Assessment & Development Centre

At Naman, we specialise in conducting customised and versatile Assessment and Development Centres that lend precision and effectiveness to your Talent Development practices.

The Assessment Centre & Development Centre Development (AC/DC)

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 Centre

intent is to assess or ‘TEST’ an individual on identified competencies
findings are used to take a selection or elimination decision

Development Centre

assesses an employee but with an intent to identify strengths and development needs
findings are used to design a detailed, personalised development plan

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.

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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:

identifying individual strengths and skill gaps to take recruitment or promotion decisions (usually for for middle, senior, or strategic position)
early identification of leadership potential
building a realistic career progression plan
succession planning

Some of the frequently seen advantages are:

provides talent information not otherwise readily available – when combined with conventional sources like CV, interview, performance appraisals, ACs can enable organisations to select the most qualified candidate for the job
greater acceptability of feedback amongst employees as DCs by nature are transparent, and therefore are seen as non-threatening and objective
provide scope for involving line managers to bring in continuous development while on ground

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The Naman Advantage

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 –

simulations designed to imitate real life environment of your organisation
business cases
live role plays
behavioural interviews
psychometrics
in-basket and fact-finding exercises
presentations

Our Approach

Stage 1

Preparation

Understand the purpose, context, and business objectives
Stage 2

Competency Mapping

Carve out essential competencies through personal interviews, focused group discussions, and validations from business/process owner(s)
Stage 3

Assessment

Assessors observe candidates in multiple simulations. Behavioural observations are systematically integrated to arrive at performance scores
Stage 4

Feedback

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.

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FAQs

What is the objective of an Assessment and Development Centre?

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.

What kind of tests/exercises are used in Assessment and Development Centre (ADC) and why?

A variety of exercises are used to measure competencies in various situations. Some of the tests/exercises that may be used are as follows:

Aptitude tests – to assess the intellectual potential of a candidate
Personality questionnaire – to understand the personality and/or motivational drivers.
Simulation exercises and role-plays– to measure problem-solving and decision-making skills.
Competency-based interview – to assess specific competencies.

What are the uses of Assessment and Development Centre?

The traditional use of the Assessment Centre/Development Centre includes, but is not limited to the following:

Identify the potential early
Assessing and developing potential “highflyers” and motivate them to stay with the organization.
Diagnose training and development needs
Establishing training and development requirements of individuals and providing them the tools required to perform better.
Recruitment and promotion
Assessing the suitability of both internal and external candidates for particular open positions that need to be filled.
Organizational planning
Identifying areas within an organization where skill deficiencies exist, so that consulted action can be taken to bridge the gaps.
Organizational development
Using it as a tool for employee development and team building that may initiate coaching and counselling interactions.