WHAT IS ASSESSMENT CENTER?
Assessment Center (AC) is a highly reliable modern method used in the selection of the most suitable candidate in situations where there are several candidates for one position. As part of AC, candidates are observed in several individual and group situations (job psychodiagnostics, performance tests, model situations, case studies, role play, etc.) that correspond to the competences necessary for success in the given position in the given organization.

HOW WILL ASSESSMENT CENTER HELP THE COMPANY AND EMPLOYEES?

> You quickly get reliable and relevant information about the strengths and weaknesses of candidates that would otherwise take you a long time to identify.
> You will be able to compare candidates.
> You will be able to set precisely targeted development activities (training, coaching, mentoring) focusing on areas identified in the Assessment Center as requiring growth improvement, thus increasing your return on investment in employee development.
> Improves competence of internal evaluators.
> AC will be accepted by your company as a fair and reliable method of employee selection.

WHAT IS TYPICAL FOR OUR APPROACH?

Complexity:
We work on the entire process – we help clients define the required competences, we develop suitable forms of internal communication, we design and implement AC including final reports and individual feedback to all participants. We often train internal observers so that they are able to participate in the selection process.

Careful analysis of the client’s needs:
Before each AC, we carefully investigate the objectives and aims of each project, all relevant circumstances, competences necessary for the performance of the specific position in the specific company, the client’s expectations of a suitable AC design, etc.

Professionalism:
When implementing AC, we use teams of experienced professional facilitators, evaluators, psychologists and, if necessary, actors.

Specific and targeted activities:
We always adapt activities according to the specifics of the position and the company. We use activities that best map the given competences. We develop situations that faithfully copy the participants’ day-to-day activities.

Collaboration with client:
We can implement AC in various forms according to the client’s wishes. We provide complex programs.

WHAT ACs DO WE DEVELOP?

> Complex program including design, implementation, final reports for participants and client, feedback to participants.
> Training of internal observers.
> Partial AC delivery for internal AC suppliers (e.g. only job psychodiagnostics or role playing).
> Participation of external observers (e.g. psychologist) in internal ACs.

WHAT IS A COMPETENCE MODEL?
A competence model is one of the fundamental tools of people management in companies (MBC-based management). It is a structured and comprehensive list of competences – qualifications for the performance of activities related to a specific position in the company. A competence model provides a clear link between job description and company values and our clients typically use it in the process of employee selection, development and assessment (or bonuses).

HOW WILL COMPETENCE MODELS HELP THE COMPANY AND EMPLOYEES?

> You will get a powerful tool for employee selection, development and assessment.
> You will be more confident in the selection of your future employees, you will be able to provide targeted development for and a more objective and just assessment of your current employees.
> You will get a unified HR language for your company.
> You will be able to integrate your strategy (goals, visions and values) in people management.

WHAT COMPETENCE MODELS DO WE DEVELOP?

Specific: We provide competence models tailor-made for your company and each position, respecting the specific requirements of both.

Brief and easy to understand: Our competence models include key aspects of the given position while still being relatively brief (they consist of no more than 6-10 competences). Competence models are brief and easy to understand, which allows smooth communication and sharing of competences across the entire company.

Open to change: All competence models that we develop are always open to future adjustments and changes.

Integrating: When developing competence models, we are able to integrate company values, strategy and key business activities.

Descriptive: Our competence models include specific competences, a description of how to identify them in human behavior as well as different levels of competence based on scalable evaluation or verbal description.

Complex: When developing competence models, we use a number of tools and procedures (such as the Job Evaluation Tool, benchmark studies, structured questionnaires, workshops and focus groups).

Easy to apply: Our competence models can be easily applied in your internal processes and can serve as the basis for other HR tools (selection and assessment parameters, Development Center, 360° feedback, training and development programs).

The AC/DC programs in collaboration with Assessment Systems Kft. Hungary