Assessment Centre and Development Centre (AC/DC), or so-called Evaluation, or Development Center is a tool that enables the evaluation of potential participants on the basis of observation of their behaviour in specific model situations that replicate situations of real practice, or are similar to them to the maximum extent possible. AC is mainly focused on the evaluation of the potential of an individual in terms of a particular criterion – e.g. job position, and the DC is used to assess the overall development potential of individuals.
The daily newspaper SME informed about the added value of the AC/DC on 10/10/2007 using the words of our clients.
Why and when to select AC and DC
AC and DC method is used for the selection, evaluation and development of employees, but also for the company’s reorganization, acquisitions and the like. The method allows the identification of the potential of employees or candidates, predicts their future work behaviour and names the possible direction of their career orientation and personal development. Scientific investigations indicate a high degree of objectivity and validity of the results of AC and DC. Compared to the other methods such as interviews or personality questionnaires, they provide the most reliable estimate of the future behavior of individuals (e.g., Hornik, F.: Know your employees, Brno 2002).
Principles of AC and DC
The principle of multiple eyes
As observers, there are always several trained professional evaluators – assessors and internal evaluators from the staff of a cleint. The composition of evaluators is diverse in terms of age, gender, experience, and professional orientation. The number of evaluators depends on the number of persons assessed, usually 2 to 4 evaluators for the group of 5-8 assessed.
The principle of various points of view
It represents the opportunity to observe one criterion (e.g. resistance to stress) in different situations, using different methods (individual and group model situation, psychodiagnostic methods, etc.). One criterion is usually observed in two to four situations.
The principle of monitoring change in a limited time
AC/DC usually takes one to two days, which is significantly different from the other methods of evaluation. The opportunity to observe the AC/DC participant for a longer, continuous time creates a precondition for more accurate, objective and comprehensive outputs. It is also possible to monitor the effects of stress, fatigability, etc.
Methods of AC and DC
Standardly, we use a combination of methods: individual model situations, group model situations, case studies, psychodiagnostics – performance tests, personality questionnaires, projective methods, group discussion, structured interview and examinations of skills and orientation in the field.
AC and DC outputs
The usual outcome is a written report and personal feedback to the AC/DC participant. It contains an analysis of the participant’s personality according to the criteria observed, in the case of AC resulting in a recommendation to the position. In DC, the analysis provides a recommendation in the sense of consolidating the strengths, developing weaknesses, a proposal for a development or career plan and a training plan. Feedback is available to any AC/DC participant evaluated if they are interested, always individually and personally for a period of 30 to 60 minutes.
Price for the AC/DC is set individually depending on the extent of the AC/DC and the number of individuals evaluated. Consultations related to the assignment of AC/DC and the project drafting of AC/DC along with the price quotation are free.
For conducting the Assessment and Development Centre, we offer the premises of our company.