BT's leap forward from assessment centres
Article Abstract:
British Telecom's (BT) Inland Communications division adapted the assessment center method into a way of figuring exact individual development needs. The term 'development center' embodies concepts similar to those used in assessment centers, including participation in job simulations, exercises, and tests in the presence of assessor observers. Additionally, however, the development center entails using collected data to diagnose individual training needs, boosting self-development, or providing part of an organizational development audit. Stages which BT went through in implementing its development centers were: agreeing on objectives, defining program dimensions, designing the center, announcing the program, training the assessors, staging the event, and providing follow-up and feedback.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1987
User Contributions:
Comment about this article or add new information about this topic:
Improved connections at BT's development centres
Article Abstract:
British Telecom (BT) has developed a new managerial program that focuses on development center attendance at particular groups. BT has found that development centers are useful in identifying the training needs of managers. Managers in large groups or particular grade or function are identified and supplied with cheaper development mechanisms: a personal development planner is used to create an agreed-upon development plan for a manager's specific job and personal needs. The program provides better briefings for line managers, makes line managers responsible for preparing staff before attendance at development centers, and negotiates post attendance development programs with line managers. The program also uses more operational managers as assessors.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1990
User Contributions:
Comment about this article or add new information about this topic:
How management development can improve business performance
Article Abstract:
Hewlett-Packard Co's European division designed and implemented a management training program in order to revive slowing sales and increasing expenses. The training series was designed to: focus on business issues rather than personal development; focus on issues that were central to the European markets; encourage managers to develop their own skills and take initiative; stress international and interdepartmental teamwork; and focus on perfecting the manager's present position instead of an advancement class. Managers attributed many of the business' later gains to the material they learned and developed in the management training program.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1988
User Contributions:
Comment about this article or add new information about this topic:
- Abstracts: Falls from height: Complying with the new rules. New accords in construction and cement. Construction employers want eastern workers
- Abstracts: Pension problems and proposals for future reform in Japan. Pension developments in the UK. The 1994 pension reform in Japan and future issues
- Abstracts: Plant shutdown forces changes in operations. Think tanks power up employees
- Abstracts: The vicious circle of training and organizational development. Management training games: the play's the thing
- Abstracts: Are employees using what they learn? Skill inventories, a developmental process. Skill inventories: pack for the future