Assessment and Development Centers

1,238 views

Published on

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
1,238
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
81
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Assessment and Development Centers

  1. 1. Assessment & DevelopmentCentersJuly 2012
  2. 2. How did it start? In the UK 1942, when War Office Selection Boards, had relied on interviewing officers using selection criteria. Surprisingly, a large proportion of those officers it had predicted would be successful being “returned to unit” as unsuitable. In the USA, ACs were used to select spies during the Second World War. System was so successful. In the 50s, AT&T, IBM, GE (research).
  3. 3. Interviews Alone Interviews have been found to be relatively poor predictors of job success. Selection of a wrong candidate can cost up to 3 times his/her annual salary (recruitment cost, training cost, lost opportunity cost). Against such costs, tests appear to be relatively inexpensive!
  4. 4. How does it Work? Determination of competencies critical to the success on the job. Participants undertake a series of related exercises where competencies can be assessed through actual behaviors. Specially trained assessors evaluate each participant against predetermined criteria. Each candidate is being observed by several assessor during the different exercises. Assessors integrate the data they collected against positive & negative indicators for each competency until they reach consensus. Reports indicating strengths and dev. areas Feedback Sessions
  5. 5. Use of Assessment Center Recruitment & Selection – internal & external Promotion Process Succession Planning Diagnosis of Training & Development Needs Organizational Planning – identify areas of skills deficiencies - Early identification of Potential – to optimize talent
  6. 6. Benefits of ACs Far more accurate, broader range of selection methods to be used during the process Reliably predict future job performance Motivated employees (advancement of the organization, and their own). The cost is usually cheaper compared with the potential cost of recruitment errors or unnecessary training. Fair process, ensure that people are selected on the basis of merit alone
  7. 7. Decision Making FactorsWhen making a promotion or development decision, otherfactors should also be considered e.g. Performance history. Manager feedback. Other feedback.
  8. 8. OPQ This tool gives an insight into a candidate’s work styles and behavior, and provides unique insight into how an individual’s OPQ preferences will impact job performance, learning style and development opportunities. The results provide detailed information on 32 specific personality dimensions that underpin performance on key job competencies. They cover three areas: – Relationships with People – Thinking Style – Feelings & Emotions Has a consistency Indicator
  9. 9. Example of Assessment Center Exercises Group Exercise: Candidates are given a case study for which they take a certain time to study, then conduct a meeting together & come up with certain recommendations after gaining consensus. Through this exercise candidates’ behavior in meetings is assessed. Through their behavior competencies such as communication skills, decision making and leading & supervising can be evaluated. Assessor Assessor Assessor Assessor
  10. 10. Example of Assessment Center Exercises Analysis Presentation: Each candidate is given a case study to analyze individually and come up with some conclusions then present his/her recommendations to an assessor, explaining what were the basis for these recommendations. Through this exercise competencies such as Presenting & Communicating Information, Deciding & Initiating Action, Formulating Strategies & Concepts may be assessed. Assessor
  11. 11. Example of Assessment Center Exercises Competency Based Interview: Each candidate goes through a competency based interview to assess competencies.
  12. 12. Example of Assessment Center Exercises Role Play Exercise: Each candidate is asked to imagine assuming a certain role facing some problems that he has to resolve. Through this exercise competencies such as: communication skills, leadership & Coaching, working with people and problem solving are evaluated Actor Assessor
  13. 13. Example of Assessment Center Exercises Other tools are available and used according to: – The competencies being measured. – The hierarchical level of participants. – E.g. in-try exercise, fact finding exercise.
  14. 14. Reports Examples
  15. 15. How Can We Help you? MULTISKILLS Consultants can: – Design an assessment center according to the client’s objective based on a certain competency framework. – Assess candidates and generate individual reports including the areas of strength and areas of development for each candidate.
  16. 16. Contacts info@multi-skills.com 01002507531
  17. 17. Thank you!

×