Post on 03-Apr-2018
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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