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AC/DC

Application

Process

Tools

Goals

In Practice

The Assessment/Development Centre provides the opportunity for:

  • a comprehensive diagnosis of potential and key competencies required for specialist and managerial positions,
  • gathering qualitative and qualitative feedback about the assessed competencies, both for the participant, as well as for the superiors and HR department,
  • support for recruitment or development processes on the basis of conclusions drawn from the assessment.   

ACDC_t_en.jpgThe Assessment/Development Centre session is a one-day diagnostic event, in which up to 8 participants are assessed. Usually one assessor observes and evaluates two participants. Additionally, in role-play activities, an actor-assessor is involved.
The report contains a both a descriptive and numerical evaluation of the assessed competencies.
While the process is being carried out, we pay special attention to the participants and their roles in the organization, and try to minimize the stress associated with taking part in the assessment process.
We support the Client with communicating the Assessment/Development Centre to the participants. 

At our disposal we have tested sets of activities to assess selected competencies:

  • competency interview – a structured interview focused on gathering information about the agreed competencies,
  • work with documents – individual “in-basket” tasks, where the participants plan and organize actions for themselves and their co-workers, make decisions and set priorities,
  • discussion with/without roles – group tasks based on working out a mutual solution during a group discussion - this activity verifies competencies connected to problem-solving, flexibility during change, as well as cooperating and influencing others,
  • role-playing activities – a conversation with a co-worker/subordinate/boss/client with various types of problem applied; the level complication is based on the position of the person who is being assessed, and the challenges that he/she face in everyday work,
  • business presentation – about a business topic chosen by the organization along with a Q&A session,
  • MPS Test – a psychometric survey which aids in analysing methods of communication and action. Alternatively, we also suggest SHL surveys and tests – aimed to determine behavioural styles and the level of selected competencies. 

Determine how the participants’ level of competence corresponds to the level of competence expected by the organization.

Pinpoint, use, and improve the participant’s strengths worth using in order to achieve a strategic goal of the organization.

Determine individual competency gaps to be worked on in the future.

Increase the awareness of the AC/DC participants about their strengths and areas for development.

Our clients include companies which use the AC as a tool to be used in internal recruitment projects, as well as organizations that assess the competencies of their workers before initiating development programmes (Development Centre). They value us for our objective assessments, the efficiency with which we realize projects, and our understanding of goals and business context of the client.

Client:
international FMCG company, food industry leader.

Challenge:
Carrying out an Assessment/Development Centre process for 22 sales representatives and 10 managers, related to structural changes within the sales department, and adjusting to their new roles and range of responsibilities.

Effects:

  • a comprehensive assessment of competencies (6 for each position) and potential of over 30 AC/DC employees, presented in individual reports along with development recommendations,
  • providing the participants with feedback regarding their strengths and development areas,
  • summary session for representatives of the HR department, presenting the overall results and development trends for the entire group, as well as in the light of market benchmarks.

What we do

Talent Profiling

Talent Profiling is a talent programme aimed at middle management and specialists, whose competencies ought to be comprehensively diagnosed and developed. It is a natural introduction to the worker’s first step on a training path and further development in the organization. Typically encompassing career and personal image workshops, it constitutes an important phase of the talent’s application for succession plans or internal recruitment processes

Goals: 
A balance of personal and social competencies required for expert and managerial positions.

Increased awareness of the participants' own role in the organization and the confirming of motivation to continue the chosen career path.

The formulation of an individual development plan and subsequent undertaking of work in priority areas that need development.

A better understanding of the values and goals of the organization, as well as an increased sense of awareness of how to influence and achieve them. 

Increasing the awareness of career management and building a personal image.

Team Profiling

Team Profiling is designed for teams of all levels: management, functional and design.

Goals:
Diagnosis of the quality and effectiveness of team cooperation in the context of business challenges and values that hold the team together.

Identification of the areas for improvement and the launch and implementation of developmental initiatives.

Improvement of the key indicators measuring the quality of cooperation, communication and team effectiveness.

Acknowledgment of the leader’s authority and the building up of self-reliance and initiative of other team members. 

Increased awareness of the participants' responsibility for business effectiveness, as well as an improved atmosphere within the team and its brand in the organization.

 

Leadership Profiling

We would recommend Leadership Profiling to high management teams. For groups that are also management teams of the whole organization, the goals of the programme are extended by the development of selected team and individual competencies related to group cooperation.

Goals (from the perspective of the organization and leaders):
Development of authority and professional and personal maturity of people leading teams and organizations, strengthening the professional image (personal brand) of the manager.

Broadening the scope of managerial skills through the perfection of the rules and techniques of of Personalized Leadership and professional team management during periods of difficult change.

Aware management of own career and skilled guidance of the careers of talents.

Planning and professional guidance of strategic reflection within the organization and building the  desired culture within the organization or team. 

TTX Academy

TTX Academy is an offer made up of 3 solutions – dependent on the specific needs of the clients. We offer tested programmes that are carried in different forms, tailored to the needs of the organization. When designing a programme, we first and foremost take into consideration the business challenges of our clients. We make sure that the perfected competencies are directly related to the current tasks being carried out by the participants. When working with our clients, we pay attention to the sponsor’s engagement with business-related issues, and also designing the whole communication plan, which in turn influences the motivation of the participants and the image of the project in the company. 

Goals:
Delivering practical solutions related to current challenges in the field of people management.

Creating the opportunity to train new skills and exchange good practices.

Teaching key managerial behaviours that have a strong influence on building the commitment of employees. 


TTX Mentoring

TTX Mentoring is a programme focused on preparing three groups (mentors, mentees, and the superiors of the mentees) to effectively use individual mentoring opportunities. It also includes the implementation of a mutual understanding of roles and undertaking them in individual mentoring sessions by the groups of participants described above. For the mentors themselves, this programme provides an opportunity to become acquainted with mentoring tools and is a true training of their application. Thanks to the supervisory actions, it also gives the possibility of improving mentoring practices.

Goals:
from the perspective of the organizationaccumulation and protection against the loss of valuable expertise and knowledge about best practices through their transfer from experienced masters to young leaders and specialists, promotion of a culture based on constant development and learning, implementation of business initiatives launched by the program participants.

from the perspective of the participant - expansion of opportunities for career development within in the organization, identification of specialist or managerial competencies for development and their regular improvement under the supervision of a mentor, consolidation of subjectivity and use of additional internal motivators.

from the perspective of the mentor - development of practical teaching competencies through the use of personal experience, authority and expertise, opening a new career perspective and satisfaction with developing others as an important factor that strengthens motivation and identification with both the company and personal role.

AC/DC

The Assessment/Development Centre provides the opportunity for a comprehensive diagnosis of potential and key competencies required for specialist and managerial positions. Programme leads to gathering qualitative and qualitative feedback about the assessed competencies, both for the participant, as well as for the superiors and HR department. It is also a support for recruitment or development processes on the basis of conclusions drawn from the assessment.   

Goals:
Determining how the participants’ level of competence corresponds to the level of competence expected by the organization.

Pinpointing, using, and improving the participant’s strengths worth using in order to achieve a strategic goal of the organization.

Determining individual competency gaps to be worked on in the future.

Increasing the awareness of the AC/DC participants about their strengths and areas for development.