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Assessment and Development Center Design Course Page 1 of 2
Assessment and Development Center Design Course
SHL Talent Measurement Training from CEB
Assessment and Development Center Design Course
The Assessment and Development Center Design Course is a 3-day course consisting of Assessment and
Development Center Design as well as Assessor Training. This exceptional program provides a comprehensive
overview of the key issues involved in managing the design and implementation of assessment and development
centers. This is to ensure they align with the organizational goals, and also to ensure development activities are
integrated to facilitate learning in development centers.
Delegates will experience and evaluate a range of assessment methods, e.g. group exercises, in-trays, and fact
finding exercises. The course will also provide practical and comprehensive training in the assessment of a range
of simulation exercises – including role play, group and in-tray – and develops skills which are transferable to the
exercises and competencies of their choice
Part 1: Assessment and Development Center Design Course (2 days)
Who should attend?
o HR professionals and line managers who wish to become self-sufficient in the design and implementation
of Assessment Centers
Course Outline / Scope:
1. Introduction
o Use of assessment centers
o Competency models as a foundation of an assessment center
o Overview of job analysis and competencies
o Assessment Center methods and values.
2. Center Design and Implementation
3. The assessment center matrix
4. Integration of evidence
5. Exercise Design principles
6. Making Development Centers more developmental
7. Reviewing and validating assessment centers
8. Fair Selection
9. Assessment Centers for redundancy and international projects
10. Linking assessment centers to business benefits
11. Return on Investment of assessment centers
Reasons why you should attend this training course:
This two day course will give you a thorough grounding in all stages of the assessment and development process.
The course includes practical training and guidance in all stages of the design and implementation of assessment
and development centers. Delegates will design an assessment center and learn how to resolve key issues in
exercise design. Further training on how to design exercises can be arranged on an in-company basis.
Assessment and Development Center Design Course Page 2 of 2
Assessment and Development Center Design Course
SHL Talent Measurement Training from CEB
Part 2: Assessor Training (1 day)
Who should attend?
o HR professionals and line managers who are to act as assessors or observers within an assessment
center process.
o Those with little or no experience of assessment centers or those who would like to improve or update
their skills
Course Outline / Scope:
1. Introduction
o Why assessment centers
o Understanding competencies
o Job Analysis - the route to competencies
o What's included in an Assessment Center
o Your role as an Assessor
2. Assessor Skills - Part 1
o Observing behaviors
o Recording essential behaviors accurately
o Group exercises - workshop practice
3. Assessor Skills - Part 2
o Classification of verbal and non-verbal behaviors
o Evaluation of responses
o In-tray Exercise - workshop practice
4. Assessor Skills - Part 3
o Sources of error
o Role-play - workshop practice
o Analysis Presentation - workshop practice
5. Assessor Skills - Part 4
o Integration
o Wash-up process
o Feedback
o Report writing
Reasons why you should attend this training course:
The objective assessment of candidates has become a key source of competitive advantage in leading
organizations. The assessor plays a key role in ensuring that an unbiased and consistent approach is used.
The professional use of assessment center exercises requires that assessors are training in behavioral
assessment techniques for example the 'ORCE' methodology. This training course not only provides extensive
training in these techniques but also provides the opportunity to practice your skills.
The assessor skills learnt are easily transferable to other management and HR related situations such as
interviewing or Performance Management
