2. OBJECTIVE , SIGNIFICANCE OF THE STUDY
OBJECTIVE OF THE STUDY:
To know the effectiveness and impact of ADC as a technique / tool
implemented in MGVCL
To know the effectiveness of applying ADC for various measuring
competencies viz. Functional, Commercial and Behavioral
Findings of ADC in MGVCL
Significance of ADC in MGVCL
SIGNIFICANCE OF THE STUDY:
This research work would be significantly useful in knowing the
developmental issues of MGVCL
The research study will help me to know the practical application of ADC
tool
3. MEANING
ASSESSMENT CENTRE
An Assessment Center can be defined as ,a variety of testing techniques
designed to allow candidates to demonstrate, under standardized
conditions, the skills and abilities that are most essential for success in a
given job
DEVELOPMENT CENTRE
In Development Centre the participants are part of the learning process
and all responses to situations are handled in a spirit of personal and
professional improvement
4. WHAT IS COMPETENCY?
Competence (or competency) is the ability of an individual to do a job
A competency is a set of defined behaviors that provide a structured guide
enabling the identification, evaluation and development of the behaviors in
individual employees
6. COMPETENCY MAPPING
Competency mapping means bridging a gap between what is expected by
the organization and what is prevailing in the candidates
7. COMPETENCY MAPPING IN GENERAL FOR MGVCL EMPLOYEES
PREVAILING
COMPETENCIES
COMPETENCY GAP EXPECTED BY
COMPETENCIES BY
ORGANIZATION
Analytical skills Customer management
Decision making Business orientation
Communication skill People management
Ethical behavior
Decision making
Active listening skills
Leadership skill
Communication skill
8. PROCESS OF ADC
PRE PLANNING
Identify need
Objectives: Establish clear objectives for the process
DEVELOP
Competencies: Identify organization or job specific competencies to evaluate
participants
ADC Techniques
Design ADC: Construct ADC by preparing formats for assessment, timetable
& logistics
Training: Identify & provide training to assessors, facilitators for smooth
implementation
9. IMPLEMENT
Run ADC with participants
Feedback & Reports
Facilitate in formulating Individual Development Plan
10. TOOLS/ TECHNIQUES
Case study interview
Competency Based Interview
Fact finding exercise
Group exercise
In- tray exercise
Problem solving exercise
Presentation
Role play
Written exercise
Aptitude test / personality /
psychometric test
Presentation
Case study
Behavioral event interview
Debate
Psychological test
Group decision
Situational test
Written exercise
TOOLS/ TECHNIQUES OF
ADC
TOOLS/ TECHNIQUES
USED IN MGVCL
11. IMPORTANCE OF ADC
Selection
Training & Development
Performance Management
Career Paths
Succession Planning
WHICH BUSINESS NEEDS ,CAN COMPETENCY MODELS ADDRESS
Clarifying job and work expectations
Hiring the best available people
Maximizing productivity
Enhancing the 360 degree feedback
Adapting to change
Aligning Behavior with Organizational Strategies and values
13. DATA ANALYSIS AND INTERPERTATION
COMMUNICATION ROLE CLARITY
COMMUNICATION
YES
NO
NO. OF
RESPON
DENTS
PERCENT
AGE(%)
YES 10 50
NO 10 50
TOTAL 20 100
ROLE CLARITY
YES
NO
NO. OF
RESPON
DENTS
PERCEN
TAGE(%)
YES 17 85
NO 3 15
TOTAL 20 100
14. DATA ANALYSIS AND INTERPERTATION
WORK EFFICIENCY INTERPERSONAL SKILLS
WORK EFFICIENCY
YES
NO
NO. OF
RESPOND
ENTS
PERCENT
AGE(%)
YES 18 90
NO 2 10
TOTAL 20 100
INTERPERSONAL SKILLS
YES
NO
NO. OF
RESPOND
ENTS
PERCENT
AGE(%)
YES 16 80
NO 4 20
TOTAL 20 100
15. DATA ANALYSIS AND INTERPERTATION
SIGNIFICANCE OF ADC TOOLS
SIGNIFICANCE OF ADC
YES
NO
TOOLS
Presentation
debate
group decision
case study
psychological
test
behavioral event
interview
situational test
NO. OF
RESPON
DENTS
PERCENT
AGE(%)
YES 13 65
NO 07 35
TOTAL 20 100
16. DATA ANALYSIS AND INTERPERTATION
MOTIVATION LEADERSHIP SKILLS
MOTIVATION
YES
NO
LEADERSHIP SKILL
YES
NO
NO. OF
RESPON
DENTS
PERCENT
AGE(%)
YES 12 60
NO 08 40
TOTAL 20 100
NO. OF
RESPOND
ENTS
PERCENT
AGE(%)
YES 09 45
NO 11 55
TOTAL 20 100
18. FINDINGS
ADC helps to study their skills required to perform their job
Before implementation of ADC Company took initiative to communicate its need
The candidates were positive to this approach of ADC
They got to know the strength and weakness were they can improve their
performance in much better way .
For building competitive advantage more technical knowledge (like what are recent
changes took place in electricity sector worldwide is taking place, what kind of
innovation can be brought in this sector…) should be provided.
There is a need of ADC in MGVCL because being a public sector company it help
them to enhance their capabilities, they will be motivated to work efficiently and
effectively
The feedback report provided to them mentioning their strength and weakness was
realistic.
It was been notice that employees found themselves fortunate to be the part of ADC
Moreover, the candidates were ready to pass their experience of ADC to their
collogues and subordinates
19. CRITICISMS AND LIMITATIONS OF THE ASSESSMENT CENTRE METHOD
Complexity of the process
An effective centre requires a considerable investment in time and
resources-the design process alone can take many months
Care should be taken when using high-validity selection methods to ensure
that they operate fairly and are free of bias against any particular group of
candidates
Accuracy of social judgments
WHY ASSESSMENT CENTRE FAIL?
Poor planning
Shift in personnel
Results are misused / unused
Lack of projecting ability
Use of same assessors / exercise
20. RECOMMENDATIONS
The tools used in ADC for the organization are acceptable but according to
me the following tools should have been included during ADC because of
following reasons:
In tray test: includes prioritizing documents, drafting , replies to letters, and
delegation of important task
Outcome: decision making, analytical skills
Reason: being on top most post how the candidate manages his time
and how he prioritizes his work. At the end it all depends on order of top
management subordinates has to simply follow them.
Problem solving task: includes building structure with limited period
Outcome: creative skills, resourcefulness, analytical skills
Reason: every time each and every resource is not able these will
enhance their creativity to deal with various problems in different way
and at least how to manage the situation
The employees should be made aware about the amendments made by the
company
21. Feedback should be taken from the employees who are participating in
ADC at every level of ADC process
The Appraisal of all the candidates should be done Quarterly instead of
annually
Areas like dependability, output, attitude, co operation, initiative,
creativity, punctuality and discipline should be focused more during the
appraisal
22. CONCLUSION
The research study on ADC in MGVCL , I found that ADC has been an
important technique
Due to ADC roles and responsibilities have been made clear
The objective of ADC have been achieved to an extent like communication
skills has been improved on the other hand there is more scope for
improving in leadership skills
Candidates found that ADC will help them to deal in administrative kinds
of activities, on this part they are satisfied but they are eagerly looking
forward for more technical knowledge so, that they can enhance their
knowledge and can bring certain changes and innovation in their company
From the inputs of employees have shown that other than ADC retire
officers should be invited for conducting training program
