So, whilst the principle is the same, the perspective of the assessment is a little different. Following a general assessment, the development center focuses more specifically on identifying the skill set to be developed. The skills assessment itself involves a general assessment of a number of broader skills.
This type of assessment is conducted in situations such as a career review, when a person wants to develop their skills or for the purposes of a change of career.
After listening carefully to the requirements and analysing what needs to be assessed, the list of skills to be investigated is drawn up by habeas and approved by the client. habeas has developed its own skill set model, which serves as a basis for review if the client does not have their own model.
The tools ultimately chosen will be dependent on this:
Following the skills assessment or development center, a full, bespoke report is prepared and presented to the client, which includes a summary assessment, detailed comments on each skill, motivation assessment and a clear stance on the development trajectories open to the candidate (in the case of a development center).
By agreement with the employer, the procedure in both cases can conclude with verbal feedback to the candidate, which is given by the consultant. This special feedback session is an important step, particularly in terms of awareness.
As part of the skills assessment and development center, habeas offers its professional coaching service based on the identified development needs, to enable the worker to achieve his or her professional goals. Professional coaching forms a particularly good complement to certain theoretical models encountered in training settings.
habeas also provides services in the sphere of recruitment and selection, assessment center/assessment, 360 ° assessment, professional coaching, outplacement and specific HR projects.