Introduction

The selection and development of managers and executives had long been conducted on a fairly haphazard basis, relying on the experience, hunches and at few instances, even biases of decision makers in organizations. Standardized tests and current interviewing techniques have not been widely accepted in selecting and evaluating managers and executives, in part, because of the seeming gap between the simple skills measured by tests and the complex skills (especially people-oriented skills) believed to be critical for managers and executives as they are not possibly evaluated by the current methods.

There is a growing demand for quality Human Resources but the supply for the latter is scarce. Hence it is of crucial importance to map and assess the employees and their competencies scientifically & effectively because if wrong candidates are recruited/promote/placed, it may have serious implications for the organizational performance.

Knowledge of psychological testing and assessment coupled with the skills to administer various instruments and interpret the results obtained can help human resources and other professionals associated with selection, recruitment, placement, talent management, etc., to evaluate human talent & behavior in a comprehensive and    scientifically standardized manner and formulate right HR practices and management policies.

Assessment center is a process not a place which, generally, comprises of a number of exercises or simulations which are designed to replicate the tasks and demands of the job for which a candidate is being considered.

These exercises or simulations are designed in such a way that a candidate can undertake them both singly and together and they are observed by assessors while they are doing the exercises.

AC Process

Because of the large amount of time and expense involved in conducting AC-DC (Development Centre), they are usually used after the initial stages of the selection process and other measurements that complement the selection process which is often used as a part of most AC.

The AC-DC process runs something like the following diagram:

Objectives

• Develop the ability of managers and senior functionaries to understand the importance of running an assessment centre and also to understand the practicalities and potential pitfalls of using an Assessment Centre.
• Appreciate assessment techniques and align them with organizational goals
• Acquire practical skills in the design and planning of an Assessment Centre within the organization
• Acquire practical skills and learn to design, administer, interpret and evaluate an assessment tool customized for organization
• Develop the ability to identify individuals with high potential to optimize their development opportunities and increase productivity.
• Obtain knowledge about various psychometric testing and other measurement and assessment techniques and tools particularly, observational skills.
• Develop skills to use Assessment Centre approaches and methodologies for Competency Mapping
• Developing organizational interventions on the basis of the assessment results to optimize the growth process. 

It is proposed that the whole project be run in two successive phases of 5 days and 2 days as described below:

Contents 

1. What Is An Assessment Centre?
2. Rise and Growth of the concept and practices of Assessment Centre - traditional and contemporary approaches
3. Purpose and uses of Assessment Centre
4. What Are Competencies and Competency Mapping All About?
5. Designing an Assessment Centre for Competency Mapping.
6. How are assessors trained?
7. Analyzing Functional and Behavioural Skills
8. Behavioral Job Analysis
9. Choosing appropriate exercises for Assessment Centre
10. Exercises Used in Assessment Centre for Mapping Competencies and Talent-Their Nature And Types
11. Mastering Observation Skills
12. Behavior Event Interview and Reporting (BEI)
13. Functional Simulation Exercises
14. Psychometric Testing as Assessment tools
15. Case Analysis as an Assessment tool
16. In-tray exercise as Assessment tools

Assessing certain types of Behaviour like 

(a) Assertiveness

(b) Leadership 

Designing an Assessment Exercise like 

(a) Case

(b) In-Tray Exercise 

Using Assessment Matrix Formats for ratings

Preparing an Assessment Report

Giving Constructive Assessment Feedback

Implementing an Assessment Centre

Relating Assessment with Development

Live cases of Assessment Centre for Competency Mapping 

Action Plan for Competency based HR management

PHASE- II: Hands on Assessment Experiences and Training (2-days) 

It is proposed that the trainers actually conduct an assessment on a sample of five candidates wherein the participants will be involved for actual experiences in assessing by actually doing assessment with a group of trainers.

Duration 

Phase I:  5 days 

Phase II: 2 days to cover five assesses/profiles/candidates.

Benefits 

The Organization will get: 

Cost effective tools to manage recruitment, promotions and appraisals.

An excellent way to manage talent

Eliminate wastage in talent acquisition and management

Higher levels of employees’ engagement.

Will be better prepared to implement more scientific compensation packages and other management policies. 

Needless to say, all the above will accrue tremendously to the bottom line and will add to the overall growth of the organization and to the individual participants. 

The participants will gain by learning: 

1. Profiling Behavior and Competencies.

2. Designing Exercises and using them.   

3. Observing and classifying behavior. 

4. To analyze and use Case Studies and games and other exercises.

That means participants will undergo: 

Very active involvement in interactive sessions employing a combination of presentations, exercises, case studies, video clippings, question & answers sessions, etc.

Methodology 

The program will use a mixed package of methods including In-Basket Exercises, BEI (Behavioral Event Interviews), Business Games, Psychometric tests, Business games, case analysis, etc. which are normally used in assessment centers.

Target Groups 

Team of Senior Managers/Managers etc. who are planning to or are in the process of developing competency-based system and want to get certified as assessors to create assessment and development centres for growth, competitiveness and profitability.

Faculty

You would be provided widely experienced faculty having combination of industry and academic world. Partial list of our associates is here.

http://www.salahkaarconsultants.com/Expertise.html