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Assessment/ Development Centre - Case Study

Client

One of the leading brands in the Indian power sector.

 

With an all-round experience in generation, transmission and distribution of power and a proven track record of implementing large power projects, the company is the most experienced private sector player in Gujarat.

 

Organizational Context

One of the locations of the company was working towards preparing itself for future expansions of the business and dealing with retirements at senior level.

 

The company wanted to adopt systematic succession planning to man positions at management levels. As a part of these initiatives, the organization wanted to conduct assessment Centres for executives with an aim of assessing their capabilities, determining their preparedness to take up higher responsibilities and providing developmental inputs where required.

 

NAMAN Intervention

NAMAN undertook Assessment Centre of executives from E-I and E-II management levels representing various departments. The Assessment Centre project was carried out in 4 phases.

 

Phase 1: Preparation

 

The NAMAN team with the help of a company representative identified the following; unique roles across various functions for which the executives were to be assessed, 50 Executives who were to be assessed for the unique roles, top performers for each unique role and subject matter experts to capture specific requirements in terms of knowledge/ skills/ behaviors for these roles.

 

Phase 2: Competency Mapping

 

A half day workshop was conducted with the senior management team wherein 8 core competencies with the expected behavior indicators were identified. Series of Behavioral Event Interviews (BEI) were conducted with top performers occupying the unique role and subject matter experts. The gathered data was analyzed to capture common themes or behaviors required to demonstrate specific behavioral competencies.

 

The competencies and behavior indicators required for identified unique roles were validated by respective senior management members and job holders. A final Competency Dictionary consisting of 18 behavioral competencies was prepared which was further validated by the subject matter experts. This competency dictionary, that was to be used for the Assessment Centre, was divided into 5 competency clusters which consisted of observable behavior indicators falling into three levels of proficiency i.e. Basic, Advance and Expert.

 

Phase 3: Design & Development

 

The NAMAN team designed and developed various group as well as individual simulation exercises, rating methodology and assessor manual which were specific to the organization.

 

Further, the team conducted a focused Assessors Training for internal and external assessors which included an overview of the Assessment Centre, orientation to various assessment tools, observation and rating criteria for assessment, along with practice sessions.

 

Phase 4: Assessment

 

Assessment Centre was conducted in groups of 12 participants. The data was integrated based on assessors' consensus and statistical analysis. A final report was prepared indicating competency-wise proficiency levels of assessed executives. Recommendations were provided regarding participant's level of preparedness to take up higher responsibilities along with their areas of strengths and development.

 

Recommendations were provided at 3 levels i.e. those executives who could take up higher responsibilities 1) immediately, 2) after 6 months with developmental intervention and, 3) after 12 months of developmental intervention.

 

Benefits

The recommendations were implemented by the company. Further, with the help of the NAMAN team, the organization carried out a 6 month Long Term Development Intervention for all 50 executives in order to improve and enhance their capabilities on assessed competencies.

 

Looking at the success of the 1st Assessment Centre and Long Term Development Intervention, the company later carried out similar assignments at 3 other locations covering around 120 executives over the next 4 years.

 

 

Vadodara

Naman House

1 / 2 - B, Haribhakti Colony,

Opposite Race Course Post Office,

Race Course, Vadodara- 390 007

T: +91-265-3006700

T: +91-265-2354788

info@namanhr.com

 

Mumbai

2- A/B, Shyam Ashish,

Near McDonald Restaurant,

Adjacent to HDFC Bank,Lajpat Rai Road,

Vile Parle (West),Mumbai – 400 056

T: +91-22-26122551

T: +91-22-26122552

info@namanhr.com

 

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