Assessment Center
Are leaders born or made?
We answer this question by assisting organizations finding finding and retaining talent that can be continuously developed. Recognizing and using people’s talents increases their contributions to the organization and guarantees return on the investment in their development.
That is why we offer an assessment center as an added value to our development programs.
Description
The assessment center (AC) is an integral system of tools for monitoring and evaluation of a specific set of skills and behaviors. The participants in the Assessment center are assigned various types of tasks, which simulate situations, predicaments or challenges occurring in the everyday work. Being put in similar conditions the participants demonstrate in practice certain skills, attitude and their way of interacting with others, their way of thinking, their reactions and behaviors. Their behavior is monitored and assessed by trained assessors in accordance with preliminary set criteria and precise levels of evaluation, consistent with the specifics of the company, their position, the organizational processes, the organizational structure, the organizational values and the desired work behavior.
Approach
When structuring the assessment centers we use instruments for evaluation and potential development that have been content validated, applied in practice and proven to be objective and accurate predictors of the testers’ behavior.
What instruments can be combined in an assessment center:
- Simulations
- Case studies
- Practical task solving
- Group discussions
- Role plays
- Presentations
- Individual tasks
- Interviews
- Tests for evaluation of technical skills and knowledge
- Personality questionnaires
- Biographical questionnaires
Benefits
When is the use of an Assessment center appropriate?
- When you need new talent for key positions and you have launched recruiting campaigns for hiring and selection of candidates
- When you are looking to recognize and develop the Organization’s employee talent
- When you promote a „talented” employee to a higher or more responsible position and you need an objective assessment of their potential and the ability to cope with the new functions
- When you seek to identify strengths and weaknesses in the work of a unit or a group of employees
- When you identify and analyze the needs for training in the organization
- When you are building a new team
- When evaluating the effect of training and development programs on the actual work behavior
Benefits:
- Compared to other evaluation methods, the assessment center is the most objective tool for supporting a hiring or development decision since the evaluation is performed based on direct monitoring of actual behavior and does not include any subjective perception on the tester’s personal characteristics.
- Combines various methods and tools utilizing their potential and advantages, depending on the situation and the objective
- Saves time and efforts of the organization or the Human resource department in the implementation of multi-step campaigns for selection and development
- The use of the Assessment Center provides the opportunity to predict with high level of accuracy future behavior of the participants and their potential reactions and actions in certain situations
- Simulates actual on the job situations, real life organizational and interpersonal processes and leads to the display of authentic stereotypes of actions and reactions
- The presence of professional evaluators reduces the risks of mistakes and subjectivity in the final assessment
