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Assessment Centre & Development Centre-Holistic Approach to Training & Development
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Assessment Centre & Development Centre-Holistic Approach to Training & Development


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A unique integration of Psychometrics and experiential learning initiative by Empower Activity Camps

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  • 1. 1 Concept note Holistic Approach to Development at (co. name) In Collaboration with : Empower Activity Camps Pvt. Ltd. ASSESSMENT CENTRE /ASSESSMENT CENTRE / DEVELOPMENT CENTREDEVELOPMENT CENTRE A holistic Approach to T&DA holistic Approach to T&D
  • 2. 2 ASSESSMENT CENTRE / DEVELOPMENTASSESSMENT CENTRE / DEVELOPMENT CENTRECENTRE A unique integration ofA unique integration of PsychometricsPsychometrics andand experiential learning initiative byexperiential learning initiative by EMPOWER ACTIVITY CAMPSEMPOWER ACTIVITY CAMPS && THE MENTORSTHE MENTORS
  • 3. 3 T & D : A Concept Note Holistic approach to Training & Development : a) Clarity wrt Organizational direction / long range plans b) Mapping future man power needs – review how the current team can fit in / manpower procurement from outside to fill the gap c) Review development needs of existing teammates d) We help you define competency model that can assist in present review plus helps define the standards for manpower procurement / maintenance / retention and overall management
  • 4. 4 T & D : Concept Note Holistic approach to T&D : continues … e) Developmental needs analysis through Assessment / Development center f) Arriving at gaps related understanding – profiling individual teammates – arriving at individual gaps and gaps at the organizational level – identify areas where T&D initiatives can make a difference – identify other initiatives that will create conducive environment and climate to support the developmental agenda g) Post assessment one to one feedback to concerned employees plus overall observations and suggestions for way forward
  • 5. 5 T & D : Concept Note Holistic approach to T&D : continues … h) T&D plan and schedule i) Implementation of T&D and other developmental initiatives j) Mapping effectiveness of these initiatives at a defined interval Again identify the gaps and carry forward….
  • 6. 6 T & D : Concept Note Step 1 : Defining competency model : creating customized model of requisite competencies : Time frame 1 full day - AC / DC is a process, not a place where it is assessed Step 2 : Identifying key competencies to be assessed during assessment center – deciding the level / intensity of competency required Step 3 : Identifying the tools for mapping competencies : for example : - Psychometrics - Management Game -Role play - Group discussion - Case study - In basket - One to one presentation - Behavioral Event Interview - Problem solving discussion etc.
  • 7. 7 T & D : Concept Note The Assessment CycleThe Assessment Cycle Plan the assessment Prepare the candidate Conduct the assessment Give appropriate feedback Record and report the results Review the assessment
  • 8. 8 T & D at (co. name) : Concept Note Assessment Center : Basics :  Usually conducted for two to three days  Ideal group 12 – not more than 15 at a time  Per assessor not more than three participants  Exclusive uninterrupted place for conducting assessment center  Infrastructure - Minimum two rooms – total three rooms if 15 participants  Need to organize for printer, LCD projector, other material for management game - residential assessment center ideal
  • 9. 9 T & D : Concept Note Various uses of Assessment : a) Selection, placement b) T&D c) Career exploration and guidance d) Career progression, self development e) Talent management & retention f) Performance evaluation g) Skill audit of employees
  • 10. 10 Project Summary & Time Frame : Estimation Project summary & Time frame : (incl. on site and off site work)  Competency model : mapping competencies : three days  Identifying competencies and assessment tools : three days  Process validation at our end : three days  Pre assessment preparations : three to four days  Assessment center for two days followed by BEI on the third day  Data compilation, analysis, reporting : 12 – 15 days  Presenting report to management : half a day  Post assessment one to one feedback : two days  Concluding feedback and deciding way forward with the client : half a day  Support you in conducting gap bridging initiatives – on going  Support you with Training effectiveness measurement – on going
  • 11. 11 AC / DC in action
  • 12. 12 AC / DC in action
  • 13. 13 AC / DC in action
  • 14. Actions at your end Once you agree on the basic frame work, you need to do the following : a) Identify senior / top team to participate in “Competency Modeling” workshop – the team will arrive at Competency Model b) Select group/s for Development / Assessment experience (not more than 15 at a time) c) Logistics for execution of DC / AC d) Validate results e) Validate Development plan at individual / functional / organizational level f) Validate criteria for effectiveness measurement g) Administration of learning / development events h) Validate outcomes