Assessment / Development Centre
Assessment centre (AC)
– assessment centre is offered to our clients especially in selection processes as an additional method of effective assessment of candidates' over-professional potential. With this method we are able to reveal the qualities of candidates (whether these are their strengths or weaknesses) in more extensive context, in comparison with standard selection interview. Candidates are considered in accordance with requirements and competencies determined for casted job vacancy. The outcome of AC can be also used for targeted setting of adaptation process of the employee. In practice, AC verified itself as the effective method for decreasing of employee turnover.
Assessment centre contains:
- Diagnostic assessment of candidates
- Structured interview
- Model situations
- Feedback - upon agreement with client
- Presentation of results to the client + final report
Recommended duration: 1 day
Development centre (DC)
– development centre. This method is focused on assessing the over-professional potential of evaluated participants. Apart from that, it focuses also on development of conditions and skills of participants. It is often used as a source of information for employers about wider exploitation or revealing of hidden potential of their employees. Based on this potential, it is possible to increase the flexibility of labour force. DC is an excellent tool for effective set-up of process of employees' education and efficient usage of investment resources. After certain period of time (1 - 2 years), evaluation is repeated. Employees' personal growth, potential and skills development are compared, his/her further heading and direction, development and career planning is being set up.
Development centre contains:
- Diagnostic evaluation of candidates
- Structured interview
- Model situations - individual and in groups
- Feedback to the DC participants
- Presentation of results to the client + final report
- Recommendations for further development of potential of participants
Recommended duration: 2 days
Personnel screening/auditing (PS/PA)
PS/PA creates a substantially and time-limited space for evaluation of selected competencies of participated candidates. By means of selected methods, strengths and weaknesses as well as potential limits for position performance are considered. They are often used as a tool for mapping the atmosphere in the company. Moreover, they can reveal unsolved problems, which influence the behaviour or performance of employees.
It contains:
- Diagnostic evaluation of candidates
- Structured interview
- Model situations in case of PA
- Feedback to participants - upon agreement with client
- Presentation of results to the client
- Final report + proposal of actions and recommendations
Psychological diagnostics
Based on pre-selected psycho-diagnostic methods and questionnaires, the candidate evaluation is focused on selected personality conditions, characteristics and features. There are preconditions of his/her further career development or successful profession application mainly evaluated.
Recommended duration: 1 - 3 hours
By selected methods, there is a possibility of online execution.
