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Assessment Center

Development and career paths design within organizations are vital processes for retaining highflyers and sustain growth. The 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 derailers, 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 that negatively impact performance 
  • Values & motivations – Motives, Values, Preferences Profile (MVPI) presents the individual core values and motivational drivers that are 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 employees 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
  • recommendations for development
  • Assessment Center (AC) - HART Consulting
Testimonials
(Manuela Gute, DTH Television Grup)
We have conducted several assessment centers having HART Consulting as partner in these projects. The goal of these projects was the selection of most suitable candidates for the following positions Promo Manager: Regional Sales Manager, Advertising Manager, Head of Technical Department, etc. The data provided was extremely useful for selecting the best candidate according to the profile and our
(Magdalena Isan, Solvay Pharma Romania)
HART Consulting was our reliable partner in several assessment centers developed in 2008 with the aim to select internal candidates for career progression (promotion). The role of HART Consulting was to design and implement the assessments centers. The exercises used by HART Consulting were adapted to our specific organizational realities and needs. The reports written by HART’s
(Marian Ciuca, Prutul)
Competence, solicitude, especially flexibility and not least confidentiality, top class tools and costs closer to the market of 2009. There are things that we wanted when we chose to appeal to HART company services for the 2 assessment centers that our company has held between September - November 2009. We found these qualities in them and they were confirmed by us during a collaboration that for
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