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Assessment & Development Centres

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Development Centres are used by organisations who are interested in harnessing the talent within their organisation. They will aid both the employee and employer to understand who has what skills and attributes.
 
The Employer will actually understand who has what skills and attributes and the Employee will feel that they are actively developing their skills – not just talking about it.

Why Hold a Development Centre?

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An Assessment or Development centre may be used to offer an in depth personal planning process, to provide a framework for volume/graduate recruitment or to aid a downsizing strategy.


Suggested Format and Activities for the event.

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  • Several Candidates (4-12) observed together to participate in multiple exercises.

  • May include feedback from personality questionnaires.

  • Observation of actual behaviours made by trained observers.

  • Competency based interviews.

  • Analysis and presentation exercises either individually or in a group.

  • In-tray exercises.

  • Indoor or outdoor group simulation exercises.

  • Negotiation exercises.

  • Numerical and verbal reasoning tests.

  • Personality Questionnaires - For more information on this point click here

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Our consultants are accredited users of a range of personality testing tools that can be included in your development centre; such as:

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  • Occupational Personality Questionnaire (OPQ)

  • Myers Briggs Type Indicator (MBTI)

  • Belbin

  • Learning Styles

  • FIRO B

  • 16PF 

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For more information about psychometric testing Click here

 

Outcomes

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The outcome from a development centre is a balanced judgment on each delegate typically written up in a report and given to the attendee in a feedback session within two weeks of the centre. From this session a personal development plan is agreed.

People Vision HR are here to help so call us on 03454599710 or email admin@pvhr.com

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