This document outlines a holistic approach to training and development using an assessment center model. It describes developing a competency model, conducting assessments to identify gaps, and providing feedback to create individual and organizational development plans. The assessment center process and timeline are explained in detail over the course of several steps to map competencies, conduct assessments, analyze results, and ensure effective training.

1. Holistic Approach to Development at (co. name)
Concept note
In Collaboration with :
Empower Activity Camps Pvt. Ltd.
ASSESSMENT CENTRE /
DEVELOPMENT CENTRE
A holistic Approach to T&D
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2. ASSESSMENT CENTRE / DEVELOPMENT
CENTRE
A unique integration of
Psychometrics
and
experiential learning initiative by
EMPOWER ACTIVITY CAMPS
&
THE MENTORS 2

3. T & D : A Concept Note
Holistic approach to Training & Development :
a) Clarity wrt Organizational direction / long range
plans
b) Mapping future man power needs – review how
the current team can fit in / manpower
procurement from outside to fill the gap
c) Review development needs of existing
teammates
d) We help you define competency model that can
assist in present review plus helps define the
standards for manpower procurement /
maintenance / retention and overall management
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4. T & D : Concept Note
Holistic approach to T&D : continues …
e) Developmental needs analysis through Assessment /
Development center
f) Arriving at gaps related understanding – profiling individual
teammates – arriving at individual gaps and gaps at the
organizational level – identify areas where T&D initiatives can
make a difference – identify other initiatives that will create
conducive environment and climate to support the
developmental agenda
g) Post assessment one to one feedback to concerned
employees plus overall observations and suggestions for way
forward
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5. T & D : Concept Note
Holistic approach to T&D : continues …
h) T&D plan and schedule
i) Implementation of T&D and other developmental initiatives
j) Mapping effectiveness of these initiatives at a defined interval
Again identify the gaps and carry forward….
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6. T & D : Concept Note
Step 1 : Defining competency model : creating customized model of requisite
competencies : Time frame 1 full day - AC / DC is a process, not a place
where it is assessed
Step 2 : Identifying key competencies to be assessed during assessment
center – deciding the level / intensity of competency required
Step 3 : Identifying the tools for mapping competencies : for example :
- Psychometrics - Management Game -Role play
- Group discussion - Case study - In basket
- One to one presentation - Behavioral Event Interview
- Problem solving discussion etc.
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7. T & D : Concept Note
The Assessment Cycle
Plan the assessment
Review the
assessment
Prepare the
candidate
Record
and report
the results
Conduct the
assessment
Give appropriate
feedback
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8. T & D at (co. name) : Concept Note
Assessment Center : Basics :
 Usually conducted for two to three days
 Ideal group 12 – not more than 15 at a time
 Per assessor not more than three participants
 Exclusive uninterrupted place for conducting assessment
center
 Infrastructure - Minimum two rooms – total three rooms if
15 participants
 Need to organize for printer, LCD projector, other material
for management game - residential assessment center
ideal
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9. T & D : Concept Note
Various uses of Assessment :
a) Selection, placement
b) T&D
c) Career exploration and guidance
d) Career progression, self development
e) Talent management & retention
f) Performance evaluation
g) Skill audit of employees
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10. Project Summary & Time Frame : Estimation
Project summary & Time frame : (incl. on site and off site work)
 Competency model : mapping competencies : three days
 Identifying competencies and assessment tools : three days
 Process validation at our end : three days
 Pre assessment preparations : three to four days
 Assessment center for two days followed by BEI on the third day
 Data compilation, analysis, reporting : 12 – 15 days
 Presenting report to management : half a day
 Post assessment one to one feedback : two days
 Concluding feedback and deciding way forward with the client :
half a day
 Support you in conducting gap bridging initiatives – on going
 Support you with Training effectiveness measurement – on
going
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11. AC / DC in action
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12. AC / DC in action
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13. AC / DC in action
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14. Actions at your end
Once you agree on the basic frame work, you need to do the
following :
a) Identify senior / top team to participate in “Competency
Modeling” workshop – the team will arrive at Competency Model
b) Select group/s for Development / Assessment experience (not
more than 15 at a time)
c) Logistics for execution of DC / AC
d) Validate results
e) Validate Development plan at individual / functional /
organizational level
f) Validate criteria for effectiveness measurement
g) Administration of learning / development events
h) Validate outcomes