Talent Assessment

The key Hunan Resource college of mode is is to get the gople the develop the leadership cabi and use their poffor future incenal promedios development of Lership and ther have been found to be the most needed competencies forming
The sense changes Individual’s competencies followed by effective
development at desire competences
ADC (Development Centers) provide useful colle by denying and developing talent within or outside. Such densation can be very advantageous there are inhe capable able for spotting talent and developing the sam   PurposeTo identity development and the sing of employees in their curent end Selecting the right candidate (for a perticuter pason for selection and Outcomes

SCHEDULE A DEMO

Tools Used In Assessment Development Centers

1. Psychometric Tests

in general three types of test or questions can be used in Cor

Aptitude Tests

in general three types of test or questions can be used in Cor

Ability Tests

in general three types of test or questions can be used in Cor

Aptitude Tests

in general three types of test or questions can be used in Cor

2. Behavioral Event Interview (BEI)
to arrive at a group decision within a spec gned to the group no one is designated on the & cosa group of parties who are given a problems to solve and are meme problem are given to the group. We verius noles may or may not b chairperson signed sole LGCs simulate decision-making meetings in which races have to be divided equitably. LGD with no role assigned would be dato ad acce

>>  rches candidate is what she would de particular job soul an was encountered
>> abledge-dering term, explaining proceduardonating
>> gress comply with the job requirements

Critical incident/Sutional interviews, have three types of ques

in case of Benaventteries 198), the objective is to get very detailed behavior description at how a person goes about doing work. The purpose is to get eind what people say they do to know what they
3. Leaderless Group Discussion (LCD)
to arrive at a group decision within a spec gned to the group no one is designated on the & cosa group of parties who are given a problems to solve and are meme problem are given to the group. We verius noles may or may not b chairperson signed sole LGCs simulate decision-making meetings in which races have to be divided equitably. LGD with no role assigned would be dato ad acce
4. In Basket Techniques

in basketter her form of simulation exercise. The in basket, in try or in bos represents day-to-day decision making stursions which a manager is y to face in the witten fo from various sources the in basket ex canais a woety of material in the form or e-mails momos, comependences handled and competencies required. The participant is then asked to deal with each of them within allied period of time, putting his reaction each
Tawed on the participant’s reaction, hier general activity level problem analysis, planning and cegancing, me management, delegation, interpersonal

5. Management Games/Simulation Exercises

In case of management areas or simulieris, again a real station is simulated for an one group-forening manufacturing operations, docking large laganization. While the degree of costs in these games, the comment is the revel crofraction among the participants and the seriety of actions that can be taken by all percipants
The interactive rate of the bus game provides opportunities to assess dies such as strategic planning work tea kilk, leadership.

6. Role-Plays

In case of management areas or simulieris, again a real station is simulated for an one group-forening manufacturing operations, docking large laganization. While the degree of costs in these games, the comment is the revel crofraction among the participants and the seriety of actions that can be taken by all percipants
The interactive rate of the bus game provides opportunities to assess dies such as strategic planning work tea kilk, leadership.

7. Presentations
Playing is a method of adopting from leather on those being played by the person concerned and understanding the dynamics of the re It can be described as "thod of sting of botter and move observation note-Playing can be used as an evin tech insights into various processes of humans seletomhion and also the penale and behaviour in a partial role le playing is especial effective as a technique Assessment Centers because makes be a minor distortions of estuation and at the pay the skin to focus on certain Ever for developmental aspects, giving feedback to the person is seat wely ensier as the person is able to accept the feedback without one threat to his ego and hence without becoming derive

Critical incident/Sutional interviews, have three types of ques

>>  rches candidate is what she would de particular job soul an was encountered
>> abledge-dering term, explaining proceduardonating
>> gress comply with the job requirements

in case of Benaventteries 198), the objective is to get very detailed behavior description at how a person goes about doing work. The purpose is to get eind what people say they do to know what they