Development Center. An Approach

Transcription

1 Development Center An Approach

2 CONTENT About NAMAN Salient Features of Development Center Sample Snapshots Approach Development Center 2

3 About Development Center 3

4 Assessment Center Feedback Coaching Business Snapshot A trusted and sought after full-service HR consulting firm with robust insight in assessment & coaching practices. Clients across industry verticals, business segments & global landscape - being served from Vadodara, Mumbai, Ahmedabad & Pune. Only company in Gujarat having strong bandwidth 25 full time specialists (coach, assessors, psychologists, behavior facilitators, trainers, content developers, OD consultants, etc.) and 30+ expert freelancers. Expertise in designing & deploying various structured approaches, innovative solutions and strong technology backup. 360 O 1188 Assessees 2419 Assessees Organization Psychometric Diagnosis Testing 4060 Sessions 7599 Assessees 46 Studies Development Center 4

5 Team NAMAN at Glance Certifications: Certification in Organizational Development (OD) from NTL Institute, DC, USA Certification in Process Intervention for Strategic HRM & Change from Ross School of Michigan, USA Development Center 5

6 Illustrative List of Assessment Clients Development Center 6

7 Salient Features of Development Center Development Center 7

8 Salient Features of Development Center A proven and objective tool used to most accurately assess individuals on specified competencies. Blend of multiple assessors 2:1 assessee assessor ratio for all exercises. Assessment process focuses on well mapped demonstrated behaviours. Designed around well calibrated tools and multiple instruments like individual exercises, group exercises, simulation exercises, paper pencil exercises, etc. Post-assessment data integration through assessors observations and statistical data analysis. Deployment of assessment data for structured development interventions. Development Center 8

9 Sample Snapshots Development Center 9

10 Schedule - Development Center (DC) DAY 1 9:00 am Assemble Introduction to AC Introduction 9:15 am to 9:45 am Participants and observers Brief overview of assessment centre Objectives and outcomes 9:45 am to 10:30 am Simulation Exercise 1 Observation Schedule: Assessor A1 A2 A3 A4 A5 A6 Participant P9 P3 P1 P7 P5 P11 P10 P4 P2 P8 P6 P12 10:30 am to 11:15 am Rating of Participants by Assessors Career History Form 11:15 am to 11:30 am Tea Break 11:30 am to 12:15 pm 12:15 pm to 1:00 pm 1:00 pm to 1:30 pm Lunch Break 1:30 pm to 2:30 pm Simulation Exercise 2 Observation Schedule: Assessor A1 A2 A3 A4 A5 A6 Participant Rating of Participants by Assessors Filler - 1; To be conducted by moderators P3 P5 P7 P9 P11 P1 P4 P6 P8 P10 P12 P2 Role Play Observation Schedule: Assessor A1 & A2 A3 & A4 A5 & A6 Participant P1 P3 P5 P7 P9 P11 P2 P4 P6 P8 P10 P12 Development Center 10

11 DC Tool - Competency Matrix Competencies Group Exercise 1 Group Exercise 2 Individual Exercise 1 Group Exercise 3 Group Exercise 4 Individual Exercise 2 Individual Exercise 3 Psychometric Test Individual Exercise 4 Leadership Strategic Management Communication Interpersonal Effectiveness Customer Focus Team Work Achievement Focus Problem Solving & Decision Making Self Management Development Center 11

12 DC Tool - In-basket Exercise Development Center 12

13 Customer Orientation Strategic Management Leadership DC Participant Rating Sheet - Group Exercise Sr. No. Competency Construct Behaviour Manages team members from diverse background to bring out their best Builds & Aligns Team Aligns team to commit to work towards a common goal and outcome Makes himself visible and approachable across functions and levels Delegates responsibility to team members' through clear communication of expectations upon considering individual's abilities and potential Gives freedom and authority to team members to deliver and meet responsibilities Delegates, Supports & Encourages Team Encourages and motivates team members in difficult times to meet responsibility outcomes Supports and intervenes when team faces critical problems or challenges Treats all team members equitably and uses his authority fairly Creates and provides opportunities (e.g. assignments, projects, tasks) which help others to develop their potential Guides & Develops Others Sets clear development plan in consultation with individuals to help develop capabilities Creates respect for himself by demonstrating superior performance Leads By Example Takes an unpopular stand if it benefits the team and larger common goal Commits to and communicates/ inspires others to commit to organization vision, values and beliefs Takes actions or decisions that are in line with organization's values, vision and objectives (e.g. reward or reprimand nonadherence to values, goals set in line with vision and objective, etc.) Aligns with Vision, Values and Standards Ensures compliance with all standards of cost, safety and quality Demonstrates awareness of organizational, business and industry issues, processes and outcomes Plans Strategy for Long & Short Term Goals Analyzes, strategizes and devices long and short term action plan considering organization vision, goal and business objectives Prepares contingency plan long and short term actions Implements and executes strategic plan by aligning it with execution team Executes Strategy Adjusts operational priorities to match strategic requirements of the organization Builds alliance and/ or maintains regular, close contact with key customers (current and prospect) to build relationships Tries to get other colleagues across the system (organization) to see things from the customers perspective - acts as customer Builds Customer Relationship champion (provides employees with examples, guidelines, trainings on customer service techniques) Checks understanding by stating what he/she understands are the customer s needs or expectations and ask the speaker to verify or clarify. Anticipates customer needs, reactions and responses; and willingly works with customers to meet their needs Understands Customers Informs customers about the current business and where it is going in the future Handles different types of customers with different styles Monitors to ensure customer enquiries, requests, complaints or needs are met and before they become critical Takes ownership & collaborates with other department or agencies to address customer enquiries, requests, needs or Improves Customer Service & Satisfaction complaints Negotiates sensitively with all customers to ensure mutual satisfaction Behaviour Rating Development Center 13 Qualitative Observations

14 Individual Report Development Center 14

15 Individual Report cont Development Center 15

16 Approach PREPARE ASSESS INPUTS Development Center 16

17 Proposed Approach PREPARE ASSESS INPUTS Nomination of Process Owner (PO) from client. Conduct Personal Interviews (PIs)/ Focus Group Discussions (FGDs) with business head, key stakeholders & HR team to understand business, organization culture and their expectations from identified group of assesses. Study existing competency framework and job descriptions for each unique job/ identified assessees. Design simulation exercises & rating methodology for development center and individual report format. Develop organization specific tools (viz. in-basket exercise, role play, case study, etc.) for assessment with the support of Subject Matter Experts (SMEs)/ HODs. Discuss & validate assessment design and report format with PO. Schedule assessment and make infrastructural arrangements as per DC design. Development Center 17

18 Proposed Approach cont'd PREPARE ASSESS INPUTS Conduct 2 days DC of identified assessees (maximum 12 assessees per batch) using: - Individual/ group simulation exercises. - Group discussion. - Behavioural event interview. - Role play exercise. - In-basket exercise. - Case study. - Psychometric test/s. Development Center 18

19 Proposed Approach cont'd PREPARE ASSESS INPUTS Integrate DC data through discussion between assessors & using statistical data analysis. Prepare and submit individual assessment report consisting of: - Competency wise proficiency level of each assessee. - Strengths & developmental areas of each assessee. One presentation to business head, key stakeholders and PO on summary of assessment report. Finalize logistics to conduct report sharing session. Conduct individual report sharing session with each assessee. Development Center 19

20 Thank you! For more details please contact: Pramod Rai pramod@namanhr.com 2 - A/B, Shyam Ashish, Near McDonald s Restaurant, Adjacent to HDFC Bank, Lajpat Rai Road, Vile Parle (West), Mumbai Naman House 1 / 2 - B, Haribhakti Colony, Opposite Race Course Post Office, Race Course, Vadodara