Assessment and Development centres use the same methodology but with different purposes.

Assessment Centres
These are usually used for recruitment and selection. They are particularly effective as they:
 
Have proven success in predicting how well a person will perform in a role
 
Provide a standardised process so everyone has the same opportunity to show their ability
 
Are far more objective than a selection interview due to multiple assessors
 
Project a highly professional image of the employer

Development Centres
These are usually used to facilitate learning by providing an objective diagnosis of strengths and weaknesses in relation to a pre-determined set of competencies.

They are particularly effective in:
 
Diagnosing strengths and weaknesses
 
Helping identify individuals for promotion and / or succession planning
 
Providing an objective and ethical means to benchmark effectiveness
 
Sending a clear signal of the organisations commitment to learning and development
 
Helping benchmark employees against new competencies and values as a result of organisational change or market pressures

Psychometric Testing
Supports both assessment and development centres and can also be used stand-alone within recruitment, selection and individual and team development. Psychometric assessment is recognised as a vital component in improving organisational effectiveness through the development of teams and individuals. We have a wide variety of personality and ability tests available.
 
     
     
     
 
 
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Towers Thirza Ltd, 22 Westminster Drive, Burn Bridge, Harrogate HG3 1LW
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T: 01423 871314
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© 2007 Towers Thirza Ltd