Assessment and Development Centres

Assessment centres are one of the most effective ways to select people for jobs, while development centres are an excellent way to measure the skills of job incumbents to identify individual training and development requirements.

We design and administer assessment and development centres. A registered work psychologist designs our exercises and we use psychometric tests that are valid and reliable. The behaviours and competencies which are most important are usually determined through a job or competency analysis prior to design.

Assessment Centres

Various combinations of exercises and other assessment methods like psychometric testing and interviews are used to assess particular competencies in individuals. Typically this involves job candidates completing a range of tailored exercises designed to simulate activities carried out in a target job.

Development Centres

Our development centres use a range of tailored exercises, simulations, tests and 360 degree feedback reports to assess the current knowledge, skill and ability levels of people within your organisation. From this uinformation you are then able to develop tailored individual plans for future development.

The development centre assessments may be based on:

• the competencies the organisation has identified as important for effective organisational performance and future leadership
• the knowledge, skills and abilities needed for effective change managers based on the Kotter change model
• a job analysis or competency analysis which we undertake to identify the critical job/work components for successful performance