PURPOSE AND BENEFITS OF AN ASSESSMENT AND DEVELOPMENT CENTRE - At - - PDF document

PURPOSE AND BENEFITS OF AN ASSESSMENT AND DEVELOPMENT CENTRE

• At leadership level is made an inventory of skills to determine those strategically

important for further development of the company. It creates the premises to align long-term organizational objectives with the development of management in order to achieve business objectives.

• For managers already appointed in the job that are in various stages of their career it

will be defined stages of their development based on company's skills and will be delivered personalized feedback designed to accelerate the leap into learning (faster than the training programs that could be exposed at without such an inventory of skills).

• For the managers with experience in the job that need an update of knowledge and

abilities in terms of skills required by the company

• For the managers that are in the succession plan, who will be trained specifically for

relocation or job advancement in an international or regional structure Our company has provided such services:

• Starting from the companies’ system of competencies and designing the set of

activities for the assessment and development centre using specific tools/methodologies (Siemens, Petrom, Alstom, Holcim, Wurth, Cefin, E.On Moldova, Asesoft, Romastru, Alro, Fileni Italia, Marquardt, TCCIFER, Plastipak International).

• Consulting services for refining and improvement of the evaluation process, train

managers regarding the evaluation of performances and competencies (Bancpost, Prutul), as well as designing the performance management system. (Cefin,Tarom).

• As a local provider on a specific formula of the international group that has local
• perations in Romania, based on training received from the client company so as to

ensure consistency and integration in the multinational company (Pirelli, VIG prin ITO Vienna , Henkel).

TOOLS AND METHODOLOGIES TO BE USED

Summary of techniques and tools that we intend to work with:

• 1. Emotional Capability Profile ™ - determining the potential development of leadership

capacity from the current state of using emotional intelligence capabilities that have an impact in the act of leading

• 2. Situational interview - in order to identify the vision of leaders and career-related

aspirations

• 3. In tray exercises – is making an inventory of abilities putting the managers in

situations outside normal working environment

• 4. Fact finding exercises - aims to analyze a series of behaviours related to the decision

making process and to solve a specific problem / situation by asking the right questions

• 5. Role play - to identify a series of competencies and the quality of interaction process

in order to reach a solution

• 6. Group Exercise - is very valuable through the dynamics it creates in a simulated

interaction, participants can demonstrate naturally their leadership capabilities, negotiation, management of ambiguous situations or conflicting situations.

• 7. Presentation -

Each participant will receive an individual report, an individual feedback session with a specialized consultant to go through the report and explain the results and also the interpretation of the report and a development plan designed for priority development actions. Note: All exercises will be specially designed to capture the behaviours of established competencies.

EXAMPLE FOR ORGANISING AN ASSESSMENT AND DEVELOPMENT CENTER

These instruments will be assembled in 1 day working session with three consultants and five or six participants.

hour min C1 C2 C3 C4 C5 9.00 - 9.15 15 In tray In tray Interview senior consultant 1 Role Play consultant 3 + assistant Interview senior consultant 2 9.15 - 9.30 15 9.30 – 9.45 15 Fact finding consultant 3 10.00 – 10.15 15 10.15 – 10.30 15 10.30 - 10.45 15 Interview senior consultant 1 Interview senior consultant 2 Role Play consultant 3 + assistant In tray In tray 10.45 – 11.00 15 11.00 – 11.15 15 Fact Finding consultant 3 11.30 – 11.45 15 11.45 – 12.00 15 12.00 - 12.15 15 Lunch break 12.15 – 12.30 15 12.30 – 13.00 15 13.00 - 13.15 15 Preparation for group exercise Role Play consultant 3 + assistant In tray Interview senior consultant 1 Fact Finding consultant 2 13.15 – 13.30 15 13.30 – 13.45 13.45 – 14.00 14.00 – 14.15 15 15 15 14.15 – 14.30 15 Fact Finding consultant 3 Role Play consultant 2 + assistant

14.30 - 14.45 15 Fact Finding consultant 3 Preparation for group exercise 14.45 - 15.00 15 15.00 – 15.15 15 15.15 – 15.30 15 Role Play consultant 3 + assistant 15.30 – 15.45 15 15.45 - 16.00 15 Group exercise 16.00 – 16.15 15 16.15 – 16.30 15 16.30 – 16.45 15

COMPETENCIES ANALYZED BY EACH EXERCISE

Each tool can measure a series of competencies depending on the content. The instruments that will be specially designed for the client company will look at those specific competencies that the organization wants to inventory.

In tray:

• Business acumen
• Decision quality
• Problem solving
• Managing ambiguity
• Innovative management
• Strategic ability
• Setting priorities
• Organizing
• Planning and time management
• Delegating
• Communicating, informing
• Process Management
• Action oriented
• Customer focus

Role play

• Communication
• Decision Making
• Problem solving
• Setting priorities
• Developing others
• Delegate
• Informing
• Labour Management
• Conflict Management
• Action oriented
• People oriented
• Customer focus
• Managing diversity
• Understanding others
• Negotiation
• Team Building
• Listening
• Building trust

Fact finding:

• Decision Making
• Communication
• Judgment
• Problem solving
• Creativity
• People oriented
• Conflict Management
• Customer focus
• Integrity and trust

Group exercise:

• Business acumen
• Decision quality
• Problem solving
• Team spirit
• Innovative Management
• Establishing priorities
• Organizing
• Planning
• Time management
• Managing others
• Process Management
• Conflict Management
• People oriented
• Action oriented
• Result oriented
• Customer focus
• Negotiation
• Integrity and trust
• Listening

The interview can be structured to consider any proposed competence.

INDIVIDUAL REPORT

Individual report will have the following sections:

• 1. Internal policy guidelines regarding the use of information from the report
• 2. Success factors and definitions – Siemens competency model
• 3. Individual overview: general description of personal profile, strength and limitations,

recommendations, developmental issues

• 4. Suggestions for management
• 5. Scoring for competencies and graphic summary, explanations for each of the competencies

in terms of assessed behaviours. Ratings: candidates will be rated for each of the competencies above using a scale from 1 (LOW) to 5 (High). Scores of 3.5 or above indicate areas of strength, scores of 2.5 or below indicate areas of development.

• 6. Details and recommendations related to areas of development

Reporting will be in English or Romanian.