THE ROLE OF ASSESSMENT CENTER

FOR CIVIL SERVICE PLACEMENT

BY:RAHMAT SUPARMAN

ASSESSOR IN NIPA’S ASSESSMENT CENTER

THE MAIN POINTS

BACKGROUNDASSESSMENT CENTER METHODBRIEF PROFILE OF NIPA’S ACUSING COMPETENCY PROFILE FOR EMPLOYEE’S PLACEMENTFUTURE CHALLENGES

BACKGROUND Efforts in reforming Indonesian public sector human

resource management have been started recently by implementing the concept of competency-based human resource management (CB-HRM) in several central government institutions.

Essentially, the implementation of CB-HRM requires leaders of these institutions to consider employees’ competencies as the main reference in employees’ placement, compensation, promotion, development and retirement.

BACKGROUND• Assessment Center unit is essential in CB-HRM

implementation, since this unit is assigned to carry out the process of assessing civil servants’ leadership competencies to produce the employee’s competency profile.

• This employee’s competency profile will then be used as the main information for employees’ placement, development, promotion, or even retirement.

WHAT IS ASSESSMENT CENTER?

Multi methods / simulations

Using standardized technique

Multi-assesors / raters

To produce comptency profile

Clear competency standard

Assessment Center (AC) is firstly introduced as a method to measure and assess employees’ leadership competencies, based on the principles of :

ASSESSMENT CENTER

THE OBJECTIVES OF ASSESMENT CENTER

• Assessing leadership competencies of managers / employees.

• Creating leadership competency profile of all managers / employees.

• Providing information for top leaders to use this competency profile as the basis for implementing “the right person on the right job” principle.

6

BENEFITS OFASSESSMENT CENTER

AC

Basis for employees’ development

programs: such as training, coaching,

mentoring

Basis for Performance management(Job target and performance

appraisal)

Basis for remuneration

programs(incentives based on competencies and

performances)

Basis for employee’s

promotion and rotation

HR COMPETENCY

PROFILE

PROFILE OF ASSESSMENT CENTER

UNIT IN NIPA It is established in 2010The main tasks is to manage (planning, organizing, monitoring and evaluating) the process of assessing civil servants’ competencies both for NIPA’s employees and for other government employees.It is provided with modern facilities to monitor and record all employees’ activities during the assessment process.

SERVICES OF ASSESSMENT CENTER UNIT

Assessing leadership competencies for supervisors, managers, and directors.Assessment for talent pool management Psychological tests services to measure employees’ potentialsAssessor workshops and trainingsAssessment simulations workshops and trainings

SARANA DAN PRASARANAFACILITIES OF ASSESSMENT CENTER UNIT

OUR CLIENTS…

Ministry of Public Work, Center for Training and DevelopmentRiau Island ProvinceCity of South Tangerang in BantenRegency of Bantaeng in South SulawesiCity of Bandung in West JavaRegency of Bekasi in West JavaSouth Sulawesi Province

THE ROLE OF ASSESSMENT CENTER IN EMPLOYEES’

PLACEMENT

SETTING THE COMPETENCY STANDARD FOR THE

JOBS / POSITIONS Before conducting assessment process, the organization must set up the competency standard for the positions / jobs.This standard should be clearly defined and approved by the top leader of the institution.This standard is used as the benchmark for the assessor and assesse in the assessment proceces.

EXAMPLE OF COMPETENCY STANDARD

NO LEADERSHIP COMPETENCY

LEVEL OF COMPETENCY1 2 3 4 5

1 CONTINUOUS LEARNING

2 CUSTOMER FOCUS

3 TEAM WORK

4 PLANNING & ORGANIZING

5 STRATEGIC THINKING

POSITION : TRAINING MANAGERREPORT TO : TRAINING DIRECTOR

THE ASSESSMENT PROCESSES

Once the standard is set up, the assessment center unit and assessors are preparing the assessment simulations as the instruments to measure employees’ competency.Simulations include:

1. Problem analysis2. Leaderless group discussions3. In Basket Exercises4. Presentation

ASSESSORS’ MEETING

The result of assessment is the employee’s competency profile, which show his or her capabilities in executing managerial tasks in his or her unit.This information is discussed and analyzed by the assessor in the assessors’ meetingAssessors then write assessment report which is conveys employee’s level of competency.This report is called competency profile

EXAMPLE OF COMPETENCY PROFILE

NO LEADERSHIP COMPETENCY

LEVEL OF COMPETENCY1 2 3 4 5

1 CONTINUOUS LEARNING

2 CUSTOMER FOCUS

3 TEAM WORK

4 PLANNING & ORGANIZING

5 STRATEGIC THINKING

ASSESSEE : JOHN TOORCURRET POSITION : ACADEMIC SUPERVISOR

COMPETENCY STANDARDEMPLOYEE’S CURRENT COMPETENCY

THE FOLLOW UP OF THE ASSESSMENT RESULT

Based on the assessment result, the top leaders can decide whether to place the employee in the position or not, based on his or her competency profile.

It is recommended that the competency profile is used as the basis for the employee’s placement, as well as other considerations.

THANK YOU…