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The Development Center is a technology for assessing and developing personnel according to competencies.
If the Assessment Center ends with a report, then the Development Center begins with a report on the results of the Assessment Center.
At the same time, there are significant differences between the Assessment Center and the Development Center.
If the Assessment Center can, in principle, be carried out from start to finish by external experts, then at all stages of the Development Center, company leaders should be involved in the work.
Standard models are not used for the Development Center.
The purpose of the Development Center is to increase the efficiency of personnel development in the Company in order to solve specific strategic tasks.
Stages of the Development Center
Stage 1: Strategic sessions and focus groups with the company's management to develop the mission, strategy, targets, position profiles.
In this case, you should not get by with the choice of competencies from a ready-made library. It is necessary that those who will develop people according to competencies themselves develop the requirements for the position from start to finish under the strict guidance of an expert.
Stage 2: Development of personnel assessment technology at different stages of development.
This may be the Assessment Center, questionnaires, checklists and other assessment forms used in the process of assessing the effectiveness of training and development in the workplace.
Stage 3: Training of managers in the procedures for assessment and development of competencies.
This stage can be divided into two stages, it is possible to delimit the functions of what the HR department is responsible for and what the line managers are responsible for in order to increase the return on investment in human resources.
Stage 4: Evaluation
The most effective technology to start a project is the Assessment Center. Only in this case, the feedback to those being assessed is given by internal experts (managers, employees responsible for the assessment and development of personnel in the Company). Together they form plans for individual development and then contribute to their implementation.
Stage 5: Training and development of employees
The training and development of employees is accompanied by an assessment according to the Kirkpatrick model (a four-level model for assessing the effectiveness of training):
1. Reaction (emotional level) – emotional assessment of training by participants. Satisfaction with the training is the interest, attention and positive attitude of the participants, which is necessary for successful training (we use special feedback questionnaires).
2. Assimilation (level of knowledge) - shows what knowledge, skills, techniques and methods have been acquired by the participants of the training. We use a mini-assessment - modeling a working situation (role-playing a seller-buyer, difficult working situations, etc.) and evaluating participants in terms of using the knowledge gained during the training in their activities. Direct supervisors of employees, employees of the personnel department, etc. can be invited to this event.
3. Behavior (level of skills) - changing the behavior of a training participant in a work situation, applying the acquired skills to work conditions. This is a critical performance indicator because the underlying goal of training is to improve business performance by changing employee behavior in work situations. One of the ways to assess changes in the behavior of employees in the workplace is the use of questionnaires (checklists) developed in accordance with the requirements of the business process, which are filled in by the direct supervisor or clients in real time.
4. Result - measurable results are identified (for example, improved service quality, an increase in the cost of an average check, a decrease in wasteful expenses, an increase in sales, etc.). The company usually has data on key, integral business indicators, such as sales, profits, costs. It is clear that the training provided is not the only factor that affects these indicators, there are many other factors, both external and internal. And accurately measuring the contribution of training is quite difficult. It is important to take measurements of indicators for 2 months before the start of training and 2 months after completion of training.
Stage 6: Evaluation of performance indicators
Conducted on the basis of the principles adopted in the company, the most frequently assessed KPI (key performance indicators) of the employee.
Stage 7: Making managerial decisions, stimulating participants in the Development Center program.
The cost of services is discussed individually.
If you are interested, we will be happy to meet with you and tell you about our capabilities, experience and how we can be useful to you and together we will select the best methods to improve the efficiency of your Company.
You can contact us in any way convenient for you.