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Development Center (DC)

Development and career paths design within organizations are vital processes for retaining highflyers and sustain growth. Assessment Center (AC) is a set of methods for assessing people's skills and also preset staff training needs. The Assessment Center objective is to estimate and evaluate professional knowledge, skills and personality structure in terms of a specific job.

Scope of Assessment Centers/Developing Center (AC/DC)

  • Assessing the potential
  • Identify high performers
  • Identify current leadership derailers and areas of improvement

Steps of the Assessment Centers/Developing Center

  • Agree upon specific competencies to be assessed
  • Define competencies in terms of behavioral indicators 
  • Agree upon required level for each competency
  • Design the AC/DC (Assessment Center/Developing Center)
  • Implement a pilot of the AC/DC 
  • Fine tune the AC/DC
  • Implement the final version of the AC/DC
  • Create feedback reports 
  • Deliver individual feedback and create development plans for each participant

Methods
In a very competitive talent market, it is becoming increasingly important to carefully assess individuals for strategic positions within your organization. We design tools for measuring the mix of competencies, motivations and possible "risks" for future performance. HART Consulting designs tools for measuring the mix of competencies, motivations and possible "risks" for future performance:

  • Role Plays
  • Group exercises
  • Case Studies
  • Behavioral interviews
  • Presentations
  • In-tray exercise
  • Personality assessment (Hogan Assessments)
  • Ability assessments
  • 360° Feedback

Aspects to be assessed

  • Competencies and interpersonal styles 
  • Personality
  • Motivation
  • Cognitive styles
  • Personality assessment

Through psychological assessment we identify the individual potential, the personal strengths and derialers, in order to predict occupational success. These assessments serve as a basis for career management decisions within an organization and for further development actions. Based on our local business acumen and global know-how we propose Hogan Assessments, a cutting edge methodology used for over 30 years, all around the world, in selection and development programs.

Hogan Assessments explain personality form three perspectives:

  • Behaviors and the correlation with job related competencies – Hogan Personality Profile (HPI) describes personality in day to day situations and in reputational terms 
  • Derialments or the dark side - Hogan Development Survey (HDS) identifies exaggerated behaviors /derailers that appear in stressful situations and negatively impacts performance 
  • Values & motivations – Motives, Values, Prefrencies Profile (MVPI) presents the individual core values and motivational drivers important for organizational and job fit

360° Feedback
Available through the partnership with CCi Assessment Group International

HART 360° Leadership online Survey measures what people actually do on their managerial job. It measures managerial effectiveness in delegating, coaching, developing the team or communicating, and also what they could do differently in order to obtain high performance (identification of specific training areas).

This is a survey that includes opinions about the manager's performance from several perspectives:

  • direct manager
  • colleagues
  • collaborators
  • customers

Reports and recommendations
At the end of the assessment center, clients will receive:

  • Individual assessment reports
  • strengths of the participant
  • opportunities for development
Testimonials
(Adriana Pirvu, Learning & Development Coordinator Cargill Romania)
We hereby confirm our successful collaboration with HART Consulting that represents Hogan Assessment Systems International Company in Romania & Republic of Moldova. Starting the beginning of 2011 Hart Consulting becomes a strong partner for Cargill in Romania. We appreciate their tools and services because they are perfectly integrated within our HR processes such as selection, management
Romanita Chirca, Grampet
Va multumesc sincer pentru acest "dus rece".  In mod concret, atelierele voastre mi-au amintit ca puterea si linistea izvorasc din lucrurile simple. Mi-am identificat nevoile si deja le tratez cu respect. Am inceput sa adresez ceea ce ma face vulnerabila astfel incat sa ajung sa functionez in integritate. Comunicarea asertiva prin dialog si/sau confruntare sunt esentiale. Este nevoie
Stela Pop, Roto Romania
I’ve participated to "Coaching Skills for Managers" and all four days were interesting from my point of view. The best part of the program was that the focus was on the practice, the practice of coaching in real situations. The theoretical part was important, especially for me, being a novice in this area, I’ve managed to understand some of the mechanisms of coaching process and some
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