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R&S Partnership in Belgium
R&S Management Consultancy
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Our team is a combination of
locally experience staff with western technology that can bring considerable benefits to our clients....

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Services -Assessment Center – Development center

“It’s not about Intelligence, Education. It is about Skills & Talent”

Therefore;  Successful job-person matching depends on:
  • Accurate assessment of individual competencies .
  • Competency model of jobs .
  • A method of assessing the “goodness of fit” between a person and a job .
  • How does an Assessment Center work?
    Find more and follow us throughout a Day Assessment
      Why “Assessment”? When “Assessment” How  “Assessment”
    Why Assessment?
    The cost of hiring one worker is $40,000 without the hidden costs, such as loss of productivity and overtime for the remaining staff.
    The cost of replacing a new employee approaches two times of his or her salary.
    The entire cost has been estimated as high as $500,000 per hire.
    If individuals for any reason do not fit either the job or the organization, mostly they leave the firm in the first year after employment. In figures, about 40% of all US workers have been in their jobs for less than two years.
    The goal of the selection process is properly to match people with organization and their competencies to job requirements.
    R&S Assessment provides a systematic approach to find out
  • What competencies predict performance and success in specific job.
  • Who are the people having the competencies for success in a specific job.
  • Who are the people you need to further develop (and what kind of development option can you use to create an optimal return on investment).
  • Who are the people who fit for job-rotation or promotion.
    Find more and follow us throughout a Day Assessment
    When Assessment?
    The goal is to acquire proper talent and improve the return on investment of the talent / human capital onboard.
    When organization goes to infrastructural and resources relocation, assessment helps you to predict the future Job performance of a collaborator. The Assessment Center methodology is used as well to discover the potential collaborators from an existing pool and goes as well with the selection of new collaborators.
    In establishing an assessment based on the needs of competencies for your company, we can offer:
  • Support in (re-) defining the goals of the assessment program.
  • Behavior-oriented competency analysis and design of matrices.
  • Tailor—made approaches.
  • Coordination and training of internal assessors – through the presence of the internal assessor with the external assessor and the evaluation discussion during the assessment day.
  • Organization of the assessment and evaluation program.
    R&S Management Consultancy offers a professional assessment for the acquisition/hiring of the people your company requires and for the development and promotion of competent profile. It offers the highest possible guarantee to find the (internal & external) talent a company is looking for, and to identify the training & coaching needs for further development.
    Find more and follow us throughout a Day Assessment
    How Assessment?
    An Assessment can be carried out either individually or in the group. The Assessment Center is always based on “unique” competency profile (tailored to the company and for the position through a one day workshop, orientation with  line managers and HR before conducting the assessment) to which practical simulations tasks are linked with a high realism. The Assessment Program is highly attuned to the unique profile.
    A behavioral based interview is integrated to the Assessment, stage when, the required competencies are studied in a structured and behavior-oriented way.
    Find more and follow us throughout a Day Assessment
    Assessment steps

    Step 1: Develop the competency Matrix in line with the Target Job.

  • What is the desired profile of the ideal candidate for a job? What are the core-competencies differentiating between superior and average performance for the job?
  • Competency-matrices:
  • - How to we define “the look for” competencies.
    - How are those competencies translated in terms of behavior?
    - What level does your company require for each competency?

    R&S can help you developing a model specifying the competencies needed for superior performance for a future job. Our know-how is based on proven research-based (286 studies conducted in 21 countries) “McClelland/Mc Bar Job Competency Assessment Methodology combined with our vast experience and practical implementation expertise worldwide with multinational companies for all positions.

    This is our validation of the process.
    Step 2: Select or develop Assessment Tools
  • What is the best combination of tools that can optimally screen each of the core-competencies, which predict success in the target job.
  • Example of measurement tools used in a generic Assessment:
  • - In basket exercises.
    - Coaching exercise.
    - Presentation vision / Strategy speeches.
    - Behavioral event interview.
    - Personality test (NEO profile test).
    - Leaderless group discussion.
    Step 3: Assess the competencies of candidates for the job
  • Behavioral observation
    The candidate participating in the Assessment gets the opportunity to make a talk about his competencies in a stimulating environment and to demonstrate it in front of a team of professional assessors.
  • Registration and scoring
    During the Assessment, R&S Management strives for the highest possible objectivity in the evaluation of the strengths and elements to be improved on people. Our knowledge, experience and professional approach makes it possible for you to find “the right person on the right place” without being misled by subjective impressions.
    • Evaluation of each participant by a group of external and internal assessors.
    Gap Analysis and listing op ional development actions.
    Step 4: make job-person match decisions and hiring decisions

    We assist the company in the decision-making process & Assessment for development purposes.

    Step 5: Reporting & Individual Debriefing.
    R&S prepare assessment reports to reflect the result of the assessment with our validation techniques between behavior observations, during the exposure of the assessee’s with the different exercises, and psychometric results.

    The validation tool to R&S assessment center is the comparison between psychometric findings and behavior observations during the whole day of assessment, for example if the results of the behavior observation is the same as the psychometric findings it means it has been validated & will be declared as an area for strength, If it does not mach it will be not validated and will be declared as an area for revisiting as needs further search. 

    Step 6: Design of development plan, career path.

    R&S offer the debriefing services to each assessee for the purpose of career planning. The debriefing process in a discussion between external assessors, line managers and the assessee’s.
    The result of the conversation will be the development of new stretch objectives to capitalize on the strengths of the assessee and identify the area of development with the recommended action plan.

    This is called the social contract - a copy will be kept with the assessee, line manager and HR.
    Step 7: Implementing performance Management Process.

    R&S apply the integration process between assessment center, career planning and performance management. By this integration we will ensure that the line manager and HR will work together to activate the social contract in the performance management process to maximize utilizing energy and talent .

    The result of such integration is increasing productivity between 15-25 % per individual without changing their initial objectives.
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