or corrective behaviour are suggested.

6. The esteem and secrecy about the participant must be maintained.


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Life after the Assessment Centre

Follow-up is also very essential.

The suggested changes in the participant should be maintained and therefore

the Developmental Plan is necessary.

A developmental plan for the participant consists of :

Competency-based Workshops

Job Rotation or Enrichment

Project-based learning

E-learning programmes Open university programmes

Counseling for problem areas.


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Assessment & Development Centers

Advantage Most powerful tool to predict

profile you hire savesmoney over time

Hiring managers can be

involved and refresh their ownassessment/coaching skills Performance and potential Broad range of competences,

individually or in group Wealth of information

available to feedback to allinvolved

Offers great opportunity toseal psychological contract

Disadvantage

Time investment required fromcandidate though they getmore in-depth feedback inreturn and can also make aninformed decision

Relatively expensive in shortterm though saves money inthe long run


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Conclusion

Identifying talent is going to become more vital with the

predicted skills shortage and therefore more science

must be added to the selection process

Although it may look like an additional cost, adding

science to selection can save thousands in the future It is important to identify the right solution for your

organization and the types of roles you hire

Always start with the right competencies for each role

and build from there High potential is developed through a solid

understanding of competency and behavior

Documents

Assesment Center Final