Development Center (DC)

Development and career paths design within organizations are vital processes for retaining highflyers and sustain growth. Assessment Center (AC) is a set of methods for assessing people's skills and also preset staff training needs. The Assessment Center objective is to estimate and evaluate professional knowledge, skills and personality structure in terms of a specific job.

Scope of Assessment Centers/Developing Center (AC/DC)

Assessing the potential
Identify high performers
Identify current leadership derailers and areas of improvement

Steps of the Assessment Centers/Developing Center

Agree upon specific competencies to be assessed
Define competencies in terms of behavioral indicators
Agree upon required level for each competency
Design the AC/DC (Assessment Center/Developing Center)
Implement a pilot of the AC/DC
Fine tune the AC/DC
Implement the final version of the AC/DC
Create feedback reports
Deliver individual feedback and create development plans for each participant

Methods
In a very competitive talent market, it is becoming increasingly important to carefully assess individuals for strategic positions within your organization. We design tools for measuring the mix of competencies, motivations and possible "risks" for future performance. HART Consulting designs tools for measuring the mix of competencies, motivations and possible "risks" for future performance:

Role Plays
Group exercises
Case Studies
Behavioral interviews
Presentations
In-tray exercise
Personality assessment (Hogan Assessments)
Ability assessments
360° Feedback

Aspects to be assessed

Competencies and interpersonal styles
Personality
Motivation
Cognitive styles
Personality assessment

Through psychological assessment we identify the individual potential, the personal strengths and derialers, in order to predict occupational success. These assessments serve as a basis for career management decisions within an organization and for further development actions. Based on our local business acumen and global know-how we propose Hogan Assessments, a cutting edge methodology used for over 30 years, all around the world, in selection and development programs.

Hogan Assessments explain personality form three perspectives:

Behaviors and the correlation with job related competencies – Hogan Personality Profile (HPI) describes personality in day to day situations and in reputational terms
Derialments or the dark side - Hogan Development Survey (HDS) identifies exaggerated behaviors /derailers that appear in stressful situations and negatively impacts performance
Values & motivations – Motives, Values, Prefrencies Profile (MVPI) presents the individual core values and motivational drivers important for organizational and job fit

360° Feedback
Available through the partnership with CCi Assessment Group International

HART 360° Leadership online Survey measures what people actually do on their managerial job. It measures managerial effectiveness in delegating, coaching, developing the team or communicating, and also what they could do differently in order to obtain high performance (identification of specific training areas).

This is a survey that includes opinions about the manager's performance from several perspectives: