We believe that the Development center is a powerful tool which helps you discover which educational and developmental needs employees across the company hierarchy have.

When we create an educational and development plan, we recommend starting with an introductory development center which will give you an insight into the level of the skills of employees being evaluated and it can help you to uncover differences between expected skills for the given position and the real ones. It is then easier to subsequently prepare fitted educational and development plans to bridge these differences.

It is expedient (practical) to finish the whole development process or one of its phases (parts) with a final development center, which can help you map how the whole process of development of employees went. It will show you how the training helped with the development of skills in your employees and it will indicate a way for further education and development.

The benefit of this method developed by Human Capital is in a combination of such activities as put candidates into situations, where the "right solution" does not exist.  We believe that this is the only way how an employer sees a complete picture of the competencies and behavior of the participants which is close to natural and spontaneous reactions.

METHODOLOGY OF A DEVELOPMENT CENTER APPROACH

The Development center (DC) if a set of case studies, role plays and diagnostic activities that measure the actual knowledge and skills of participants and if DC is made at the end of a development period, it will provide them with such reflection as: "Am I in a  good shape today or not?" or "How effective" was my development?

Application DC uses different psychological methods, which have predictive value of further development of the participants in the field of performance as well as interpersonal and personal.

A standard format of application DC consists in methods of psychological diagnosis such as an in-depth interview, a test of performance and personality as well as group and individual model situations. DC not only provides useful information, but is also an interesting experience that can be beneficial for the participants’ development. Participants are given an opportunity to improve their perception of their own behavior patterns and to realize their strengths and development needs.  Participants are evaluated by observers, who have been trained for this purpose according to predetermined criteria. This process is followed by individual feedback with a coach-mentor, who provides an action plan for development of the individual for another period.

THE MAIN BENEFITS OF DC

• Identification of strengths and development fields of your staff;

• Strengthening of self-reflection of the participants and inspiration to work on self -development;

• Creation of a professional and personality development plan.

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