Defining an assessment:Objectives, a brief history and content
Performance vs. Potential
Assessment process: Planning, delivery, interpretation and finalisation
What competencies do they possess and how do we observe them?
Behaviour as a factor that allows skills to be measured and monitored
Causal flow model for skills: intentions, actions, outcomes
Three behaviours make one competence
Structure and timetable for the assessment: pre-assessment online
Revelatory tools and their features: Personality tests (e.g. OPQ32), English-language tests, aptitude tests (numerical, logic, verbal reasoning), psychological and situational tests, dynamics in a group both where roles are assigned and in a group where they are not, dynamics in a group with and without context, self–presentation, self-perception questionnaire
Assessor’s role: how and what to observe
Writing up a personal profile
The subsequent assessment interview: opportunities for development, potential risks and how to overcome them
Acquire and learn to use the ability to assess a candidate’s competences, aptitude and potential
Map an individual’s abilities
Identify (according to objective skills-related criteria): suitability for the role, range of activities the role covers, potential for growth, how well they can be integrated into the company’s existing structure and its values system
Practical “laboratory”, alternating between: lectures, role play, workshops, exercises, time dedicated to discussion of the logic applied and reflection on its success
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