Determination and selection of executive candidates in line with managerial competencies

Determination of young talents based on core competencies and functional competencies

Selection of candidates best suited to the target job position and the decision to be promoted

Creating succession plans for key positions

Determination of fit with job requirements and competencies

Determination of fit with organizational culture and values

Determination of fit with the team and team roles

Determination of strengths and development areas in accordance with competence criterias

• The competency criteria and behaviour indicators of the target job position are defined in the first stage
• Competence criteria in the organization’s competence model are used
• Competency criteria are defined primarily for companies without a competency model
• Managerial competencies, sales competencies, technical competencies, basic competencies

• The cases and exercises to be used in the assessment are selected according to the business requirements
• Role Study
• Group Study
• Case analysis
• Presentation
• Inbox exercices planning
• Interview

• The competencies and behaviour criterias to observe, in cases, are determined
• Sub-behaviour indicators of competency criteria are defined

• The international competency- based personality inventory application is forwarded to the participants before assessment center
• Occupational Competency Inventory
• Numerical Skill Test
• Verbal Skill Test
• Creative Thinking Test

• On the Assessment Center Application day, the purpose of program, the program’s flow and competency criteria are shared.
• Participants prepare their own personal programmes for exercises and prepare for cases.
• The participant performs cases with consultants and observers in the hall where the relevant exercise takes place.

• Individual assessment report is prepared for each participant with the competencies observed by consultants in the assessment center process and the interpretations based on behavioral indicators.

• Results and reports are shared with the participant during a feedback meeting.

• Güçlü yönler ve gelişim alanları doğrultusudna katılımcı kişisel gelişim planının oluşturur.

• Developmental actions are monitored periodically.