The Development activity uses the results that emerged from the assessment center to define self-development paths and targeted interventions, aimed at strengthening the skills and improving the professional performance of employees.
The tests used during this procedure are in fact not only intended to evaluate, but also to provide employees with opportunities to test themselves in real contexts, adopting any correctives from an operational and motivational point of view.
The goal is to support each individual through a concrete and structured growth path, creating the conditions to fully exploit their potential and promote their evolution within the organization.
Some of the main skills and skills that can be evaluated and developed through the activities of Development Center are:
Aura is our Assessment and Development Center platform, with tests for evaluating staff performance enhanced with AI to anticipate people’s success, their compatibility and their growth potential.
The platform integrates the effectiveness of the assessment tests by adding a development section for the candidate and a synoptic dashboard, designed to be extremely intuitive, whether used by small-medium companies or by the HR departments of structured organizations.
Since it is focused on growth, during the Development Center it is essential to set up a structured comparison between colleagues and experts, internal or external to the organization.
Feedback is in fact the central element of the path, from which individual development plans take shape aimed not only at improving performance, but also at strengthening motivation, involvement and professional growth.
The tests used during this procedure are not only for the purpose of verification, but also to provide concrete opportunities in which employees must test their behaviors and abilities in real contexts with possible correctives on the operational and motivational level.
The Development Center can be provided to a single participant or a group of people, even large ones. The duration of the process varies according to the number of participants and the number of tests planned.
Depending on the company’s needs, we offer solutions in full online or blended mode (part online and part in person).
Individual Development Center paths are aimed at increasing the individual employee’s awareness of their level of effectiveness, to help them express their maximum potential.
Group Development Center Pathways are designed and developed specifically for the assessment and development of the skills of groups of people.
Downstream of the diagnostic phase, we build action plans aimed at developing areas of improvement shared with the person.
Each Development Center project is built from the specific skills that you want to evaluate.
We guarantee methodological rigor, with a global and transversal approach, able to provide a complete overview of capabilities, values and motivations that must generate value for the organization and support strategies in the short and long term.
Throughout the development, we always take into account the values and corporate culture of the organization.
The excellence of our professionalism is the distinctive value that supports people and the company in the development path, consistent with business strategy and organizational needs.
The Development Center (or "DC") is a structured methodology of assessment and development of personnel oriented to the enhancement of human capital within an organization. An effective tool to support self-development paths and resource growth plans.
Unlike the tools used exclusively for evaluation purposes, the Development Center is designed to actively support people's professional growth, promoting awareness, learning and continuous improvement.
Its main objective is not limited to noting the current level of skills, but to identify the potential for individual development and foster the strengthening of the capacities needed to address more complex roles, responsibilities and organizational contexts.
Through the development center activity, it is possible to prepare resources to face more complex roles, responsibilities and organizational contexts.
During the Development Center path, the participants are observed through exercises, simulations and behavioral evaluations similar, by methodology, to those used in the Assessment Centers.
However, the tests used during this procedure are not exclusively intended to make evaluations, but also to provide concrete opportunities for employees to test themselves in real contexts, with any correctives.
The substantial difference lies in the purpose: the Development Center is not limited to measuring the profile of the resource, but aims to identify strengths and areas for improvement to strengthen and promote the development of new skills.
While the Assessment Center is mainly oriented to the selection or identification of the most suitable resources for a specific role, the Development Center is focused on the development of people already integrated into the company, with the aim of helping them strengthen their skills and express their full potential.
The Assessment Center is therefore a tool mainly for the use of recruiters, while the Development Center can be used independently.
