ODAC Services

Assessment and Development Centres

The difference between an Assessment Centre and a Development Centre relates to the purpose of conducting the assessment. Assessment Centres are generally used to make recruitment decisions while Developmental Centres are used to facilitate an individual's development. These Centres can help an individual prepare for the future skills requirement of the organisation as well as enable managers to pinpoint certain individuals with potential for future promotion.

The ODAC team is certified in designing and administering Assessment/Development Centres and has amassed experience in conducting over 500 assessment centres for selection and development over the last three years.

Experiential Leadership

Experiential learning is the process of learning through experience and is more specifically defined as "learning through reflection on doing." Experiential learning focuses on the learning process for the individual. One example of experiential learning is going to the zoo and learning through observation and interaction with the zoo environment, as opposed to reading about animals from a book. Thus, one makes discoveries and experiments with knowledge firsthand, instead of hearing or reading about others' experiences. Likewise, in business school, internship and job shadowing, opportunities in a student's field of interest can provide valuable experiential learning which contributes-significantly to the student's overall understanding of the real-time environment.

experiential learning

Employee Engagement

Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being.

Recruitment & Selection Services

ODAC can optimise an organisation’s recruitment, succession planning or promotion efforts through the identification/validation of job competencies for the targeted job. By using selection tools our clients are assured of making the most reliable recruitment/selection/succession planning decision.

The end result would include:

  • Increased efficiency and effectiveness in recruitment
  • A better job fit throughout the organisation
  • A reduction in attrition rates
  • A better prediction of job success for new hires and promotions

Job Competency Profiling

Job Competency profiling is a very useful tool. It identifies the skills required for effectiveness in a job role and is an essential step before assessing candidates to fill a prospective position. The assessment of candidates presupposes having some idea about what is required for success in the target role.

In addition to its usefulness in the selection process, competency profiling can also be used in conjunction with other methods to assist in the process of identifying competency gaps and training needs for an incumbent. This provides the opportunity to enhance the incumbent’s performance on the job.

The ODAC team has been certified in competency based management methodologies and has been providing this service to local and regional clients for over ten years.

Organisational Culture & Change

Culture is back on the corporate agenda. As leaders deal with the demands of increased complexity- whether managing financial and environmental risk, navigating new markets, assimilating new types of technologies, or building a strategy for organic growth- many recognise the momentum that comes with a responsive, energised culture.

If the culture opposes strategy, the results can be disastrous. Many business leaders understand that culture plays an important role in their businesses, but most have difficulty understanding how to use culture to improve performance. ODAC will assess your company’s history and profile and guide your organisation to be culturally acceptable as it transforms to its maximum potential.

Organisational change management (OCM) is a framework for managing the effect of new business processes, changes in organisational structure or cultural changes within an enterprise. Simply put, OCM addresses the people side of change management.

Process Re-Engineering

Business Process Reengineering involves the radical redesign of core business processes to achieve dramatic improvements in productivity, cycle times and quality.

In Business Process Reengineering, companies start with a blank sheet of paper and rethink existing processes to deliver more value to the customer.

process re engineering

Corporate Strategy

A corporate strategy entails a clearly defined, long-term vision that organisations set, seeking to create corporate value and motivate the workforce to implement the proper actions to achieve customer satisfaction.

In addition, corporate strategy is a continuous process that requires a constant effort to engage investors in trusting the company with their money, thereby increasing the company’s equity.

Organisations that manage to deliver customer value unfailingly are those that revisit their corporate strategy regularly to improve areas that may not deliver the aimed results.

Psychometric Assessments

Psychometric tests are used in all walks of life as a way to objectively assess someone’s ability, personality and behaviour. Psychometric tests in occupational settings are used by employers in recruitment, selection, promotion, staff development and also for redundancy. Testing in this area can also be used by individuals for career counselling and self-development purposes.

ODAC has a team of qualified test users who hold Level A (ability/aptitude testing) and Level B (personality testing) qualifications and have been trained to administer, interpret and provide feedback to individuals and teams for all the psychometric tools being offered.



Best Application of Instruments


 Wave Saville Consulting

















16 Personality Factors





Watson Glaser Critical Thinking





Organisational Culture Inventory




Organisational Effectiveness Inventory



Assessment/Development Centres





Assessment Centres

An assessment centre is a recruitment selection process where the organisation assesses a group of candidates at the same time and place using a range of selection exercises. Assessment centres are one of the most effective methods for predicting a candidate's suitability for a job.

It aids organisations to avoid making poor recruitment decisions and the costs associated with them. Candidates are more likely to have a positive experience at an assessment centre than when they are assessed by interview alone.

Succession Planning

A succession plan, simply put, is a component of good HR planning and management. Succession planning acknowledges that staff will not be with an organisation indefinitely and it provides a plan and process for addressing the changes that will occur when they leave. Most succession planning focuses on the most senior manager - the executive director, however, all key positions should be included in the plan. Key positions can be defined as those positions that are crucial for the operations of your organisation and, because of skill, seniority and/or experience, will be hard to replace.

Technical and Behavioural Competency Gap Analysis

Competence is the ability of an individual to do a job properly. A competency is a set of defined behaviours that provide a structured guide enabling the identification, evaluation and development of the behaviours in individual employees.

Workforce Manpower Audit

A Manpower Audit is an overall quality control check on human resource activities in a company.

Manpower Audits identify gaps in policies and procedures which may be the underlying reason for under performance and divestment in any firm.

They are also an opportunity to ensure that activities are in alignment with the strategic intent of the company.

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