Development always reaps rewards. For the organisation and for its employees. Based on a Development Assessment, organisations can make their expectations explicit to employees. And employees can develop their talents in a targeted way.
It is not always easy to recognise talent, let alone develop it in a targeted way. Targeted means: consistent with the vision, strategy and objectives of your organisation. How do you define the areas that need to be developed? In our Development Assessment (also called Development Center: hyperlink naar Development Center), we help you to realise the match between your organisation's vision, competencies and objectives and the individual's performance and potential. That clearly demonstrates:
Development Center: a 5-step process
The essence of our approach in the Development Center is a cyclical process consisting of 5 steps:
- Assessment: determining the criteria to be tested
- Awareness: making sure that competencies become visible
- Acceptance: realising what the points are that need to be developed
- Alternatives: making a development procedure open to discussion
- Action: compiling and implementing the development plan
We translate the strategy, the (desired) culture and the structure of the organisation into competency profiles and evaluation criteria. The work carried out in the Development Center is based on representative practical situations that are determined in consultation with the client.
The main advantages of this method:
- It is an objective survey related to the personal environment of the organisation
- It is a cost-effective way of utilising talent to the maximum
- It produces clear reports and practically applicable development plans
- It involves flexibility in application, instruments and location
- It promotes involvement - for example, by making it possible to use your own (HR) professionals as assessors
