Course Timing
Day 1: 10am-5.30pm
Day 2: 9am – 6pm*
Day 3: 8.45am – 6pm^
* Delegates spend from 4pm-6pm plus whatever extra time they
require in preparing a 2 hour assessment centre to run on day
three. Therefore, it is wise to keep some extra time free in
the evening of day two to ensure that everything is ready for
day three. Some previous delegates have worked as late as 10pm
on Day 2!
^ There is an optional exam on day three. This commences at
5pm and usually takes an hour to complete. However, delegates
may, at their choosing, take until 6.30pm to complete.
Course Program: Days One and Two
SECTION ONE: GETTING STARTED
1. The business case for assessment and development
centres
A methodology for working out the cost-benefit of assessment
and development centres in order to provide a compelling case
for decision makers and to assist with evaluation.
2. Analyzing the job/person/role specification
Approaches to analyzing the job, job description or person specification
as a critical start to the process of designing the centre.
3. Competency analysis and specification
Considerations about how to apply competency frameworks to inform
the design of assessment and development centres.
SECTION TWO: TESTS AND EXERCISES
4. Psychometric tests – uses and dangers
When and how to use published psychometric tests.
5. Designing your own questionnaires
How to design your own questionnaire (if you really want to).
6. In-tray exercises
When to use and how to design standard in-tray exercise scenarios
and marking sheets.
7. Written exercises
When to use and how to design written exercises, such as report-writing
exercises.
8. Case studies
When to use and how to design case-study exercises.
9. Presentations
When to use and how to design and assess presentations, with
or without visual aids.
10. Group exercises
When to use and how to design and assess/observe group exercises.
11. Focused discussions
When to use and how to design focused discussions or in-depth
interviews on particular topics.
12. Role-play
When to use and how to design role-play exercises.
SECTION THREE:
PREPARATION AND ADMINISTRATION
13. Assessor/observer
training
The critical importance of training your assessors/observers
in the exercises and rating methodology to ensure that the centres
are valid and fair.
14. Scheduling and administering the centre
A review of the major scheduling and resource issues that have
to be considered so that your centre is delivered smoothly and
effectively, including preparation for centre personnel and
candidates/participants.
SECTION FOUR: VALIDATION,
EVALUATION AND GOOD PRACTICE ISSUES
15. Validating the centre and evaluating
the process
How to validate the exercises and the centre as a whole to ensure
that it meets the test of validity, consistency and fairness,
and demonstrates value for money.
16. Good practice issues and resources
A range of good practice issues to be aware of, including the
published codes of practice and the need for your own code/policy
on the use of assessment and development centres; a recap on
issues concerning Equal Opportunities, and advice on how to
keep up to date on assessment and development centre issues
in this electronic age.
During the course there will be a presentation on the use of
psychometric assessment within the assessment or development
centre.
Course Program
Day Three: Running the Assessment or Development Centre
The final day of the course
is for delegates to actually run an assessment or development
centre themselves. Half of the group becomes assessors and half
becomes assessees. The grouping is then swapped in the afternoon.
Preparation for this centre is carried out from 4pm on day two.
Who
is this course for?
This course is for anybody within the Human
Resource field who needs to run assessment programs on potential
or existing employees.
Where and When?
This course runs periodically (subject
to demand) as a public course in Hong Kong and Singapore. Please
see our website for current course dates. More frequently, it
runs as an in-house course. In-house courses can be run anywhere
in Asia and beyond.
Course Facilitator and PsyAsia
Experience
The Assessment and Development Centre course
is usually run by an internationally experienced, British Psychological
Society award-winning doctor of organizational psychology who
is an associate fellow of the Hong Kong Psychological Society
as well as a full member of the British and Australian Psychological
Societies and a registered psychologist and university lecturer
- MSc in HRM.
PsyAsia has been running
Assessment and Development Centre training courses for over
9 years now. Our experience in training in this topic as well
as designing and running real ACs spans the UK, Africa, Australia,
United Arab Emirates, Saudi Arabia, Oman, Singapore, China,
Macao SAR and of course, Hong Kong SAR. We have worked at ministerial
and government level as well as with the world's most notable
and blue-chip organizations.
Certification
All attendees will receive a Certificate
of Attendance from PsyAsia International, signed by a registered
organizational psychologist. For those who are successful in
the final competency exam, this certificate will be replaced
with a Certificate of Successful Completion.
Syllabus Change
Note:
Prior to every course that we run, it is our policy to consult
the worldwide literature and practice databases to ensure that
we teach the most up-to-date content. For this reason, our syllabus
is subject to change. However, you can of course rest assured
that we do not bring you a static course, rather a course that
evolves with the Asian and international business and human
resource management environments.
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