assesses employee capability using multiple techniques like simulation, psychometric test, and exercises for a variety of human resource activities including recruitment, selection, promotion, training and development, succession planning, and more.
An Assessment Centre is different from a Development Centre. You may use one of the two tools depending on your goal.
Assessment and Development Centres are amongst the most objective and accurate methods of identifying managerial and leadership competence.
Get details about how your organisation can benefit by using it effectively.
Over the years, the Assessment and Development Centre methodology has become increasingly popular owing to its accuracy in evaluating and predicting managerial competencies in a transparent manner. Additionally, it offers a level-playing ground for people from different functions and domains.
Some of its popular uses include – but are not restricted to:
Some of the frequently seen advantages are:
Having assessed nearly 7000 individuals world wide, we can certainly boast of our expertise in this space.
We engage closely with you to understand business objectives and then align every element to your competencies and established goals. Our team of certified assessors and experts is trained to deploy a variety of assessment tools ranging from –
Understand the purpose, context, and business objectives
Carve out essential competencies through personal interviews, focused group discussions, and validations from business/process owner(s)
Assessors observe candidates in multiple simulations. Behavioural observations are systematically integrated to arrive at performance scores
Findings compiled in a score card that outlines feedback and actionable
The evidence and research based approach of Assessment and Development Centre at Naman has empowered clients to develop some of their most transformational leaders.
Are you ready to take your managerial potential to the next level?
The main objective of an Assessment and Development Program is to assess and develop the existing and/or potential competency of individuals to perform in the targeted level/function.
The focus is on systematic and objective identification of individuals’ capabilities for the purposes of placement, selection, development, promotion, succession planning, career management and training.
A variety of exercises are used to measure competencies in various situations. Some of the tests/exercises that may be used are as follows:
The traditional use of the Assessment Centre/Development Centre includes, but is not limited to the following:
Can’t wait to implement an Assessment and Development Centre efficiently for your top performers?
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