COURSE OVERVIEW

Assessment centers are regularly conducted by large organizations with leading people practices to identify, develop, place and promote talent. Assessments are conducted by observing a participant’s performance when placed in a simulated professional situation in an otherwise unfamiliar business environment. An assessor plays a pivotal role in undertaking assessment of organizational personnel and fostering these are conducted in a fair, objective, professional and unbiased manner.

The role of an assessor is often played by external consultants, HR personnel, line managers outside immediate team, managers, etc. An assessor’s evaluation has significant implications on critical organizational decisions spanning across recruitment, placement, career pathing, high-potential (Hi-Po) identification, development planning, succession planning and promotions. This requires specialized know how in utilizing related tools and evaluation techniques, understanding of the business context and personality types and an unbiased approach.

COURSE OBJECTIVE

• Explain the key principles of Assessment Centre’s
• Identify different types of Assessment Centre Exercises and the competencies typically assessed
• Describe the components of a typical Competency and recognize appropriate positive and negative behavioral indicator
• Demonstrate their ability to complete the Behavioral Assessment Process effectively for a variety of Exercises
• Prepare and present their candidate data in accurate behavioral terms, supported by relevant examples for inclusion in a data integration discussion
• Write a candidate report outlining strengths and development needs against individual Competencies and Exercise Types
• Prepare for and run a face to face feedback session

SKILLS AREA

• Competency Assessment Skills – questioning, listening, observation and reporting
• Assessment centre/Development centre – process, methods and techniques
• Individual Development Plan – L & D Intervention
• Interpersonal relationship skills to build trust
• Decision making – right candidate for the right job, promotion, succession
• Report writing – Profiling to match candidate to the job