Assessment for Development
The same principles of assessment for selection are applied during development in that assessments should fair, reliable, valid and objective and that they must reflect some ‘relevant’ (job) criteria against which the participant’s responses (oral and behavioural) are to be compared.
All too often ‘we know a good employee when we see one’ and assessing objectively in a development context is frequently more trickier than assessing during selection. The reason for this is simply the fact that the employee is known to the organisation for longer and chances are the assessors, if internal, may well have an experience (or opinion) about the individual. Thus assessing in the developmental context needs to be as objective as possible which is why many organisations tend to opt for the online psychometric type of assessment; this of course is cost-effective and efficient too.
Our Other Services
If it involves assessment, then chances are we do it. We cover all aspects of assessment across the employee life cycle, so even if you can’t find what you’re looking for on here, don’t hold back and get in touch. Here are some of the other services we offer.
Job Analysis
To measure what really matters, we first have to identify and understand what it is that we should be assessing. Job Analysis is a systematic approach that uses numerous methods to work with subject matter experts and key stakeholders to gauge a thorough understanding of what a job requires. Our experts have undertaken 100s of job analyses for many organisations.This information can then be used to model a competency framework (see the next tab).
Competency Modelling
Developing competency frameworks or writing behaviours to satisfy a pre-defined model, we will produce your solution using terminology that resonates with your organisation. These frameworks depict behaviours relevant to each competency identified during the Job Analysis stage, and also break these down by job level (e.g. such as career stage). These can be used to develop new bespoke assessments such as those used for Learning Needs Analysis (LNA).
Coaching & Development Centres
Using competency models, assessment exercises can be created or at least relevant ones can be identified to use during a Development Centre. Dedicated personalised feedback reports can be provided and fed back to the delegates. Subsequent coaching can be delivered to help manoeuvre participants to their desired goals by gradually encouraging their thinking in the right direction.
Why Choose Us
