Discover and develop Talent
Development centres apply the same methodology as an assessment centre, but are performed in a different setting. Well applied they have a positive impact in your organisation.
Given the purpose is development, the atmosphere is open and constructive yet sufficiently challenging and stretching.
It is an excellent way to evaluate employees against the organisation's competencies.
They are the perfect starting point for a focused development plan.
Why a development centre?
Failing to provide people with development opportunities will ultimately make them look elsewhere.
It provides both parties with an objective insight into the strengths, development areas and ambitions.
People acquire a better insight into their capabilities and needs.
They often lead to better Performance results.
Development is the new hiring
Of millenials say development opportunities determine their career decisions (Gallup/ATD)
Of employees claim they would stay longer in a job if the organisation invests in helping them learn(Paycor)
How it works
Analyse and decide on the functional and competency requirements for the DC.
Define the required tests and exercises, the self-assessment and plan the DC.
Organised in an open constructive setting, a DC should be a positive experience.
The employee receives a detailed feedback on the findings & recommendations.
The conclusions are drafted in a report that is discussed with all the stakeholders.
A development plan is drafted between the manager, the employee and the assessor.
Installs a culture of continuous learning.
Improves your retention rate
Enhances the capabilities of your talent pool
Objectifies the assumptions on potential and capabilities
Leads to better performance