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Selección por Competencias: Introducción a los Assessments [Centers]

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Presentación de una sesión introductoria a procesos de selección por Assessment [Center].

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Selección por Competencias: Introducción a los Assessments [Centers]

  1. 1. Selección por Competencias: Introducción a los Assessment [Center] Madrid, Julio 2014 Consultor: Mercedes Hortelano Vázquez de Prada
  2. 2. Selección por Competencias: Introducción a los Assessment Madrid Julio, 2014 Contenido 1. Qué es un Assessment 2. Tipos de Assessments 3. Observadores: 3.1 Perfil 3.2 Funciones 4. Metodología 5. Ejemplos de Assessments 5.1 Assessment individual 5.2 Assessment colectivo 2
  3. 3. 1. Qué es un “Assessment” Los Assessment (Assessment Centers) son un método de selección por diagnosis de competencias, en el que varios “observadores” valoran los comportamientos relacionales, actitudinales y aptitudinales de uno o varios candidatos, a través de diferentes dinámicas que simulan situaciones reales, para garantizar su complementariedad con el puesto, el departamento/equipo y la empresa. 2. Tipos de assessments  Assessment individual: Varios observadores – 1 sólo candidato  Assessment colectivo: Varios observadores – varios candidatos 3 Selección por Competencias: Introducción a los Assessment Madrid Julio, 2014
  4. 4. 3. Observadores: 3.1. Perfil Para una idónea valoración de las competencias del candidato, ha de haber observadores con diferentes perfiles:  Especialistas aptitudinales: en relación directa con las competencias técnicas del puesto (Supervisor/es inmediatos).  Especialistas actitudinales y relacionales: en relación directa con la cultura organizativa (comportamientos, valores y ética de la compañía - Dpto. de RRHH)  Conductor/Director del assessment externo: Especialista en resaltar las diferentes competencias y ayudar a objetivar su nivel en relación a las propias competencias de la empresa (y del mercado) 4 Selección por Competencias: Introducción a los Assessment Madrid Julio, 2014
  5. 5. 3. Observadores: 3.2. Funciones  Expertos en el puesto (supervisor/es):  Valoración técnica de negocio/del puesto  Preguntas “técnicas”  RRHH:  Observación comportamental  Preguntas relacionadas con el tipo de comportamientos aceptables y esperados en la organización 5 Selección por Competencias: Introducción a los Assessment Madrid Julio, 2014
  6. 6. 3. Observadores: 3.2. Funciones  Conductor/observadores externos:  Conducción de la entrevista por competencias  Observación y valoración técnica competencial  Feedback//Entrevista de feedback 6 Selección por Competencias: Introducción a los Assessment Madrid Julio, 2014
  7. 7. 4. Metodología STAR[A]  Situación  Tarea  Acción  Resultado  [Aprendizaje] Se busca ver cómo actúa y supera dificultades en diferentes situaciones y su coherencia de actuación entre las diferentes dinámicas (y la entrevista por competencias) 7 Selección por Competencias: Introducción a los Assessment Madrid Julio, 2014
  8. 8. 5. Ejemplos de Assessments 5.1. Assessment individual  Entrevista por competencias  Resolución y presentación de un caso práctico  Role-plays  ….  Feedback 8 Selección por Competencias: Introducción a los Assessment Madrid Julio, 2014
  9. 9. 5. Ejemplos de Assessments 5.2. Assessment colectivo  Entrevista por competencias (individual)  Resolución y presentación individual de un caso práctico  Consolidación y presentación en grupo del caso  ….  Feedback individual 9 Selección por Competencias: Introducción a los Assessment Madrid Julio, 2014
  10. 10. Contacto » Mercedes Hortelano Vázquez de Prada » Consultora de Estrategia y Desarrollo » móvil: (+34) 663 28 16 19 » Fijo: (+34) 91 652 12 37 » mhvdp@myklogica.es » www.myklogica.es Contacto

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