How Assessment and Development

Centers

Improve Positive Work Behavior

Aria Arayana Parasian Siregar graduated as a psychologist

from Padjadjaran University then he continued his

education as a Master of Management for Human

Resources Management from Griffth University, Australia.

He has more than 10 years of experience in solving

numerous issues related to HR System and Employee

Productivity in public and private sector.

How Assessment and Development Centers Improve

Positive Work Behavior Aria Arayana Parasian

Siregar Bina Potensia Indonesia

Improvement for the Best Quality Commitment to

Excellence

Put Trust on People

How Assessment and Development Centers Improve Positive Work Behavior

www.binapotensiaindonesia.com

1. Bina Potensia Indonesia

2. Case Study

1. About The Company

2. HR Solution

3. Competencies Assessment

4. Competencies Development

3. Lesson Learned

Presentation Agenda

Our Tagline

Developing Talent,

Building Nation

Bina Potensia Indonesia (1/3)

VISION

“ Becoming trustable partner in inventing solution to pursue a valuable growth and benefit for customer, society and nation in accordance to external changes,

supported by Our competencies and dignity”

MISSION

Aligning the organization’s long term

strategy with individuals potency to

create a professional work culture,

through:

Promoting Solution for Management and Human Resources Development’s areas

Providing a Series of HR Consultation, Assessment and Training Services that is most suitable for the need of individuals and organizations development

VALUES

“Improvement for the best quality”, through a continuous process of

learning and innovating

“Commitment to excellence”,

improving service quality with “error free-services” principle

“Put Trust on People”, constantly maintaining and developing

our mutual partnership

Bina Potensia Indonesia (2/3)

ORGANIZATION

EXCELLENCE

Manage Talent Productivity

Identify Talent

Developing Talent

Talent Management

• Managerial Skill Assessment • Competency Based Interview • 360 Multirater • Potential Assessment

• Define Role & Competencies • Managing Performance • Retain Talent • Creating Best Fit Culture

• Managerial Competency Development • Building Character Leadership • Coaching Skill Development • Skill Related to HR Practitioner

20 Years of Experience:

1. Serve more than 100 companies (State Owned & Private Enterprise, and Government)

2. Provide Talent-Based Integrated HR Solution

Bina Potensia Indonesia (3/3)

The Implementation of

Case Study

An Integrated Competencies Assessment &

Development Program

1. About the Company (1/3)

1. Organization Profile

• State Owned Enterprise (Strategic Industry) • Established around 1976 • An indigenious companies with core

competencies in aircraft design & development

2. Brief History

• 1980: Supported by highly skilled technician, it has proved that Indonesia was able to develop an aircraft, as well as to provide aircraft components for world wide demand

• 1998 : Hit by economic crisis. Caused heavy organization turbulence till the end of 2009

• 2010 till now: Organization Restructuring. Able to improve its performance by producing aircraft for national as well as international level

1. About the Company (2/3)

3. HR Challenge

• The need for viability of talent with highly skilled in engineering as well as leadership capability

• Organization challenge that related to leadership issue: Project Management, Succession Plan, Collaboration between Engineers and Knowledge Sharing

• The need for an integrated approach in identifying and developing leadership competencies for key position

1. About the Company (3/3)

IDENTIFY KEY POSITION &

REQUIREMENT

CREATE INTEGRATED COMPETENCY ASSESSMENT & DEVELOPMENT PROGRAM

IMPROVE PERFORMANCE MANAGEMENT SYSTEM

DEVELOP LINE FOR HIGH FLYER

Create Competency

Model

Assess Individual Competency

Develop Individual Competency

Manage Individual Performance

BUSINESS STRATEGY

(process, technology)

Man viability to support business process /

technology

INTEGRATED TALENT MANAGEMENT

STRATEGY

TALENT POOL

2. Solution (1/3)

• Objective: to ensure the significant impact of

competencies development with performance

CREATE INTEGRATED COMPETENCIES ASSESSMENT & DEVELOPMENT

PROGRAM

2. Solution (2/3)

Create Competency

Model

Assess Individual

Competency

Develop Individual

Competency

Manage Individual

Performance

2. Solution (3/3)

Competency Competency Assessment

Competency Development

Development Project

Related KPI

Individual Note

Visionary Thinking

Rating: 2 • Less concern on

organization’s vision and mission

• Show no systematic approach in solving a long term issue.

Development Focus • Able to relate

organization’s vision and mission with current assignment

• Able to develop a systematic solution in solving problem

• Reviewing

Organization Design due to Business Transformation

• Due date of

new Organization Design proposal

• Open one self to

other feedback • Show high

enthusiasm during planning stage

• Show initiative to open discussion with superior or colleague

• Has full superior support during development activities (workshop, assignment, coaching).

Competency Dictionary

Assessment Centre

Post Assessment Development

Program Performance Monitoring Plan

Program Sequence

3. Competencies Assessment (1/5)

1. Assessment Center

Definition

A systematic, comprehensive and objective method, based on behavioral and managerial approach, to identify, assess and evaluate individual (soft competency) behavior in related to targeted job, by using series of job related simulations and supported with certified assessors

Assessment Center Principal

Organization Survey and Job Analysis, Multiple Assessment Technique, Situational Exercise (Job Related), Behavioral Response, Behavioral Observation,

Multiple Assessors, Trained Assessors, Recorded Behavior, Data Integration, Reports, Socialization & Feedback

3. Competencies Assessment (2/5)

2. Process

Preliminary Survey

Report

Assessment & Evaluation

Designing Tools

Conduct organization study to understand the organization and

targeted job ; identify success criteria as basis for competency profiles and

to design assessment tools

Designing or adjusting tools based on survey results

Collecting data through observation & interview during simulations.

Data integration through a series meeting among Assessor .

Consist information about competency profile,

each competency description , summary Including conclusion & recommendation

Preparation Phase

Analyze organization and targeted job

Draft Success Criteria

IMPLEMENTATION PHASE

Conduct Assessment

Data Collection

Data Evaluation

Data Integration

Report Writing (incl. Quality Control)

DESIGNING & SETTING THE TOOLS

SIMULATION INTERVIEW GUIDANCE

BATTERY TEST

3. Competencies Assessment (3/5)

3. Result

• 45 Participants: mid & top management level

• In general: 76% of participants show at least 6 competencies in development area

• Mostly on Strategic Influencing & Communication, Strategic Networking, Strategic Decision Making & Establish Plan

Participants with more than 6 Competencies in development area

Participants with less than 6 Competencies in development area

Result (Cntd)

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

100.00%

1-2

3

4-5

3. Competencies Assessment (4/5)

Encourage Talented Leader Ability to Build Organization Capability in achieving Organization Vision and Mission

in the Dynamic Worldwide Competition.

4. Competencies Development (1/6)

1. Development Objective

4. Competencies Development (2/6)

2. Development Model

Unfreezing

• Identify need for development

•Learning Contract

Moving

•Deliver Behavior Intervention Activities

•Active Experimentation

•Reflecting & Evaluating

Refreezing

• Individual Development Plan

•Refreshing Knowledge & Re-educating

•Monitoring & Coaching

•Post Assessment (360 degree)

Program Evaluation

27,6%

3. Matrix: Competencies vs Module

MODULE

LEADERSHIP SKILL THINKING

SKILL

ORGANIZATION STRATEGY

SKILL

PLANNING &

ORGANIZING PERSONAL FACTOR

Stra

tegi

c In

f C

om

De

v P

eo

ple

Stgc

N

etw

rk

Strg

c D

ec

Mkg

Drv

Sys

P

roc

Kn

ow

Bu

s

Focu

s C

stm

r

Estb

h

Pla

n

Lead

Pe

rs

Intr

gty

DA

Y 1

Building Leadership Character

X X X

Strategic Planning X X X X X

Problem Solving & Decision Making X X X

DA

Y 2

Multiplier Leadership X X X X

Effective Coaching X X X X

Integrative Games X X X X X X X X

4. Competencies Development (3/6)

4. Stage of Evaluation

4. Competencies Development (4/6)

REACTION TO LEARNING PROCESS

KNOWLEDGE BEHAVIOR CHANGE

IMPACT ON BUSINESS

Participant have positive attitude toward program

Participant acquire new knowledge, skill,

attitudes or refreshing knowledge

Participant able to use their newly acquired skill in

their job

Improve Business Result

(eg. financial, efficiency)

Training manager Supervisor Manager CEO

During Training Activities Post Training Activities

Result Used By

• 45 Participants: Mid & Top Management level

• 49% shows Behavioral Changes after development (based on comparison between Assessment Center result with 360-degree measurement)

• 27,6% of them create significant impact on their performance

• Most Developed Competencies: Strategic Influencing & Communication, Establish Plan and Developing People

4. Competencies Development (5/6)

5. Result

• Individual : Willing to Learn. Openess to one’s weaknessess

Develop Individual Plan (specific activities and output)

Consistency in its application

• External : Superior Support ( 76% of the success participants claimed has

been fully supported by their superior)

4. Competencies Development (6/6)

6. Success Factor Anaylsis

1. Non questionable need for an integrated approach in Competencies Assessment & Development.

2. Assessment Centre is proved to be able in providing specific direction for development objective.

3. Proven Assessment Centre

Based on Assessment Centre Ethical Guideline

Ability to generate participant willingness to participate in the AC program

4. Effective Development Program

Systematic activities sequences (identify development need to coaching process)

Superior Support & Organization Commitment

Related to Performance

Encourage Learning Motivation

Lesson Learned

Epilogue

Talent as the Answer to Build Nations

by Improving

Organization Competitive Advantages