This new online system has been developed to: To assist FRS’s to more easily and fairly identify high performing candidates who are most suitable for professional development and career progression. To provide individuals and those responsible for their development, with comprehensive, personalised performance feedback which can be used to inform further development pathways. To create [...]
Some organisations handle the design of assessment exercises internally. This can be difficult to get right without a good level of experience and expertise in-house. Here are some of the pitfalls of exercises which aren’t professionally designed. Written exercises Frequent MistakesNegative Impacts The information provided in background documents doesn’t match with what the assessors are [...]
To many, it looks like a centre manager’s main role is to control confidential materials, keep everyone to timetable and to check of assessor output, and this is often the case. To get the most from the role however, here are a few of the responsibilities you may be less aware of. The centre manager [...]
A feedback report can tell you where there are key weaknesses in your organisation, and it can help you work out a development plan to improve the performance of your team..
Most organisations are clued up about the benefits of an Assessment and Development Centre in terms of validity of results and comprehensiveness of assessment. What many baulk at is the costs. It stands to reason that to run an ADC you need to purchase the exercises and assessor and role-player time. It’s the hidden costs [...]
The easy answer is yes, of course. How you choose to select staff for entry level recruitment, promotion or further development has to suit your organisation, and some don’t feel that an assessment centre (AC) is necessary. However, if you examine the issue more closely, there can be more to consider. With both scientific research [...]
A Job Simulation is a ‘mock’ exercise, one that replicates key aspects of the role or level (e.g. supervisor). The job simulation doesn’t have to be exactly like the role (there’s far too much to most jobs to cram into one exercise!) but it will reflect key elements of it. For instance, if a core [...]
Most successful organisations use competency and/or values frameworks to set expectations on preferred behaviour and attitudes of staff. But what is the difference? Is one better than the other? How should they be used? Can they be wrongly used? The difference between values and competencies? Values- these are the beliefs over what is important or [...]