ASSESSMENT DEVELOPMENT CENTRE (ADC) IN MADHYA

GUJARAT VIJ CO LTD (MGVCL)

BYPRITI HEMANT NASHIKKAR

TY BBA (HR)

OBJECTIVE , SIGNIFICANCE OF THE STUDY

OBJECTIVE OF THE STUDY:

To know the effectiveness and impact of ADC as a technique / tool implemented in MGVCL

To know the effectiveness of applying ADC for various measuring competencies viz. Functional, Commercial and Behavioral

Findings of ADC in MGVCL Significance of ADC in MGVCL

SIGNIFICANCE OF THE STUDY:

This research work would be significantly useful in knowing the developmental issues of MGVCL

The research study will help me to know the practical application of ADC tool

MEANING

ASSESSMENT CENTRE

An Assessment Center can be defined as ,a variety of testing techniques designed to allow candidates to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job

DEVELOPMENT CENTRE

In Development Centre the participants are part of the learning process and all responses to situations are handled in a spirit of personal and professional improvement

WHAT IS COMPETENCY?

Competence (or competency) is the ability of an individual to do a job

A competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees

COMPETENCY

COMPETENCY MAPPING

Competency mapping means bridging a gap between what is expected by the organization and what is prevailing in the candidates

COMPETENCY MAPPING IN GENERAL FOR MGVCL EMPLOYEES

PREVAILING

COMPETENCIES

COMPETENCY GAP EXPECTED BY

COMPETENCIES

BY ORGANIZATION

Analytical skills Customer

management

Decision making Business orientation

Communication skill People management

Ethical behavior

Decision making

Active listening skills

Leadership skill

Communication skill

PROCESS OF ADC

PRE PLANNING Identify need Objectives: Establish clear objectives for the process

DEVELOP Competencies: Identify organization or job specific competencies

to evaluate participants ADC Techniques Design ADC: Construct ADC by preparing formats for assessment,

timetable & logistics Training: Identify & provide training to assessors, facilitators for

smooth implementation

IMPLEMENT Run ADC with participants Feedback & Reports Facilitate in formulating Individual Development Plan

TOOLS/ TECHNIQUES

Case study interview Competency Based Interview Fact finding exercise Group exercise In- tray exercise Problem solving exercise Presentation Role play Written exercise Aptitude test / personality /

psychometric test

Presentation Case study Behavioral event interview Debate Psychological test Group decision Situational test Written exercise

TOOLS/ TECHNIQUES OF ADC

TOOLS/ TECHNIQUES USED IN MGVCL

IMPORTANCE OF ADC

Selection Training & Development Performance Management Career Paths Succession Planning

WHICH BUSINESS NEEDS ,CAN COMPETENCY MODELS ADDRESS

Clarifying job and work expectations Hiring the best available people Maximizing productivity Enhancing the 360 degree feedback Adapting to change Aligning Behavior with Organizational Strategies and values

DATA ANALYSIS AND

INTERPERTATION

DATA ANALYSIS AND INTERPERTATION

COMMUNICATION ROLE CLARITY

COMMUNICATION

YESNO

NO. OF RESPONDENTS

PERCENTAGE(%)

YES 10 50

NO 10 50

TOTAL 20 100

ROLE CLARITY

YESNO

NO. OF RESPONDENTS

PERCENTAGE(%)

YES 17 85NO 3 15

TOTAL 20 100

DATA ANALYSIS AND INTERPERTATION

WORK EFFICIENCYINTERPERSONAL

SKILLS

WORK EFFICIENCY

YESNO

NO. OF RESPONDENTS

PERCENTAGE(%)

YES 18 90NO 2 10

TOTAL 20 100

INTERPERSONAL SKILLS

YES

NO

NO. OF RESPONDENTS

PERCENTAGE(%)

YES 16 80NO 4 20

TOTAL 20 100

DATA ANALYSIS AND INTERPERTATION

SIGNIFICANCE OF ADC TOOLS

SIGNIFICANCE OF ADC

YESNO

TOOLS

Presentation debategroup decision case studypsychological test

behavioral event in-terview

situational test written testNO. OF

RESPONDENTS

PERCENTAGE(%)

YES 13 65NO 07 35

TOTAL 20 100

DATA ANALYSIS AND INTERPERTATION

MOTIVATION LEADERSHIP SKILLS

MOTIVATION

YESNO

LEADERSHIP SKILL

YESNO

NO. OF RESPONDENTS

PERCENTAGE(%)

YES 12 60NO 08 40

TOTAL 20 100

NO. OF RESPOND

ENTS

PERCENTAGE(%)

YES 09 45NO 11 55

TOTAL 20 100

COMPETITIVE ADVANTAGE

YESNO

NO. OF RESPONDEN

TS

PERCENTAGE(%)

YES 06 30NO 14 70

TOTAL 20 100

COMPETITIVE ADVANTAGE

FINDINGS

ADC helps to study their skills required to perform their job Before implementation of ADC Company took initiative to communicate

its need The candidates were positive to this approach of ADC They got to know the strength and weakness were they can improve their

performance in much better way . For building competitive advantage more technical knowledge (like what

are recent changes took place in electricity sector worldwide is taking place, what kind of innovation can be brought in this sector…) should be provided.

There is a need of ADC in MGVCL because being a public sector company it help them to enhance their capabilities, they will be motivated to work efficiently and effectively

The feedback report provided to them mentioning their strength and weakness was realistic.

It was been notice that employees found themselves fortunate to be the part of ADC

Moreover, the candidates were ready to pass their experience of ADC to their collogues and subordinates

CRITICISMS AND LIMITATIONS OF THE ASSESSMENT CENTRE METHOD

Complexity of the process An effective centre requires a considerable investment in time

and resources-the design process alone can take many months Care should be taken when using high-validity selection methods

to ensure that they operate fairly and are free of bias against any particular group of candidates

Accuracy of social judgments

WHY ASSESSMENT CENTRE FAIL? Poor planning Shift in personnel Results are misused / unused Lack of projecting ability Use of same assessors / exercise

RECOMMENDATIONS

The tools used in ADC for the organization are acceptable but according to me the following tools should have been included during ADC because of following reasons:

In tray test: includes prioritizing documents, drafting , replies to letters, and delegation of important task Outcome: decision making, analytical skills Reason: being on top most post how the candidate manages his

time and how he prioritizes his work. At the end it all depends on order of top management subordinates has to simply follow them.

Problem solving task: includes building structure with limited period Outcome: creative skills, resourcefulness, analytical skills Reason: every time each and every resource is not able these

will enhance their creativity to deal with various problems in different way and at least how to manage the situation

The employees should be made aware about the amendments made by the company

Feedback should be taken from the employees who are participating in ADC at every level of ADC process

The Appraisal of all the candidates should be done Quarterly instead of annually

Areas like dependability, output, attitude, co operation, initiative, creativity, punctuality and discipline should be focused more during the appraisal

CONCLUSION

The research study on ADC in MGVCL , I found that ADC has been an important technique

Due to ADC roles and responsibilities have been made clear The objective of ADC have been achieved to an extent like

communication skills has been improved on the other hand there is more scope for improving in leadership skills

Candidates found that ADC will help them to deal in administrative kinds of activities, on this part they are satisfied but they are eagerly looking forward for more technical knowledge so, that they can enhance their knowledge and can bring certain changes and innovation in their company

From the inputs of employees have shown that other than ADC retire officers should be invited for conducting training program

THANK YOU