Development Centres
Developing Focused, Motivated People
How do you know your people are match fit?
The answer lies in Development Centres which are regarded as the
most objective, fair and challenging method of identifying how well
someone is performing, whilst at the same time identifying their
strengths and potential.
It is very rare during a busy working life that managers are given
the opportunity to take stock of themselves and review their performance.
The Development Centre approach provides an independent and objectively
assessed event based on work performance criteria, where individuals
are encouraged to diagnose their development needs by participating
in a series of exercises, ability tests and psychometric assessments,
supported by feedback from trained observers / assessors.
Although it can be seen as a challenging experience,
the purpose is always to help managers maximise their strengths,
minimise their weaknesses and identify hidden potential.
Benefits and reasons for having development centres
Match your existing employees' knowledge and skills to the changing
needs of your customers and your business
Identify individual strengths and development needs in relation
to key competencies
Encourage individuals to reflect on their own specific development
needs
Demonstrate commitment to development of staff whilst keeping a
clear focus on behaviours, knowledge and skills required by the organisation
Development centres should be part of a continuous
learning and development culture
Development centre outputs should complement and
support other continuous development activities, e.g. outputs from
regular one to ones, performance reviews, career development discussions
etc
Development centres are a cost-effective solution
to identifying development requirements for both the individual and
the organisation
Raise your game and that of your employees
Development Centre Design
Development Centres are specifically designed to meet organisational,
cultural and operational needs based on the essential skills, knowledge
and behaviours required to achieve personal and organisational goals.
The outputs confirm that there is the best possible match between
the needs and values of your organisation and those of your people.
Typically, individuals are taken through a series
of exercises, simulations and business scenarios. The outputs from
these activities are analysed against agreed criteria and performance
requirements and are fed back to the individuals by skilled, trained
assessors. Participants receive development feedback throughout the
event, culminating in a full feedback session at the end.
Assessment is usually line-independent and objective. Individuals
at the development centre are observed by trained assessors who normally
have no prior knowledge of them, thus ensuring performance observed,
what is seen and heard, is interpreted and measured against required
competence criteria.
We offer a range of flexible tools and services, including recognised
industry standard psychometric questionnaires and ability tests which
complement our exercises and give a rounded picture of the individual.
Development Centres can include:
- In-tray exercises, simulations,
business scenarios
- Written reports
- One to one role play
- Group / team exercises
- Psychometric ability tests
and personality questionnaires
- Development feedback throughout
the event
Development Centres designed and implemented for:
- Career development
- Graduate development
- Management development
- Succession planning, ongoing
development
Development Centre Services include:
- Designing appropriate and relevant
Development Centre exercises, simulations and business scenarios
- Planning and implementing Development
Centre programmes
- Analysing outputs of Development
Centres, providing clients with advice to enable them to make
an objective decision re individual and organisational development
requirements
- Psychometric assessment / ability
testing
Development Centre Skills Training Courses include:
- Assessor / Observer skills
training - 2
days
- Managing a Development Centre - 1
day
- Feedback skills training - 1
day
Related Services include:
- Undertaking job & performance
analysis
- Identifying job specific and
critical criteria - competency framework design
- Producing job specifications
- Planning and implementing the
logistics for running a development centre
Quote - "Having attended a Development Centre
(DC) as a participant, and receiving feedback on my performance
I was given the opportunity to return as an Observer/Assessor.
I can highly recommend both the Centre approach
and the observer training. As an operational line manager I
have been able to transfer the learning and the skills I gained
back to the workplace to the benefit of both myself and my
team"
Operational Line Manager |
 click
here for more details on Development Programmes
 I
want to know more about Development Centres >> Click
Here
|
