English
April 2022
High Potential and Succession Planning with ADCs
60 Mins
Director-HR & Admin, Hughes Communications
Vice President, Global Head Talent, OD, and D&I - ACG World
Leadership Coach & OD Consultant
Consulting Head - Psychometric Assessments, Mercer | Mettl (Moderator)
This webinar must be attended by organizations that have always conducted physical assessments for hiring employees and thought that this was the only and the best way in which assessments could be carried out. The webinar will be a revelation because it explores the world of assessment development centers (ADCs) that can be both virtual and blended and the numerous benefits offered by ADCs.
Attending this webinar will help organizations understand how they can start using assessment centers to identify the top performers internally and easily plan successors in leadership positions without any hassle and in quick time.
Planning High-Potential identification and succession planning in organizations through ADCs
Using ADCs for Organizational development and need gap analysis followed by mapping of training needs of every employee
First-hand account of how ADCs can positively impact and transform organizations, straight from the horse’s mouth
Current industry assessment trends, succession planning strategies and what the future holds
Blended assessment centers stand out for being inclusive and for helping remove barriers. They also differentiate personal and professional versions of individuals.
Linking talent management & retention strategies to the group or organizational strategy helps answer the ROI & impact to be measured for investing in assessment centers.
Organizations are moving toward understanding the relevance of talent management.
Some candidates back out from these assessment centers due to fear of getting into trouble. The way to reduce backouts is to emphasize the positive impact of such assessments conducted previously.
It identifies high performers who will thrive in any work environment and rewards them suitably. The goal is also to identify high talents who have the potential to grow and improve themselves.
No. These assessment centers are relevant only to specific roles and positions in the organization. If sent to all employees, most may not be prepared to take them up due to a lack of understanding and relevance.
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