Assessment Centres Design & Execution

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A distinctive Team Results Assessment Centre (AC) consists of a standardised evaluation of behaviour based on multiple inputs. Several trained observers and techniques are used. Observations about behaviour are made, from specifically developed assessment simulations. These observations are amalgamated by the assessors or by statistical assimilation process. Through discussion among the assessors a comprehensive accounts of behaviour and rating of it, are collated and ratified. The discussion results in evaluation of performance of the assessees on the dimensions/competencies or other variables that the assessment centre is designed to measure.

We, ordinarily, take up from the jobs that the assessees have to potentially perform and design our assessment centres on the competencies and the behaviours associated with those jobs.

We have successfully designed and executed ACs simultaneously at different geographical locations to maintain our scalability and quality with individual reports delivered to the organisation.

Golden Rule: Multiple Assessors; Multiple Tools

A typical assessment centre requires participants to complete several simulations/ exercises that test two or more performance dimensions. Job role analysis is used to develop both the simulations, exercises and the performance dimensions to ensure their job-relatedness. Our multiple assessors observe the behaviour of the participants, and ultimately collate their observations, evaluate the behaviours, and provide a score for related performance dimensions. The multiple tools are by design executed in  a way that each assessee is observed by a different assessor for each tool. This completely eliminates the scope of the assessor bias.

The  customised B/E Matrix is the key to designing and executing the Assessment Centre.

Multiple tools like Business simulation, Role-play, Case study, Group discussion, BEI (Behavioural Event Interview) specially customised for the Assessment Centre.

The  AC projects are headed and guided by Vijay Gupta who is certified in Occupational Testing Course and Occupational Personality Questionnaire Course for different levels – SHL- Surrey University of Surrey.

Development Centres (DC)

There are many similar elements to Assessment Centres and Development Centres. However we find it helpful to distinguish between the two as follows:

An Assessment Centre is best used as a process to discover talent, select new employees or identify promotion-ready candidates amongst current employees.

Development Centre looks to transform one’s talent, identifying potential and establishing individual objectives relating to development needs.

So, a Development Centre (DC) is more of an application of the AC

Our Methodology

‘Team Results’ works with you to create an Assessment Centre event that will include a series of exercises that mirror the likely situations and challenges that will be faced by the successful candidate.

We adopt a themed approach to engage the candidates and make the experience more realistic. Assessors observe, record and then rank participants. The process is robust, but with a practical approach that keeps things simple and focuses on your priorities:

  • Ensuring long-term cultural fit
  • Ensuring behavioural competence

Once inputs are received from the assessment, skill gaps identified, organisation benchmark determined then, based on the current challenges and gaps developmental initiatives are untaken. Interventions are developed, standardised, piloted and finally implemented. These could be a combination of classroom training, on the job coaching, psychometric assessments, mentoring etc.

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