THE ROLE OF ASSESSMENT CENTER

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2 THE ROLE OF ASSESSMENT CENTER IN HUMAN RESOURCES STRATEGY KONGRES NASIONAL ASSESSMENT CENTER INDONESIA 2015 Bandung, 15 September 2015 Prepared by SJAHRUL

3 WHAT ARE WE LOOKING FOR?

4 ORGANIZATION PERFORMANCE MODEL 4

5 PERSON FACTORS PERSON PERSONALITY EXPERTIES MANAGERIAL 5

6 ASSESSMENT TOOLS Personality-based Assessment Knowledge-based Assessment Behavior-based Assessment Personal Capabilities & Values Professional Qualification Managerial Competencies Psychometric test Test: - Written - Observation - Interview On Technical Competency - Assessment center - B E I - Job Simulation 6

7 COMPETENCY

8 Competency is a word used in every day life to refer to the person s ability or capacity to undertake a particular task Competency approach focuses on what the person can do rather than what the person knows Competency is observable behavior not espoused behavior 8

9 Competency is not performance. Competency is a state of being, a qualification to perform. Briefly, competencies are all about being qualified to do a particular work, while performance is all about results of the actual work. 9

10 COMPETENCY DEFINITION : A combination of observable and applied knowledge, skills and personal attributes that create competitive advantage for an organization It focuses on how an employee creates value 10

11 In practice, these Competency Catalogue and Competency Profiles then will be used as assessment instruments within the organization. 11

12 MANAGERIAL TOP MIDDLE LOW TECHNICAL 12

13 ASSESSMENT CENTER

14 A method of assessing individual potential to handle future responsibilities through the use of behavioral simulations that measure an assessees abilities compare with criteria managerial effectiveness A variety of testing techniques designed to enable participants to DEMONSTRATE, under standardized conditions, the competencies that are most essential in a given job. 14

15 INTEGRATED HUMAN RESOURCES MANAGEMENT SYSTEM

16 Vision, Mission & Strategy Organization & Culture Core Competencies Human Resource Competency the most critical organizational resource which needs to be developed continuously Organization Strategic Objective 16

17 ORGANIZATIONAL VIEW FUNCTIONAL VIEW HR STRATEGY Recruitment, Selection & Vision Mision Core Competencies Employee Competencies Assessment Assignment Reward Strategy Development Performance Management HR INFORMATION SYSTEM 17

18 STRATEGIC REQUIREMENT COMPETENCY MODEL AS A PRIMARY BASIS FOR HUMAN RESOURCE DECISIONS MAKING Competency Model Required Role, Skill Contribution Assessment Need for Development Personnel Decision Training & Development Recruitment Rotation Promotion Current Role, Skill Contribution Compensation & Benefit Transfer Succession, Talent Management and Career Mangement 18

19 HOW TO BUILD THE DEVELOPMENT PROGRAM? Requirement Profile Individual profile Critical competency gap The Frame work Need for Development TRAINING Develop Individual Development Plan (IDP) Training Strategy Individual Development Plan Self Development Coaching Knowledge sharing On the job training CRITICAL COMPETENCIES Formal Training 19

20 ASSESSMENT CENTER RESULT IN ORGANIZATIONAL PERSPECTIVE

21 Understand the competency profile of human resources in the corporate level Identify the distribution of strength and weakness competency of Human Resources in the corporate level To build the strategy of human resources development plan Competency development activities undertaken in anticipation of future skill requirements Decision on career movement shall be made based on attainment of future required competencies 21

22 COMPANY HR DIVISION LINE MANAGERS EMPLOYEES Extend HR development activities in the effective form Prescribe certain prerequisite & standard training as part of core competence development Provide development facilities Provide training for all employees base on assessment result Develop based competency training material Monitor IDP implementation Improve training materials from time to time Manage budget for HR development activities Assist employees to implement training result Request for specific courses or programs Conduct coaching & counseling for the employees Manage budget for HR development activities Implement the IDP Transfer knowledge gained from training Undertake certain prerequisite & standard training Conduct self development & on-the job training 22

23 THANK YOU