Tjitra & Associates is a management consultancy that focuses on culture, talent, and change. It was founded in Hangzhou and Hong Kong by Dr. Hora Tjitra. The document discusses assessment centers, which are tools used to select and develop talent. Assessment centers use multiple methods like interviews, simulations, and tests to evaluate candidates. The document provides an overview of the assessment center process and how various activities and tools can provide insights into candidates' qualifications and strengths. It also includes profiles of Dr. Tjitra and contact information for Tjitra & Associates.

1. Excellence through Culture, Talent, and Change
Assessment Center
How to select the right and to develop the best TALENT
by Daisy Zheng & Dr. Hora Tjitra
Hangzhou, November 2008

2. Excellence through Culture, Talent and Change
• Tjitra & associates is a management consultancy founded
by Dr. Tjitra with offices in Hangzhou and Hong Kong.
Our work focuses on the CULTURE, TALENT and CHANGE.
• In the last twelve years, Dr. Tjitra and his team have collected
International project experiences at the global, regional and
national level in the US, Europe and Asia with senior leaders
from over forty countries.
• A team of multilingual psychologist are dedicated to strive for
excellence and provide tailor-made service solutions.
We devote ourselves in ensuring sustainable business results
by understanding the exact needs and situation of our clients.
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3. Excellence through Culture, Talent and Change
Agenda
1 Different Approaches in Talent Assessment 4
2 Characteristics, Processes and Elements of Assessment Center 8
3 About Us 13
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4. Excellence through Culture, Talent and Change
Different approaches in
Talent Assessment
• Assessment Center is considered as one the selection and
development tools with the highest validity, esp. in predicting the
leadership quality and career success
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5. Excellence through Culture, Talent and Change
Human Resource Hiring Process
Hiring Process Management
Scheduling HR-Marketing Retrieval Assessment On-Boarding
• Defining the staff • Building up an • Advertising the • Pre- • Contract
needs of the image of the job position in assessment: negotiations
company company via target talent phone interview
several channels pool / market • Status report
• Scheduling • Main
recruitment • Organizing • Administrating assessment: • Contract
resource incl. events for the applicant Interview, signing and on-
budget, time, company data Assessment boarding
etc. marketing systematically Center
• Classifying the • Doing candidate • Checking online
fields of activity relationship application
management questionnaire
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6. Excellence through Culture, Talent and Change
High Potential Talent Development Process
• Identifying key • Development of • Identifying • Evaluating the
indicators for pre- assessment tools development process and
screening roadmap including validity of each
• Reviewing • Conducting channels, stage
candidates’ working Assessment resources, and
performance and Center methods • Collecting feedback
bio profile and behavior
• Identify key • Implementing changes of the
• Selecting qualified strengths and action plan and
participants
candidates and challenges; continuously
sending reviewing
provide feedback
assessment
invitation letter
Pre-Screening Development
Assessment Evaluation
& Invitation Program
Management Development Program
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7. Excellence through Culture, Talent and Change
Application of Assessment Methods
• Predictive validity of different selection tools: • Application of different methods:
Training Predictiv Working
Performance e Validity Performance Method China UK
Cognitive ability test
+ Structured interview 0.63 (N=1255) (N=843)
Cognitive ability test
Cognitive ability test 0.56 + Work sample 0.60 Resume 86% 92%
Work sample 0.54
Cognitive ability test 0.51 Work sample 50% 80%
Structured interview 0.51
Unstructured
Personality assessment 0.40 49% -
interview
Interview 0.35 Personal profile 0.35 Telephone 38% 61%
Responsibility 0.31 Responsibility 0.31 interview
Recommendation 0.26 Structured 37% 86%
interview
Education experience
0.20 Working experience 0.18 Cognitive ability 36% 72%
tests
Education experience 0.10
Personality
assessment 24% 56%
Handwriting 0.02
(Recruitment, retention and turnover. Annual survey report,CIPD, 2007)
(Average validity of selection tools, Schmidt & Hunter, 1998)
• No single method of selection is perfect. Assessment
• More than one ability or competence is needed to achieve
success. Center
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8. Excellence through Culture, Talent and Change
Assessment Center:
Characteristics, Process, and Tools
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9. Excellence through Culture, Talent and Change
Assessment Center
What is Assessment Center?
• Assessment Center is a process that involves several managerial selection techniques. It is widely used as means of
staff selection, promotion, and development.
Why organizations like to use Assessment Center?
• Assessment Center has been found successful at predicting long-term career success.
• Candidate perceptions of Assessment Center exercises are highly job related, which enhances legal defensibility and
organizational attractiveness.
Different types of Assessment Center
Selection Development
• Objective:
- Selection purpose Objective Discover talent Transform talent
- Development purpose
Feedback Limited and often Individual feedback &
• Participant: & Follow-Up not include Development activity
- Individual - single candidate for
one specific position or Ownership
Organization Participant
development purpose of Result
- Group - a group of candidate Selection decision Feedback & Personal
together in one assessment event, Expected Result
(pass/fail) development planning
often with the purpose of high
potential talent pool Phase / Stage
End of a recruitment or
Start of a learning process
selection process
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10. Excellence through Culture, Talent and Change
Assessment Center process starts by having the right
understanding of the critical success and fit factors
• Understanding corporate culture
• Analyzing job’s roles and responsibilities
1 • Identifying the right competence model
• Exploring job success profile
• Specifying assessment tools (develop eligible tools and materials if necessary)
2 • Identifying assessors (1 chairman + 1 psychologist + 1 administrator + * assessors)
• Training for the assessors, role players, (and observers)
• Conducting assessment center
3 • Assessor (+ observer) conference
• The assessment center for selection
- Deliver selection report
4 • The assessment center for development:
- Deliver development report and feedback
- Facilitate development action planning
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11. Excellence through Culture, Talent and Change
The application of multiple methods and different tools
gives a better picture of the candidate
• Teamwork, problem solving • Use “live” case with the focus on
candidate’s executive thought and
and decision making in the
action, which is independent of the
complex and dynamic situation
cognitive ability/complexity
Computer Based Simulation Business Simulation
• Observe candidate’s
behaviors relevant to work • Attempt to analyze a
performance Psychometric person/group in terms of
Interview Candidate(s) fundamental psychological
• Have an in-depth Test characteristics, such as
understanding of candidate’s
ability or personality
motivation profile
Role Play Group Exercises
• Candidate play the assigned • Candidates work together (in
role usually in the one-to-one different forms) to make
situation, which reflects more decisions about work-related
interpersonal skills situations and scenarios
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12. Excellence through Culture, Talent and Change
Matrix of Qualification Requirements
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Integrity
Individual traits
Stress Tolerance
Leadership
Managerial skills
People Development
Problem Analysis
Decision making skills
Strategic Perspective
Interpersonal Sensitivity
Interpersonal skills
Teamwork
Work Motivation
Motivational behaviors
Commitment
This type of activity is particularly well-suited to generating this behavior
This type of activity normally elicits behavioral evidence of this criterion
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13. Excellence through Culture, Talent and Change
About Us
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14. Excellence through Culture, Talent and Change
Consultant Profile - Hora Tjitra, Ph.D.
Professional Background
Dr. Tjitra has performed international management consultancy, training,
assessment, coaching and research in Asia and Europe. His working areas are
focused on intercultural management as well as human resource, organizational
and strategic development.
Prior coming to China, he used to live and work in Germany for fourteen years and
was responsible for the global diversity as well as Asian business and management
development practices of leading HR consulting companies in Germany.
In addition to his consulting works, he held a position as associate professor for
applied psychology at the Zhejiang University (China).
Education and Professional Qualification
Dr.-Phil. in cross-cultural psychology and strategic management from the University
of Regensburg (Germany)
Dipl.-psych. in organizational behavior and HR management from the Technical
University of Braunschweig (Germany)
Certification in Hogan Assessment System (China/US), Strategic Management from
McKinsey&Co (Italy/Germany) and HR Management from INSEAD (Singapore/
France)
Executive Director
and Senior Consultant Language and other qualification
He is fluent in Indonesian, German, English, and can communicate in Chinese and
• Intercultural Qualification, Training is a member of the International Academy for Intercultural Research and
and Consulting International Association for Cross-Cultural Psychology.
• Executive Assessment and Coaching
• Talent Development and Management References / Sample Clients
International project experiences for top and middle management at the global and
• Strategic Change and Organizational national level in over ten countries in Europe and Asia.
Development
SAP, Saint-Gobain, Barco, Ameco Beijing, SCHOTT, Siemens, BASF, DHL, Telkom
Indonesia, etc.
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15. Excellence through Culture, Talent and Change
Contact Address and Associates
Hong Kong Office: Hangzhou Office:
Success Commercial Building, 6/F, Room A Guangyin Plaza, Suite 812
245 - 251 Hennesy Road, Wanchai 42 Fengqi Road, Hangzhou 310010
HONG KONG P.R. CHINA Contact Person:
Daisy Zheng
245-251 42
6 A Phone +86 571 8763 1203
812
Fax +86 571 8763 1210
Phone +852 2585 8064 Phone +86 571 8763 1203 Email: info@tjitra.com
Fax +852 2802 1803 Fax +86 571 8763 1210
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