AC-DC --- A holistic approach to T&D

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Empower Activity Camps and The Mentors have integrated Outbound experiential learning and psychometrics to give you a unique, effective, Leadership and Team Building platform.

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AC-DC --- A holistic approach to T&D

  1. 1. Holistic Approach to Development at (co. name) Concept note In Collaboration with : Empower Activity Camps Pvt. Ltd. ASSESSMENT CENTRE / DEVELOPMENT CENTRE A holistic Approach to T&D 1
  2. 2. ASSESSMENT CENTRE / DEVELOPMENT CENTRE A unique integration of Psychometrics and experiential learning initiative by EMPOWER ACTIVITY CAMPS & THE MENTORS 2
  3. 3. T & D : A Concept NoteHolistic approach to Training & Development :a) Clarity wrt Organizational direction / long range plansb) Mapping future man power needs – review how the current team can fit in / manpower procurement from outside to fill the gapc) Review development needs of existing teammatesd) 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 3
  4. 4. T & D : Concept NoteHolistic approach to T&D : continues …e) Developmental needs analysis through Assessment / Development centerf) 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 agendag) Post assessment one to one feedback to concerned employees plus overall observations and suggestions for way forward 4
  5. 5. T & D : Concept NoteHolistic approach to T&D : continues …h) T&D plan and schedulei) Implementation of T&D and other developmental initiativesj) Mapping effectiveness of these initiatives at a defined intervalAgain identify the gaps and carry forward…. 5
  6. 6. T & D : Concept NoteStep 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 assessedStep 2 : Identifying key competencies to be assessed during assessment center – deciding the level / intensity of competency requiredStep 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. 6
  7. 7. T & D : Concept Note The Assessment Cycle Plan the assessmentReview the assessment Prepare the candidate Record and report the results Conduct the assessment Give appropriate feedback 7
  8. 8. T & D at (co. name) : Concept NoteAssessment 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 8
  9. 9. T & D : Concept NoteVarious uses of Assessment :a) Selection, placementb) T&Dc) Career exploration and guidanced) Career progression, self developmente) Talent management & retentionf) Performance evaluationg) Skill audit of employees 9
  10. 10. Project Summary & Time Frame : EstimationProject 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 10
  11. 11. AC / DC in action 11
  12. 12. AC / DC in action 12
  13. 13. AC / DC in action 13
  14. 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 Modelb) Select group/s for Development / Assessment experience (not more than 15 at a time)c) Logistics for execution of DC / ACd) Validate resultse) Validate Development plan at individual / functional / organizational levelf) Validate criteria for effectiveness measurementg) Administration of learning / development eventsh) Validate outcomes

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