Development Centres
Assessment and Development Centres are structured events containing a series of exercises with objectives and observation of competencies to produce the required outcome - either a decision on recruitment or areas for development.
The Theory
The best method of predicting future job performance is to ask the individual to carry out a set of tasks which accurately sample those required in the job and areas as similar to them as possible. The particular competencies used will depend upon the target job but will typically include e.g., relating to people; resistance to stress; planning and organising; motivation; adaptability and flexibility; problem solving; leadership; communication; decision making and initiative.What Are the Differences Between Assessment and Development Centres?
Both types of centre involve assessment and only differ in the end use of information obtained, i.e., one for selection and one for development. It is impossible to draw a line between assessment and development centres as all centres lie on a continuum somewhere between the two extremes. most assessment centres involve at least some development and most development centres involve at least some assessment.What is a Development Centre?
- A Development Centre is designed to give you the opportunity to develop an understanding of your own behaviour and how it impacts on others, to influence a successful outcome.
- Following each exercise the participants will be given the opportunity to discuss the behaviours that were observed during the exercises with a view to modifying their behaviour and maximising their strengths.
Why do Organisations Value Development Centres?
- Identifying development areas of individuals
- Constructive areas requiring additional development
- The objectivity that Development Centres provide
- Observed evidence to justify recruitment decisions. This verifies a fair recruitment process has been used.
What is an Assessment Centre?
- An Assessment Centre is designed to provide additional information in order for an organisation to make selection decisions.
- Information recorded during the centres is scored and objective decisions are assessed against the competencies.
Why do Organisations Value Assessment Centres?
- The opportunity candidates have to observe their behaviour
- The objectivity used to select the successful candidate.
What centres have GlobusHR designed?
- Graduate Assessment Centres
- Senior Manager Assessments
- Leadership Development Centres
- Identifying High Potentials
- Graduate Development Events
How is a Centre Designed?
Designing an Assessment or Development Centre is different for each client, and the best practice approach is highlighted below:To ensure the Centre (Assessment or Development) is run smoothly a structured timetable is designed which shows participants and observers the order of the event.
By including group exercises during the day, this allows individuals the opportunity to display behaviours linked to the organisation's competencies.
Trained assessors observe the participants' behaviour and qualify their findings within strict guidelines. Assessors record evidence that the participants display to allow for constructive feedback and assessment.
Who Can Be an Assessor?
GlobusHR consultants are all qualified Assessors and all have extensive experience in observing on Assessment and Development Centres.Observer training can be given to your team to allow them to observe at future events. This increases flexibility for you and also reduces the cost of running future Assessment and Development Centres.
Which Psychometric Tests are used
- Aptitude and ability tests - usually numerical, verbal and logical reasoning
- A measure of personality and values using a variety of recognised tools.
How Can I Get More Information?
Contact GlobusHR to arrange a meeting to discuss how Assessment and Development centres will help the success of your organisation.For further information, please contact our team on 0870 4464 360 or email us on centres@globushr.com.