The document describes an assessment center called the BPM Assessment Centre that evaluates employees' potential. It uses advanced techniques like simulations, testing, and evaluation over multiple situations to assess leadership skills, management potential, and suitability for roles or promotions. The assessment center provides benefits to both the company in identifying talent and potential, and to employees through objective feedback and customized training plans.

1. Assessment Centre
Evaluating and Developing Potential

2. Contents
 About Us
 Philosophy
 Values
 Business areas
 BPM Assessment Centre
 Applicability
 Work methodology
 Our products
 Benefits of the AC
 BPM Clients
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3. About Us
We at BPM are experts in identifying, evaluating and developing the talent in
organisations.
We know that the driving force behind any enterprise is its staff. That’s why, for over 20 years,
we’ve been providing our Talent Search and HR Consultancy services, whether the company
wishes to recruit a high level professional or it wants to set up a task force with staff culled
from within the organisation.
Talent is a guarantee of success and BPM helps find it.
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4. Philosophy
Our two major goals are for our clients to see us as partners in the search for and development
of the talent in their organisations and for candidates who come to BPM to feel that we assess
and advise them as to their wisest moves, all in the strictest confidence.
Mission
Our mission is to find, develop and retain the best talent for each position, with a work
methodology focusing on providing quick, effective solutions, fully tailored to the needs of
each client.
Specialisation
Our in-depth knowledge of the sectors we serve, our constant monitoring of the careers of our
Executives and Managers and the on-going development of our services, enable us to provide
our clients with the most appropriate solutions.
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5. Values
Creativity and agility
Our experience ensures that we are alert and flexible, quick to grasp our clients’ needs and
creative in our search for solutions.
Quality
To ensure the highest quality in everything we do is a top priority for BPM and we strive
daily to obtain the best results and our clients’ thorough satisfaction.
Long-term relationship
Over 80% of our clients, spearheading the sectors in which we operate, continue to entrust us
with the search for and the training of their executives.
Confidentiality
Our clients and candidates share their plans for the future with us so that we can help them to
develop their human resources and their careers. The utmost confidentiality is a pledge we
keep at each and every stage of the selection process.
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6. Business areas
At BPM we provide the following services:
Executive search
Search for Independent Advisers
Search for Top Executives and Managers
Professional team search
Interim Management: Search for Executives and Managers for temporary projects
Assessment/Development Center: Assessment and evaluation of candidates
and teams (identification and development of potential)
Successor and retainer schemes
Individual outplacement for Executives and Managers
Organisational consultancy
Executive coaching, training and development
Advice on salary policy
Benchmarking Studies (regarding the organisation, capabilities and salaries)
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7. BPM Assessment Centre
The Assessment Centre is a multipersonal evaluation method, whose aim is to
assess their potential by means of observation and other advanced techniques in
different situations and under varying conditions.
 Nowadays, the AC is the most reliable evaluation and potential development tool
 Our Assessment Centre uses our proprietary evaluation methodology involving the
most advanced techniques for the identification, evaluation and development of the
company’s potential in human resources
 Dual benefit (for both company and employee)
 The company identifies and evaluates employees’ potential, experience and
current skills as well as their future training
 Employees get an objective assessment of their skills, abilities and limitations,
and the chance to further their own training
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8. BPM Assessment Centre
Applicability
The applicability of the Assessment Centre is wide and varied:
 Management Successor schemes
By using a carefully planned scheme, the Assessment Centre (AC) performs a
diagnosis of the candidates to succession, identifying areas for improvement
and current strengths and, on the basis of the result of the AC, establishes a
specific training plan in order to guarantee success in covering the post.
 Promotion to Managerial Posts of Responsibility
Using our proprietary tests and methodology, we identify the ideal candidate
for performing management functions of a greater responsibility than hitherto,
from among a certain group of employees.
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9. BPM Assessment Centre
Applicability
 Micro / macro organisational decision-making (reorganisations, mergers, take-overs)
Based on the results of our Assessment Centre, we offer companies an “independent
external opinion” to assess the best option for changing/reorienting a new
organisational structure. The object of the exercise is to provide objective, external
support for organisational decisions based on a thorough diagnosis of the
candidates’ / employees’ potential and suitability to the structure
 Manager Potential Evaluation and Training Programmes
High-level professional training of executives with management capability is
undoubtedly one of the elements that drives the development of the most efficient
organisations. We use our AC to identify areas in need of improvement in the
managerial staff, based on real simulation exercises (fact finding, role play, business
games, in tray, etc…)
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10. BPM Assessment Centre
Applicability
 Ideal complement to advanced headhunting
Our professionals have over 20 years’ experience in advanced headhunting, and
can use this methodology as a complement to our standard selection techniques. It
gives a deeper, broader vision of the candidates’ catalogue of skills for a particular
job.
 Planning professional careers and detecting training needs
Using our methodology and results of the AC exercises, we design a specific
structured development scheme, in order to achieve the prearranged professional
development of employees’ who participate in our Assessment Centre. It is,
undoubtedly, the most reliable, thorough and effective system for achieving this
goal.
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11. BPM Assessment Centre
Applicability
 Person-to-Post Suitability Programmes
After a detailed analysis of the skills GAP existing between the demands of the
post and the person who occupies it, we design a specific plan of action in order
to decrease and narrow that gap in as short a time as possible.
 Change management
Using our AC tool set, we identify those members of an organisation’s staff
who should lead the change management process, analysing its impact and
influence on their colleagues and other leadership skills for steering the change.
 Internal / International Mobility
 Etc.,…
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12. BPM Assessment Centre
Work methodology
Briefing with
the client Master
definition of
skills and
techniques Test Pooling and
development evaluation of
Presentation
results
of results to
the client Feedback to
the
We conduct a participant:
detailed study of self-
the company and Once we have
agreed on the improvement
its needs, defining
objectives with our We use the most
objectives, skills,
appropriate
profiles and tests in client, we develop Joint evaluation of Detailed
the proprietary management
order to provide a each candidate by presentation of
template of simulation tests in
practical result on our expert results to our client
techniques to be order to guarantee Constructive
which to take observers: pooling with a ranking order
used for the proper meeting our feedback to the
decisions of results of candidates as
diagnosis of the clients’ objectives participant for
skills for against the profile of
maximum skills his/her self-
evaluation improvement
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13. BPM Assessment Centre
Our products
We offer a flexible catalogue of the Assessment Centre products best suited to our clients’
needs
 Assessment Centre “Bronze”: Recommended in external selection processes, for
the detection of training needs, person/post suitability schemes (career plans),
internal horizontal mobility, development programmes, evaluation of potential,
etc... for operational or technical Profiles, specialist vehicles, technical or sales
managers, with or without responsibility in team management.
 Assessment Centre “Silver”: Recommended in external selection processes,
person/post suitability schemes (career plans), internal horizontal mobility,
manager development programmes, (vertical) promotion, (horizontal) promotion,
manager succession and mentoring, coaching or change management, evaluation
of potential, decision-making in the organisational sphere (reorganisations, take-
overs, mergers) for Middle Management Profiles and intermediate positions with
some large team management capability
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14. BPM Assessment Centre
Our products
 Assessment Centre “Gold” Recommended in external selection processes,
person/post suitability schemes (career plans), internal horizontal mobility,
manager development programmes, (vertical) promotion, manager succession
and mentoring, change management, evaluation of potential, decision-making
in the organisational sphere (reorganisations, take-overs, mergers) for
Management Profiles and Top Management. Top-level executives and critical
posts in the business, members of the Management Committee and other key
positions.
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15. BPM Assessment Centre
Benefits
 It is a thorough and efficient methodology that can be adapted to the needs of each
client
 It is a system which allows simultaneous evaluation of several of the employee’s
skills relative to the successful accomplishment of his/her activity
 An objective tool involving not only different evaluation techniques but also the
evidence observed by several experts in talent management
 The results allow for medium/long term Human Resources management
 Its use makes the Company’s commitment to employees’ development within the
organisation clear
 Return on investment: Its use should be measured in terms of Investment, not Cost
(Human Capital Return On Investment)
 It is a strategic tool for decision-making
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16. Cooperating with the leading names in several sectors
Some of our clients
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17. How to get in touch with us
 Caracas, 23 – 1º
28010 Madrid. Spain
Tel.: + 34 91 3190305
Fax: + 34 91 3198348
E-mail: info@bpmes.es
URL: www.bpmes.es