Assessment & Development Center

APPROACH FOR ASSESSMENT /DEVELOPMENT CENTER

Phase 1 : CONTEXTUAL STUDY / SENSING EXERCISE

• A sensing exercise shall be carried to understand the culture-context, functions and business goals of an organization.  We need to study the leadership model commonly used for organization so that the inputs can be integrated to form the competency model. In the sensing process, team will go through the Job descriptions for the roles/ levels. designation/departments.

• Further, we would study the existing documents such as Organogram, samples of KRA /KPIs and have an interaction with Role Holders and Seniors; HR and other key personnel to understand business and organizational set-up, goals, vision, mission, strategies and its linkages to effective and superior performance.
• Sensing exercise will focus to finalize the Organizational, Level, Functional/Technical & Behavioral Competencies that are expected in the identified levels. Further, organizational future plans can be linked to the training and development initiatives.
• The information gathered from the sensing exercise will be used for:

• Understanding the function and the role
• Preparing the competency model
• Listing the competency (organizational, Level, Functional/Technical and Behaviour
  al) for the specified levels
• Psychometric test & reports for various levels.
• Designing the appropriate tools for Assessment–Development Centre for the participants

Phase 2: COMPETENCY MODEL AND COMPETENCY DICTIONARY

A competency model based on the information gathered from the sensing exercise for the various levels shall be framed. The competency model will be the framework for identifying the Organizational, Level, Functional/Technical and Behavioral Competencies under each categories. Identifying or listing the competencies for each of the levels.

In addition to this, we will engage in preparing the competency dictionary which will be done using the following process :

• Definition of Competencies: Based on the inputs collected, will arrive at the Operational definitions for each of the Organizational competencies,Level Specific Competencies, Functional /Technical competencies and Behavioral competencies.
• Evolving Behavioral Indicators: Behavioral Indicators would be defined for identified competencies.This would be classified into four levels – Basic, Intermediate, Proficient, and Expert Levels with their descriptions. If required we can customize the proficiency level based on input received by the management.
• Evolving Positive and Negative Behavioral Indicators : In addition to classification of the behavioral indicators into the four levels such as Basic, Intermediate, Proficient, Expert for a given role

Phase 3: OUR APPROACH TOWARDS COMPETENCY MAPPING OF INDIVIDUALS AT

VARIOUS CATEGORY:

ASSESSMENT-DEVELOPMENT CENTRE (ACDC) TOOL DESIGN

Keeping in mind that there are different levels of participants being assessed, we will design the appropriate and relevant tools.

Psychometric Tools will be linked to the expectations at every level and a template would be created to match the individual assessment scores to the expected scores. A person – job fitment would be drawn out based on this. The recommendations for the expected benchmark would be set by the management & expert based on the understanding and would be vetted by the management.

In addition to the Psychometric tool, the ADC will include any three to four of the following tools:

1. Group Simulation

2. Group Discussion

3. Competency Based Interview

4. Role Play

5. Aptitude Test

6. Case Study

7. Case-let discussion

8. Scenarios

9. In-basket Exercise

10. Management Game

11. Situational Analysis

Position-competency- tool matrix will be submitted to the management for Validation. Weightages would be assigned to each tool against the competencies and also weightages will be given for the competencies covered under the model. The weightages will help in rank ordering the people against their current proficiency. One set of tools is only required for the current requirement.

Phase 4: ASSESSMENT - DEVELOPMENT CENTRE CONDUCT PRE – WORK: ONLINE PSYCHOMETRIC QUESTIONNAIRE

The Purpose of this exercise is to identify the performance and potential of each member as perceived by self. The result of the test will be then compared to that of the ADC report which highlights the demonstrated behaviour under varied conditions. This helps the person to accept his/her self perception as compared to the demonstrated behaviour. Also such exercise at times helps to highlight the reasons as to why an individual behaves in a specific manner. The ADC sessions will be conducted with a total of 3 to 4 tools with each Competency

being assessed by a minimum of two tools. Each tool is to be scored on a 1 to 4 proficiency level where participants will be categorized as per one of the following: Basic, Intermediate, Proficient, and Expert.

Phase 5: DATA ANALYSIS, REPORT GENERATION & FEEDBACK

A concise Individual Assessment Profile will be provided highlighting key strengths and gap areas of each participant. The report will give managers a view of current proficiency level as compared to the expected level (required) of the individual participant.

The gap between Current and Expected will help in charting the Development plan for the individual and giving them the opportunity to equip themselves and align themselves to the needs of the organization.

These reports would highlight the strengths and development area of the individual in the identified competencies at their level. The report can help the management in making further decisions on the high potential performers and their career development, potential analysis, promotion, etc.

Feedback will focus on understanding the critical competencies to improve in the next one year and facilitating them in choosing the best strategy for development. The individual development plan (IDP) created during the feedback would list the internal stakeholder who will support the participant in their development process.

Consolidated Report: A collated document with participants’ performance on each tool or

competency, with the overall ratings. The Report would be generated for each Level and

presented to the Management for making further decisions using the results.

Author: Prerna Thakur