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Evolving out of the Assessment Centre design, development centres provide the rigour of structured assessment using multiple methods, but the aim is developmental rather than part of a selection process. Development Centres are a well-established means of:

  • identifying development needs
  • providing structured feedback
  • creating focused personal development plans.

The Keil Centre's approach to the design of a development centre is firstly to establish its purpose and the outcomes sought by the organisation. The effectiveness of the Centre depends on having a clear set of competencies which have been identified as key to successful performance in the target role(s). Once these are established, methods can be selected to measure the competencies. Whilst there is a wide range of off-the-shelf development exercises available, it improves realism to design exercises tailored to the environment and challenges of the target population. This enhances the effectiveness of the development centre and can make a considerable difference to the credibility of the process in the eyes of participants.

Some of the critical factors in ensuring a Development Centre is successful are:

  • The design of the competency framework upon which the Development Centre is based
  • Senior management commitment to the process
  • The perceived relevance and developmental potential of the process to participants
  • Training for observers in the skills of observation and behavioural feedback
  • Structured development planning processes built in to the Centre
  • Support for the implementation of development plans, eg. through on-the-job activities, coaching, action learning as well as more formal development methods.
For an example of The Keil Centre's work on Development Centres see the article on Rolls Royce Development Centres in our newsletter, issue number nineteen.
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Last updated: 25-07-2007 13:28

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