Assessing and Developing Managers
For Higher Positions
Overview Appraisals, recommendations and interviews are commonly used for assessing whether a person has the right competencies and qualities to meet the demands of higher positions. However, organisations are increasingly pressured to select and develop the right candidates from the large pool of available talents for a limited number of positions. Employers are using a range of techniques to select, develop and promote their most talented people. One of the strategies proven to be most effective is the use of an assessment development centre. Objective and accurate assessment of individuals through the use of an assessment centre allows the employer to gain a greater insight into the candidates' potential. Assessment Development centre activities uses a variety of valid, reliable methods to assess candidates. Accurate assessment is crucial in selecting people both for jobs and for career development. Content/Objectives 1. What is an Assessment Development Centre (ADC)? 2. Activities and process of a ADC. 3. Why use a ADC? 4. Outputs of a ADC	Administrative Details Date : 26 April 2008 (Saturday) Time : 9.30am to 11.00am Venue : Malaysian Institute of Management Management House 227 Jalan Ampang 50450 Kuala Lumpur Fees : MIM Members (Free) Non-Members (RM45) Attendance : Exclusive for Associate Members and above only. Group members are advised to nominate senior members of the organizations to this talk. Facilitator Dr Chin Yook Kong MMIM –MIM-CPT, possesses more than 20 years of professional experience in the human resource development field. He holds a Ph.D. in Training Management (Universiti Putra Malaysia). He has served as Principal of a Management Leadership Institute where he oversaw the assessment, development and training of management executives covering the areas of personality profiling, competency and capability assessment and executive development. His previous work also includes the design, deliver and evaluation of programmes in the areas of training needs analysis, training design, facilitation and conduct of training programmes, evaluation of HRD programme, personal mastery, personal transition, change and transformation, qualitative research, managerial skills, problem solving, and group facilitation skills for managers, senior executives and training specialists. He is currently the Associate Consultant of Malaysian Institute of Management (MIM) specialising in Training of Trainers and Competencies Profiling and Performance.