6 - 10
The length of a DC is 1 day / group. The length of the process is 3-5 weeks, depending on participant number and complexity.
A Development Centre (DC) is a standardized process that evaluates the level of certain competencies and behaviours in prearranged circumstances, in front of trained observers, for development purposes.
A Development Centre provides the opportunity to observe colleagues in a series of diverse and challenging exercises, allowing their potential to be discovered, as well as their areas for improvement. With the help of a Development Centre we can examine to what extent an individual is able to put certain behavioural rules into practice and demonstrate them according to the expectations in a predefined environment.
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“Your brand is what other people say about you when you are not in the room,” says Jeff Bezos. Self-awareness and defining your leadership role as a female leader is paramount. But self-awareness is not enough, we also need to define how we present ourselves to the world. Personal brand is key for anyone who wants to be successful in their field. Women leaders also need to consciously build and develop their personal brand.
If you aim at establishing an engaging culture and environment or improving current HR and management practices to boost retention, Employee Journey Mapping is a great tool to assess the present state, brainstorm new ideas and plan the implementation in a conscious and attractive manner.
Our world is undergoing rapid changes in many arenas. Our customers are getting more powerful and make demands which have not been seen before. They want to be served through various channels, they want to get things done fast, seamlessly, without efforts. Customer Experience is a key differentiator in today’s business
Developing our team members is not only a value in itself, it can also be an important tool for employee engagement and retention. Often, however, HR professionals have difficulties identifying the exact development needs and rely on mere assumptions, due to which the expected results are also often missed.
Do you face regular organizational changes? Would you like to know who the main opinion leaders are in your company? Do you want to identify potential talents, mentors or people with leadership potential? Or on the contrary, do you want to identify people with burnout risk that you can easily lose without intervention?
“How happy are you at work?” A simple, but powerful question, which can expressively indicate the well-being, and thus the current level of engagement of our employees. Especially if it is regularly asked and monitored over time.
The various business benefits that are brought by high employee engagement at a company has been widely discovered, therefore the topic of engagement has become one of the most significant focus areas to explore and improve. You cannot, however, improve employee engagement without knowing where your company stands.
Talents – who are productive, high performer employees with high potential – are the future of all organizations. It is vitally important to keep them at the organization and essential and worthwhile to develop them in a conscious and engaging way.
Companies should retain the most important colleagues and at the same time decrease the dependency on them. Our Key Employee Retention program helps detect those employees who has crucial role, and define related actions. The proper execution of tasks supported by us eliminates business risks for the organization.