Training & Development

  • Design & development of modern ACs
    • A four-day training programme utilizing the mix method approach in designing and development of an AC.
    • The training focuses on the fundamental building blocks of ACs and facilitates the development of skills and competence in:
      • the approaches to analyze the job as a critical start to the process of designing the AC;
      • the considerations about how to apply competency frameworks to inform the design of ACs;
      • when to use and how to design standard exercises (e.g., in-tray exercise scenarios, written exercises, case studies, group exercises, role plays), marking and rating sheets;
      • how to validate the exercises and the center as a whole to ensure that it meets the tests of validity, consistency and fairness, and demonstrates value for money and
      • the critical importance of training your assessors/observers in the exercises and rating methodology.
    • The training will cover all major elements of the AC methods and will develop skills and expertise to design and to run an own AC.
  • Frame-of-Reference (FOR) Observer Training
    • A three-day training programme in frame-of reference (FOR) observer training is presented. FOR assists observers in the categorizing of observations into accurate and appropriate performance dimensions.
    • An experiential learning approach is followed in developing important skills of observing, recording, classifying and evaluating of behavior. Paper-based, as well as interactive simulation, observation is utilized to develop these skills.
    • During the final day of the training, delegates get the opportunity to observe and rate candidates in different exercises on critical competencies using the FOR approach.
  • Attending a practice AC
    • Most candidates who attend an AC have no previous experience of an AC or have no knowledge of how an AC works.
    • We offer a one-day experiential AC where a person can do a practice run AC under the guidance of an experienced AC mentor.
    • The process begins with an initial discussion about the individual objectives and what benefits he/she will gain from attending the practice AC.
    • He or she then does a practice AC under an AC mentor at the AC at UP facility and are exposed to various AC exercises.
    • The AC mentor provides the individual with complete feedback.
  • Competency modelling for ACs
    • A three-day training programme in competency modelling design for AC is presented.  
    • During the training programme, you will be exposed to the best practice guidelines for successful competency modelling.
    • Based on the data collected through work analysis methods, you will develop a competency-based model and a profile for an AC.
    • You will receive training in work-analysis methods that include repertory grids, critical incidents, attribute hierarchy method, forecasting/visionary interviews and O*NET questionnaires.
    • Considerations about how to apply a competency framework to inform the design of an AC and how competencies are linked to various AC exercises will be explored in the last day of the training.