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.

Competency Based Leadership Development

Traditional leadership development has focused on behavioural adaptation and the acquisition of competencies. Competency models came into the HR picture in the 1970s as a means of codifying the behaviours necessary for a particular leadership position. It was a step away from models that relied on general intelligence and skills as signs of potential.

Today, competencies are carefully determined through a study of what has distinguished the most competent performers from the mediocre performers in the past. ODAC uses Leadership development efforts that focus on experiences to develop these behaviours.

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.

Executive & General Recruitment and Selection

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 & Transformation

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 Development

The Organisational Development Process is based on the action research model which begins with an identified problem or need for change.

The process proceeds through assessment, planning of an intervention, implementing the intervention, gathering data to evaluate the intervention, and determining if satisfactory progress has been made or if there is need for further intervention. The process is cyclical and ends when the desired developmental result is obtained.

Organisational Growth/Stabilisation

The role of innovation for growth is strengthened by advances in new technologies, and a greater focus on knowledge creation and use.

More recently, the importance of innovation has been reinforced both by globalisation and by rapid advances in new technologies. Policy reforms are needed to strengthen innovation and productivity outcomes. Improving the business environment for innovation is especially important, as business is the main driver of innovation.

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.

Simulation Exercises

A training simulation is a virtual medium through which various types of skills can be acquired. Training simulations can be used in a wide variety of genres; however they are most commonly used in corporate situations to improve business awareness and management skills. They are also common in academic environments as an integrated part of a business or management course.

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.

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