Presents…..

Assessment & Selection Tools

“Bringing Science to the Art of Selection Decision Making”

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 The Most Comprehensive Assessments Solution

Research Driven Complete Customization Talent Development Talent Acquisition

Our tools are developed through a Our tools provide complete Our tools are designed with the
team of Certified Psychologists & flexibility & customization to human psychology in mind, this
Management Experts ensure that all the solutions are makes us ideal for assessing an
tailored specifically for your needs individual’s strengths &
development areas, thus enabling
you to take better
succession/team management
decisions
Our tools are ideal for hiring both
fresh & experienced individuals
as they provide accurate insights
into an individuals Technical Skills,
Behaviors & Competencies
Assessment Center & Development Center (AC/DC)

Same Methodology -
Different Purpose

Assessment Development
Centre Centre

Selection Development

External Recruitment Identify training needs, fast track potential,

Internal Promotions Diagnose job strengths & development needs

The end of One process…. …The start of another

 ACT 2
Prologue Developing the Plot
Our Simple Assessment Process is
a great experience to be had

ACT 3
Staging the Story

ACT 1
Understanding the Need
What makes a
great experience

Epilogue
The Journey Continues…
 Why Opt for an Assessment Center (AC)

Validity: It is the extent to which a measurement is well- 1.0 Perfect prediction

founded and corresponds accurately to what it is meant
to measure in the real world

0.65 Assessment
Centers
0.54 Work Sample /
Ability Tests
0.44 Structured
Interviews
0.38 Personality Tests

0.11 Unstructured 0.13 References

Interviews
0.00 Graphology

Source: CLC – Building Next Generation Assessment Capabilities

 Our Simple Process
FINISH
Development Planning
Using the data from the assessment center,
SUCCESS design a comprehensive training needs
analysis and relevant development plans
outlining strengths & development areas

Conduct Assessment Center

To Conduct an assessment Center we have 2
Assessors per 5 individuals one behavioral
sciences expert and one management expert.
Preliminary Results will be generated the same
day using our calibration and reporting tool.

Develop Assessment Center

As per client requirement, select the assessment
tools (up to 4 in one center). Align competencies
with scoring grid and define assessment
scenarios

Identify Competencies
Identify the key Organizational
Competencies through Focus Groups

START
Process Map
Benchmark Job Profiling &
Analysis

Identify Job Related Define Behavioral

Scenarios Competencies

Design Assessment Center

Content

Design Center Agenda Design Assessor’s Training

Communicate Required Run Assessor’s Training

Logistics Module
Conduct Center, Generate
Results/Dev Needs

Validate Result Against

Benchmark Profile

Selection /Development
Planning
Some Key Benefits

• A clearly defined set of criteria

• Breadth of measurement

• Job relevance

• Involvement with several assessors

• Several participants attending together

• Higher degree of accuracy and better validation

Assessment Tools

• Interviews – Structured
• Group Exercises
• Role Plays
• Ability Tests
• Analysis/Presentation Exercises
• Written Case Studies IN USE FOR THIS AC

• In-Tray Exercises AVAILABLE

• Psychometric Leadership Testing Development Center Tool

Available Assessment Tools (up to 4 in 1 Center)
• Behavioral Interviews – Structured
• Agility Testing (Mental Agility/People Agility/Learning Agility/Change Agility/Results
Agility)
• Ability Tests (Work Ability/Technical Testing - Sales, Ops, SC, HR, Fin, Planning)
• Strategy Games
• Self Analysis
• Moderated Group Exercises
• Real time Role Plays
• Group Analysis Exercises
• Group Presentation Exercises
• Written Case Studies
• In-Tray Exercises
• Leadership Testing through Real-time Business Scenarios
• Psychometric Testing ( MBTI, Cattell’s 16 Personality Factor, Strength based
leadership)
 Assessment Matrix
Competencies & Desired Role Play Group Group Individual
Lominger Competencies
Behaviors Exercise Discussion Presentation Analysis

Composure & Interpersonal Savvy ● ● ●

Ethics & Values ● ● ●
Integrity & Trust
Self-knowledge ● ●
Compassion ● ● ●
Intellectual Horsepower ●
Problem Solving Innovation Management ● ●
Problem Solving ● ● ●
Managerial Courage ● ●
Motivating Others ● ●
Team Work
Conflict Management ●
Building Effective Teams ●
Drive for Results ●
Priority Setting ●
Result Orientation
Planning ● ●
Standing Alone ● ●
 Group
Group Individual
Icebreaker Role Play Activity or
Discussion Analysis
Presentation

Role Play
- 5 Per Assessor (5 x 15 minutes) 2.5 Hours Result generated in real-time
Group Discussion
- 1 Assessor plus 1 Observer Per 5 Candidates (30 minutes) ½ Hours
Group Presentation
- 1 Assessor plus 1 Observer Per 5 Candidates(30 +15 +10 minutes) approx. 1 Hour
Individual Analysis
- 5 Per Assessor (5 x 30 minutes) 2.5 Hours Total Duration: 6.5 Hours
Rating Scale
The scale used in all our exercises is:
5 = Far Exceeds Requirements: Overused skill / is at a level attributed to a higher career stage

4 = Exceeds Requirement: Beyond Standard. More than acceptable

3 = Meets Requirements: Required Standard. Acceptable

2 = Does Not Meet: Below Required Standard. Less than acceptable

1 = Not Applicable: The competency could not be gauged during the exercise
Role of an Assessor
• Assess participants:
Different exercises against the Competencies
• Each assessor observes multiple participants
• No assessor observes a participant in all exercises
• Administer exercise as required
• Discuss evidence and ratings with other assessors
• Participate in the decision-making session
Underlying Principles

• Objective – decisions based on behavioral evidence

• Fair – decisions based on job-relevant criteria

• Consistent – treat every participant the same

• Free from bias and prejudice

 Activity Matrix Grade 6 to 7

Icebreaker & Group Strategy Behavioral Leadership

In-tray exercise
Orientation Simulation Interviews profiling

Main Hall Main Hall Main Hall Breakout Rooms Main Hall

Icebreaker & Orientation

- 2 X 30 Participants (30 Minutes) ½ Hour Result generated in real-time
In-tray Exercise
- 1 Assessor Per 6 Candidates (15 + 30 + 60 minutes) 1.75 Hours
Group Simulation
- 1 Assessor Per 6 Candidates (30 + 30 minutes) 1 Hour • Total Duration: 6.75 Hours
Behavioral Interviews • Facilitator: 2
- 1 Assessor Per 6 Candidates (6 X 20 minutes) 2 Hours • Coordinator:1
Leadership Profiling • Total Participants: 60
• Total Assessors: 10
- 1 Assessor Per 6 Candidates (90 minutes) 1.5 Hours • Total Halls: 1 hall of 60 Or 2 Halls of 30
• Breakout Rooms: 5
 Assessment Matrix Grade 6 to 7
Group Strategy Behavioral Leadership
Competencies & Desired Behaviors Corresponding Behaviors In-tray Simulation Interviews Profiling

Building High Impact Teams ● ● ●

Building Teams Persuasive Communication ● ● ●
Coaching & Mentoring ● ●
Managing Team Performance ●
Driving Results Strategic Decision Making ● ●
Functional Expertise/Quality Orientation ● ● ●
Empowerment ● ●
Achieving Excellence Interdepartmental Relationships ● ●
Ethics/Building Trust/Integrity ●
Facilitating Change ●
Shaping Future Planning & Organizing ●
Dealing with ambiguity ● ●
Innovation
Risk Taking
Leadership Agility
Strategic Thinking
Visioneering
 Activity Matrix Grade 5 to 6

Group Case
Icebreaker & Situational Leadership
Study Role Play
Orientation Judgement Test profiling
Presentation

Main Hall Main Hall Main Hall Breakout Rooms Main Hall

Icebreaker & Orientation

- 2 X 30 Participants (30 Minutes) ½ Hour Result generated in real-time
Situational Judgement Test
- 1 Assessor Per 6 Candidates (60 minutes) 1 Hour
Group Case Study Presentation
- 1 Assessor Per 6 Candidates (30 + 30 minutes) 1 Hour • Total Duration: 6 Hours
Role Play • Facilitator: 2
- 1 Assessor Per 6 Candidates (6 X 20 minutes) 2 Hours • Coordinator:1
Leadership Profiling • Total Participants: 60
• Total Assessors: 10
- 1 Assessor Per 6 Candidates (90 minutes) 1.5 Hours • Total Halls: 1 hall of 60 Or 2 Halls of 30
• Breakout Rooms: 5
 Assessment Matrix Grade 5 to 6
Group Case
Leadership
Competencies & Desired Behaviors Corresponding Behaviors SJT Study Role Play
Profiling
Presentation

Coaching & Mentoring ● ● ●

Building Teams Leading through Vision & Values ● ● ●
Conflict Resolution ● ●
Managing Team Performance ●
Driving Results Decision Making & Problem Solving ● ●
Stress Tolerance ● ● ●
Ethics/Building Trust/Integrity ● ●
Customer Focus ● ●
Achieving Excellence
Interpersonal Relationships ●
Developing Direct Reports ●
Planning & Organizing ●
Shaping Future
Dealing with ambiguity ● ●
Innovation
Risk Taking
Leadership Agility
Strategic Thinking
Visioneering
 Activity Matrix Grade 4 to 5

Conflict
Icebreaker PQ Analysis Role Play Interviews ???
Resolution

Icebreaker & Orientation

- 2 X 30 Participants (30 Minutes) ½ Hour Result generated in real-time
PQ Analysis
- 1 Assessor Per 6 Candidates (90 minutes) 1.5 Hours
Conflict Resolution
- 1 Assessor Per 6 Candidates (30 + 30 minutes) 1 Hour • Total Duration: 6 Hours
Role Play • Facilitator: 2
- 1 Assessor Per 6 Candidates (6 X 10 minutes) 1 Hours • Coordinator:1
Interviews • Total Participants: 60
• Total Assessors: 10
- 1 Assessor Per 6 Candidates (6 X 20 minutes) 2 Hours • Total Halls: 1 hall of 60 Or 2 Halls of 30
• Breakout Rooms: 5
 Assessment Matrix Grade 5 to 6
PQ Conflict
Competencies & Desired Behaviors Corresponding Behaviors Role Play Interviews
Analysis Resolution

Coaching & Mentoring ● ● ●

Building Teams Leading through Vision & Values ● ● ●
Conflict Resolution ● ●
Managing Team Performance ●
Driving Results Decision Making & Problem Solving ● ●
Stress Tolerance ● ● ●
Ethics/Building Trust/Integrity ● ●
Customer Focus ● ●
Achieving Excellence
Interpersonal Relationships ●
Developing Direct Reports ●
Planning & Organizing ●
Shaping Future
Dealing with ambiguity ● ●
Innovation
Risk Taking
Leadership Agility
Strategic Thinking
Visioneering
 Activity Matrix Grade 3 to 4

Hiring
Icebreaker PQ Analysis Self Analysis Interviews???
Discussion

Icebreaker & Orientation

- 2 X 30 Participants (30 Minutes) ½ Hour Result generated in real-time
PQ Analysis
- 1 Assessor Per 6 Candidates (90 minutes) 1.5 Hours
Self Analysis
- 1 Assessor Per 6 Candidates (6 X 10 minutes) 1 Hour • Total Duration: 6 Hours
Hiring Discussion • Facilitator: 2
- 1 Assessor Per 6 Candidates (30 + 30 minutes) 1 Hours • Coordinator:1
Interviews • Total Participants: 60
• Total Assessors: 10
- 1 Assessor Per 6 Candidates (6 X 20 minutes) 2 Hours • Total Halls: 1 hall of 60 Or 2 Halls of 30
• Breakout Rooms: 5
 Assessment Matrix Grade 5 to 6
PQ
Competencies & Desired Behaviors Corresponding Behaviors Self Analysis Hiring Discussion Interviews
Analysis

Coaching & Mentoring ● ● ●

Building Teams Leading through Vision & Values ● ● ●
Conflict Resolution ● ●
Managing Team Performance ●
Driving Results Decision Making & Problem Solving ● ●
Stress Tolerance ● ● ●
Ethics/Building Trust/Integrity ● ●
Customer Focus ● ●
Achieving Excellence
Interpersonal Relationships ●
Developing Direct Reports ●
Planning & Organizing ●
Shaping Future
Dealing with ambiguity ● ●
Innovation
Risk Taking
Leadership Agility
Strategic Thinking
Visioneering
Thank You