Development Center
The Development Center (DC) is a tool for obtaining a view of the potential and reserves of individual employees. It is a tool for setting an effective professional development plan, identifying strengths and weaknesses of its participants in terms of competencies.
It works with:
- simulations mapping out various working contents
- simulations focusing on further development
- group simulations supporting teamwork
- psychological-professional tests
- individual feedback for the participants
- Its outputs serve for making a development plan based on the personality strengths, motivation and personally set goals. It can point out reserves and their necessary development for a given position.
- DC makes a basis for communication between the HR, manager and the participant.
- Provides an opportunity for developing the employees as a personal reserve.
- It is a benchmarking and training tool.
| Team simulations | Individual simulations | Standardized tests and questionnaires |
During the course of the DC, the participant deals with various simulations in which one can observe his/her abilities and skills in action in individual and group tasks, he/she demonstrates his/her organizational abilities in a simulation focusing on managing a large amount of information, gives a presentation on a set topic or deals with another managerial or professional problem. |
A part of a DC is usually an individual simulation, an individual presentation or an interview. It focuses on the participant’s value orientation, his motivational properties etc., i.e. mostly on personality qualities difficult to capture by testing. |
The participant usually undergoes a battery of psychodiagnostic tests as required by the purpose of the particular DC – personality and performance tests focusing on the individual competencies as defined by the client organization. |
The output of the Development Center is an individual, effective, motivating and realistic development plan for the employee.
