The Development Centre results are discussed in detail with Client company management as well as with direct superiors of DC participants in order to indicate the most effective methods of work and development for each employee.

Furthermore, thanks to feedback given to the participants both in writing and during individual face-to-face sessions, each employee has the opportunity to deepen their self-knowledge of strengths and points requiring improvement. At the same time, they have the chance to fully analyse their plans of development within the organisation in relation to training and development recommendations.

Method description:

Together with the Client, we define the key competencies for each position, which are subsequently defined and operationalised. They constitute the basis for the Development Centre methodology, which includes a wide range of simulation techniques, psychometric tools, as well as tasks similar to those in the Assessment Centre; at the same time, the most important element is to diagnose the professional potential and methods to support this development most effectively. To carry out an accurate and objective evaluation, we use sets of tasks and exercises corresponding to the specific nature of the Client’s company and the competencies to be examined.

These may include:

• group discussions with or without specific roles assigned,
• group/individual executive tasks to be carried out,
• presentations in a larger group or only in front of assessors,
• simulating ‘difficult conversations, for example, with Clients, employees, superiors etc., the conversational partners being played by specially prepared ‘actors’,
• written ‘case study’ tasks, ‘in basket’ tasks (analysing a large number of documents and making decisions on this basis), ‘fact finding’ (establishing facts on the basis of given information),
• knowledge tests,
• tests of the ability to analyse verbal and numerical information,
• tests of creativity and perceptivity,
• professional personality questionnaires (e.g. WAVE Professional Styles Questionnaire).

Selected assessors observe, analyse, and assess the realisation of the tasks. The assessors have the relevant business experience and skills to conduct in-depth assessments and analyses of current behaviour and to suggest future development directions.

The Development Centre makes it possible to obtain comprehensive information about employees’ key competencies, the strengths and weaknesses related to their positions and the responsibilities they fulfil. It also identifies areas for development and allows us to build an individual plan to increase efficiency in current and future tasks.