Development Centres

»An intensive reflection, feedback and learning experience«

Development centres aim at initiating and promoting the development of internal employees. With the help of the multimethodological approach used for assessment centres, a set of methods is determined to make visible the individual strengths and development potentials of the employees. In addition to the diagnostic accuracy, development centres focus on promoting the further development of the participants during the day of the assessment.

By combining different diagnostic approaches (e.g. simulations, interviews, personality questionnaires) and different simulation situations (e.g. interview situations, case studies, presentations), it is possible to develop a differentiated picture of the strengths and development areas of applicants. In addition, applicants also get a concrete idea of the requirements of their future position. The benefit of the assessment centre is that it provides a transparent and well-founded decision-making basis for filling a position and significantly reduces the risk of making the wrong choice.

The developmental character is highlighted by intensive (interim) feedback and learning experiences, for example through repetitive simulations, and by focusing on the participants' self-reflection and development throughout the day. We recommend to integrate video and peer feedback in order to achieve a high level of insights and to focus on the participants' developable dimensions.

Development centres create transparency both for the participants as well as for the organisation regarding the participants' strengths and fields of improvement and their development goals. For the further development process, we recommend setting up a development plan together with the manager which serves to record everyday observations in the participants' behaviour along with the results from the development centre.