HR and L&D Development Centre EMIC TRAINING

Transcription

1 HR and L&D Development Centre EMIC TRAINING

2 Why are we doing this? Part of the HR Transformation Project Identifying the strengths across the team Identifying the individual and team development areas Identifying the dynamics of the team to encourage more effective team working (silos?) Future focused, looking at what skills we will need to be business partners moving from transaction to more transformation

3 What are we going to assess? Developed a HR Competency Structure that is behaviour specific Reflects the three values of BAPCO Identifies a behaviours that would suit the transformation process Identifies behaviours that would assist the principle of being partners and not service providers to the business Ambitious but realistic Internally checked and signed off

4 What are we going to assess? Enterprising Trusted Committed Solves Problems Builds Relationships Resilient to Pressure Ambitious & Driven Supports Others Supports Change Thinks Creatively Encourages Performance Delivers On Time

5 What are we going to assess?

6 Principles of a Development Centre Designed to help an organisation understand the strengths and capabilities of a team and the individual Designed to be achievable by all who take part Activities are designed to challenge not be impossible Designed to measure the competency structure Designed to provide a balance between objective not subjective data Designed to enable meaningful reporting and to create individual development feedback

7 Designing the Development Centre? Swift Comprehension Aptitude Islands of Opportunity Professional Styles Questionnaire MBTI Questionnaire Verbal, Numeric and Error Checking Assessment to test the candidates ability to process data and information quickly in order to solve problems Team Game to assess interpersonal skills, ability to influence others, work collaboratively, develop solutions and share knowledge Psychometric Assessment to understand personal preferences and preferred ways of behaving linked to the values Psychometric Assessment to understand individual type and group cohesion

8 Ability Assessment 1 Swift Comprehension Aptitude 10 - minute test measures critical reasoning through short verbal (4 min), numerical (4 min) and checking (90 seconds) sub-tests. It is designed for operational, commercial, customer and administrative staff at apprentice or entry-level.

9 Ability Assessment 2 Islands of Opportunity 1 hour team game where 4 pairs work to solve a common problem of sharing resources across an island based on competing objectives Measures communication, teamwork, negotiation, leadership and creativity

10 Personality Assessment Saville Professional Styles Online personality questionnaire 216 items, 40 minutes (approximately) 4 main areas Thought, Influence, Adaptability and Delivery 12 sections 36 dimensions

11 Saville Professional Styles

12 Team Personality Assessment MBTI Myers Briggs Type Indicator Online personality questionnaire 30 minutes (approximately) 4 main areas Energy, Gathering Information, Making Decisions and Approach to the World 8 facets of personality 16 personality types

13 MBTI

14 Approaching the Assessments Do your research so you know what you are going to be doing You can practice the ability assessment beforehand so you know what kind of questions you will be asked Be honest about yourself when answering the personality questionnaires don t try and paint a picture of who you would like to be Take your phone and you can use it as a translator as the assessments are in English

15 What happens afterwards? Results are linked to the competency framework Group results are analysed to identify common areas of strength and areas of development Group training activities are recommended Individual reports are produced for all assessments showing how you performed versus your colleagues Individual areas of development are suggested Encouraged to sit with Manager and go through the report together

16 Any Questions?