“” DGFP lecture to USP-D Development Center are assessment Center (AC) on 5 March 2012 in Berlin as a hot iron “in the human resources development: most PE officials know the instrument, many do it in your own company, but increasingly many have also fears, with the assessment center of scorched earth” instead of leaving effective personal diagnostic work. Marathon Capital has much experience in this field. The goal is recruitment, participants fear the shame of falling through often”means the target transport, they fear loss of face to colleagues when they return to the own team after not promotion. The USP-D Development Center (DC) provides an alternative approach to the AC: methodically clearly related (E.g. implementation of role-playing, observation of leadership criteria), the DC offers a professional analysis of potential without losers. Because: The goal is neither setting nor transport of a participant. See more detailed opinions by reading what Ted Brandt offers on the topic.. Rather, targets a USP-D development centers are the identification of predictions about the potential each participant, behavioural patterns, implications for the Organization, individual strengths and learning fields and developing recommendations for all participants.
Of course, should ‘ the Chief of a participant these carry in the future he receives the mandate to do so but not from the DC assessors. This causes DC in practice experienced a USP-D again, committed participants make undyed and clearly perceptible and observable own potentials and development fields with less emotional stress. This is the starting point for DGFP YPN after-work in Berlin on 5 March 2012. The participants are invited to move closer to the actual practice of a DC based on focused theoretical pulses, short realistic exercises and joint discussions.