DEVELOPMENT CENTRE: A PROCESS NOTE

1. Development Centre: An Overview

A Development Centre is an objective process in which multiple data sources are integrated to identify
strengths and development areas of individuals. The design of the process enables minimization of bias and
ensures that each participant is given equal opportunity to demonstrate his/her abilities across a range of
standardised situations.
The key features of a Development Centre are:
a. A more comprehensive overview of an individuals strengths and development needs
b. Standardised process, so everyone who takes part in the same exercise has the same opportunity to
demonstrate his/her skills and abilities.
c. Allows you to show a range of your abilities in a variety of situations.
d. Feedback helps you to understand your own strengths and development needs and can help identify
goals and action plans for the future.
e. The basis for the design of the Development Centre is the organizational Leadership Competency
Framework.
2. The Process of the Assessment/Development Centre
The process that you will experience shall be of one day duration, and shall be facilitated by four Assessors
from SHL (A leading Consultant in the area of Talent Management). Tata Power has engaged their services
for the conducting the Development Center.
As a part of the process you shall experience several instruments, a description of which is provided below.
a. Online Instruments that shall be administered prior to the Development Centre. Please ensure that
you complete these tools in the defined timeframe.
b. Instruments that shall be administered during the course of Development Centre.
Online Instruments:
Occupational Personality Questionnaire (OPQ) - In this questionnaire you describe your preferences at the
workplace. The results provide a clear picture of how you see your personal style and behaviour patterns
and how it is likely to impact your performance.
You can visit www.shl.com to look at samples of these instruments described above.
Other Instruments during the Process:
Some of the Instruments, which are generally used for conducting development centres, are as follows:
Case Study, Presentation Exercise, Group Exercise, In-Tray Exercise, Competency Interview/ Questionnaire
Role Play etc.

3. Tips for preparing for the Development Centre process.

Pre-Preparation
a. Know yourself: draw up a list of your strengths and development needs. Ensure that you can
describe yourself and your experiences in work. Be prepared to draw on examples.
b. Make sure all practical arrangements are clear so that you know what time to arrive.
Day of the Process
a. Arrive on time.
b. Listen carefully to the instructions you are given - ask if you are unsure about what you have
to do.
c. Be alert and aware throughout the exercises and recognise non-verbal signals, such as eye
contact, facial expression and gestures.
d. Dont make assumptions about the way you should respond. If you try to guess what the
observers are looking for, you may be wrong. It is usually best to be yourself, and respond
honestly in the way that seems best to you.
e. You will not be observed during breaks/lunch, only during the exercises themselves.
f. You will be taking part in more than one exercise; so there are plenty of opportunities to
showcase your skills/abilities and observations will be consolidated.
g. You will be observed on your own merits; your skills will not be compared/ observed in
relation to other participants.
h. Dont accept phone calls during your discussions and interactions or while completing any
exercise.

Wish you all the best ... May this process be an insightful one for you!