Enhance self-awareness and ownership of personal development with a carefully designed and expertly administered development centre
Engaging and developing talent is crucial for building a sustainable talent pipeline, and organisations that succeed in this area have a stronger culture and outperform others.
Northpoint enhances talent development by providing and objective evaluation of behaviours through development centres that are:
Northpoint enhances talent development by providing and objective evaluation of behaviours through development centres that are:
- Designed around your business. There's nothing off the shelf!
- Backed by robust, scientifically validated methods and tools
- Administered by certified professional assessors and coaches
A tried and proven process
A well designed and executied Development Centre doesnt happen by accident. Here is the approach we employ to ensure the right outcomes.
SCOPING & PROFILING
The overriding objectives of the Development Centre are defined. Focus groups and psychometric assessments are then employed to define a job profile.
DESIGN & DEVELOPMENT
The assessment exercises and tools are selected and mapped to the Job Profile. The flow and administration of the Development Centre are then defined.
SELECTION & BRIEFING
The assessor panel is selected and briefed on the objectives of the Development Centre, the exercises and tools being used and how assess and provide feedback.
ROLE OUT & REPORTING
The Development Centre is successfully deployed. Personal devlopment plans are created and discussed between assessor, candidate and manager.
What is a Development Centre?
An Development Centre is not a room or a building... It is a systematic and rigorous approach to assessing job related behaviours for the purpose of development. It provides insights to an individuals behavioural strengths and areas for development by immersing them in a series 'real world' exercises before a panel of trained assessors and coaches.
How are behaviours assessed?
Development Centres provide a standardised assessment for job-related behaviours, and as such, incorporate a variety of different exercises ranging from:
- Role Plays: Situational simulations where the candidates are required to interact with a role player in order to achieve a specific objective.
- In-tray Exercises: Candidates are presented with a variety of items in the form of e-mails, memos, messages, reports etc. about issues that need to be addressed.
- Assigned Role Group Discussions: Candidates are assigned a specific role to play as they interact with other candidates on a task.
- Non-Assigned Role Grop Dicusssions: Candidates are not assigned a specific role and have to work with other candidates unanimously as a team on a task.
- Case Studies: Candidates have to analyse a business case and present their findings.
- Presentations: Candidates have to design and deliver a presentation.
How is a Development Centre different from an Assessment Centre?
Although Assessment and Development Centres share similar characteristics, they are infact very different. Development Centres are focused on developing existing talent. They typically span 2-3 days, incorporate lots of feedback, and result in detailed personal development plans. Assessment Centres are focused on evaluating talent for selection or promotion. They are shorted in nature and typically result is a pass or fail.
When should I use an Development Centre?
Development Centres should be used when you need to accelerate talent development by making and objective assessment of job-related behaviours and identifing strengths and areas for development.
