‘Assessment Center’ is a term used for a collection of various valid & reliable tools used to assess internal or external candidates in the most unbiased way possible. It is a time tested method which enables an organization to predict whether a candidate would be a perfect fit to the organization (Recruitment & Selection) or whether an employee would be able to perform well at the next hierarchical level (Promotion) and/or diagnose strengths and weaknesses for future (Development).
The benefit of this approach lies in its thoroughness, transparency, and predictive accuracy. Research has indicated Assessment Centers measure a) complex attributes, b) they are seen as fair and ‘face valid’ by those who participate in them, c) they show little adverse impact, and d) they predict a variety of criteria (performance, potential, training success, career advancement etc.) Both Assessment and Development Centers are superior in terms of validity for predicting job performance, compared to many other methods. However, in order to ensure this holds up, those designing, assessing, and running the Centers must be appropriately trained.
Module 1: Introduction to AC/DC
- Various uses & how they differ
- Advantages & disadvantages
- Logistics & administration
Module 2: Designing various types of AC/DC
- Assessment centers vs. Development centers
- Design considerations
- DACs as Training Interventions
Module 3: Behavioral Dimensions (The Building Blocks)
- Behavioral dimensions
- Job analysis
Module 4:Developing Simulation Exercises
- Types of exercises, selection & construction
- Structuring exercise for generating data
Module 5:Role of Individual & Group Assessors
- Observe, Record, Classify, & Scale behaviors
Module 6: Integrating AC/DC with HR and Organizational Strategies
- AC/DC in the context of business strategies, HR context
- Using AC/DC as an OD tool and promoting workplace diversity
- The business case for using AC/DC in their organization(s)
- Different methods used for assessing different competencies, their reliability and validity
- How to use various competency definitions, working with negative and positive indicators
- Understand Behaviorally Anchored Rating Scales and Graphic Rating Scales and the reliability and validity of these two scoring methods.
- Requirements for the role of an Assessor
- A ‘developing’ competence in the design and logistics of AC/DC as well as a ‘developing’ competence as an Assessor and/or Observer in a AC/DC
The program has to be experiential and participative in order for the participants to really feel and learn the power behind this methodology. The program focuses on practical and hands-on exercises from the very beginning to allow participants to practice, complimented by a handbook which contains all essential reading materials.
Training Fees: PKR 38,000 + GST
Email: firstname.lastname@example.org / email@example.com
Number: 0333-2406753 / 021-35857484
Click here to Download Flyer
The cheque will be made under the name of “Pakistan Society for Training and Development” and dispatch it to following address;
Pakistan Society for Training and Development
Plot # TC-3, 34th Street, Khayaban-e-Seher
Phase V, DHA, Karachi 75500.
PSTD Cancellation Policy – Cancellations made at least 5 working days prior to the program will be refunded 50%. If a booking is canceled in less than 5 working days, no refunds can be given. Cancellations must be confirmed by a letter or email. Substitutions may be made at any time for the same program only. In case of the participant not showing up on the day of the training a replacement can be sent.