If the company plan to performe assessment and development activities, it is necessary to consider the assessment methods implementation or tailored instruments development, such as tests, questionnaire, development guidelines etc.
Face-to-face assessment
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Online assessment
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Assessment center is a structured procedure of watching people in the situations that are very close to those appearing at work, and assessment of their behavior in such situations.
During the assessment center a group of participants perform different exercises monitored by professional observers, who evaluate each participant in accordance with a range of predefined behavior examples (competencies) directly related to work. What is considered to be the right behavior and what is wrong is defined in advance. The decision on whether participants’ results meet the requirements is taken during the integral session (when all of the results are brought together) via analysis of all data.
The aim of the assessment center is to evaluate participants’ competencies objectively. It is mostly the exercises imitation day-to-day work situations that are imitated within assessment center, but it is also possible to include competency based interview and psychometric methods.
We recommend using the Business Exercise Catalog for Evaluation and Development Centers.
This is the most comprehensive catalog that includes a wide range of business exercises. The catalog contains exercises developed by the British company A&DC – one of the world leaders in the field of competency assessment and leadership development. The exercises were translated and adapted to Russian realities by Detech consultants.
A structured interview, evaluating the level of competency development via analysis of the real behavioral examples from professional and common life experience of the participant. Simple, high-technological and affordable assessment method.
Short series of question concerning the knowledge of the following:
DEEP Questionnaire
An instrument of complex personality assessment, tuned to Client’s competencies;
DEEP Drivers motivational questionnaire
Aimed to define the factors influencing the person’s motivation at work and inducing him/her to put maximum effort to fulfill his/her responsibilities, or demotivating him/her.
DEEP Integrity Questionnaire
Evaluates risks of fraud and unproductive behavior;
DEEP Safety Questionnaire
Evaluates risks of unsafe behavior (e.g. on production sites).
Competencies modelling is one of the most problematic areas is personnel assessment and development.
First of all corporate competencies model is the basis lying under most of the HR processes, and secondly it should be easy to use during the assessment via both special methodics (assessment center) and at work-place observation.
We suggest using “20 dimensions” competencies model for these aims (standard).
For those clients who want to elaborate the competencies for the whole company or for the certain positions we suggest a unique instrument for competencies model elaboration. |
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All specialists involved in assessment and development procedures may use “Pallette of competencies” in their work. Along with the competencies modelling it may be used in personnel recruitment and work efficiency evaluation.
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