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Concept note

Holistic Approach to Development at (co. name)

In Collaboration with : Empower Activity Camps Pvt. Ltd.

ASSESSMENT CENTRE / ASSESSMENT CENTRE / DEVELOPMENT CENTREDEVELOPMENT CENTRE

A holistic Approach to T&DA holistic Approach to T&D

2

ASSESSMENT CENTRE / DEVELOPMENT ASSESSMENT CENTRE / DEVELOPMENT CENTRECENTRE

A unique integration of A unique integration of

PsychometricsPsychometrics

and and

experiential learning initiative byexperiential learning initiative by

EMPOWER ACTIVITY CAMPSEMPOWER ACTIVITY CAMPS

&&

THE MENTORSTHE MENTORS

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T & D : A Concept Note

Holistic approach to Training & Development : a) Clarity wrt Organizational direction / long range

plans b) Mapping future man power needs – review how

the current team can fit in / manpower procurement from outside to fill the gap

c) Review development needs of existing teammates

d) We help you define competency model that can assist in present review plus helps define the standards for manpower procurement / maintenance / retention and overall management

4

T & D : Concept Note

Holistic approach to T&D : continues …e) Developmental needs analysis through Assessment /

Development center f) Arriving at gaps related understanding – profiling individual

teammates – arriving at individual gaps and gaps at the organizational level – identify areas where T&D initiatives can make a difference – identify other initiatives that will create conducive environment and climate to support the developmental agenda

g) Post assessment one to one feedback to concerned employees plus overall observations and suggestions for way forward

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T & D : Concept Note

Holistic approach to T&D : continues …h) T&D plan and schedule i) Implementation of T&D and other developmental initiativesj) Mapping effectiveness of these initiatives at a defined interval

Again identify the gaps and carry forward….

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T & D : Concept Note

Step 1 : Defining competency model : creating customized model of requisite competencies : Time frame 1 full day - AC / DC is a process, not a place where it is assessed

Step 2 : Identifying key competencies to be assessed during assessment center – deciding the level / intensity of competency required

Step 3 : Identifying the tools for mapping competencies : for example :

- Psychometrics - Management Game -Role play - Group discussion - Case study - In basket - One to one presentation - Behavioral Event Interview - Problem solving discussion etc.

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T & D : Concept Note

The Assessment CycleThe Assessment Cycle

Plan the assessment

Prepare the candidate

Conduct the assessment

Give appropriate

feedback

Record and report the results

Review the assessment

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T & D at (co. name) : Concept Note

Assessment Center : Basics : Usually conducted for two to three days Ideal group 12 – not more than 15 at a time Per assessor not more than three participants Exclusive uninterrupted place for conducting assessment

center Infrastructure - Minimum two rooms – total three rooms if

15 participants Need to organize for printer, LCD projector, other material

for management game - residential assessment center ideal

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T & D : Concept Note

Various uses of Assessment : a) Selection, placement b) T&Dc) Career exploration and guidance d) Career progression, self development e) Talent management & retention f) Performance evaluation g) Skill audit of employees

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Project Summary & Time Frame : Estimation

Project summary & Time frame : (incl. on site and off site work) Competency model : mapping competencies : three days Identifying competencies and assessment tools : three days Process validation at our end : three days Pre assessment preparations : three to four days Assessment center for two days followed by BEI on the third day Data compilation, analysis, reporting : 12 – 15 days Presenting report to management : half a day Post assessment one to one feedback : two days Concluding feedback and deciding way forward with the client :

half a day Support you in conducting gap bridging initiatives – on going Support you with Training effectiveness measurement – on

going

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AC / DC in action

12

AC / DC in action

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AC / DC in action

Actions at your end

Once you agree on the basic frame work, you need to do the following :

a) Identify senior / top team to participate in “Competency Modeling” workshop – the team will arrive at Competency Model

b) Select group/s for Development / Assessment experience (not more than 15 at a time)

c) Logistics for execution of DC / AC d) Validate results e) Validate Development plan at individual / functional /

organizational level f) Validate criteria for effectiveness measurementg) Administration of learning / development events h) Validate outcomes