Orientation center
An orientation center is a variant of an assessment center in which the competency profile of a participant is compared with the target profiles of different career opportunities within a company .
Action
In the course of the process, an individual profile is created for each participant, which is similar to an assessment center based on observations of the behavior of participants in various exercises based on specific criteria. Various career-specific challenges are reflected in the exercises. The purpose of this is to give the participant an insight into the various specifics of the various careers on the one hand, and on the other hand, the participants reflect on their fields of interest and motivational factors and can thus develop a picture of their own talents.
function
Orientation centers enable the development of potential within a company. The participants are given a wide variety of career options, not just the management career . It is therefore a tool for career planning as it offers the participant orientation. Orientation centers offer the company the possibility of sustainable succession planning.
commitment
An orientation center can stand alone or be part of a development program. It is highly suitable as a trend-setting starting point for targeted development steps. It can show the participants options and bind top performers to the company, particularly on the threshold for a more specific professional career (e.g. end of training or trainee period).
method
An orientation center consists of modules that are each adapted to the respective context. With these individual modules, the participant gradually develops a clear picture of their individual professional development. Possible building blocks:
- Simulation exercises like in an assessment center, e.g. B. Case studies and role plays
- In-depth study of the participant's motivation and personality based on the company's requirements
- Workshop elements
- Exchange opportunities with holders of key positions in the company
advantages
For the participant
It is an advantage for the participant that he receives specific support. Behavioral and individual feedback signalize his appreciation. This feedback sensitizes him to better perceive his own strengths and fields of development and he is shown concrete steps for further development. In addition, due to the high transparency of the requirements of higher positions, the participant is motivated to achieve his goals independently.
For the company
The company management receives information about the existing potential in the company and can thus develop its personnel in a targeted and efficient manner. In conjunction with the promotion of company-relevant skills, this enables extensive succession planning. Identified high potentials are bound to the company in the long term by the orientation center, thus reducing fluctuation.
Differentiation from other procedures
| Assessment center | Development center | Orientation center | |
|---|---|---|---|
| focus | Abilities of a participant with regard to various job-relevant criteria | Development potential of a participant with regard to company-specific criteria | Suitable for various careers in the company |
| target | Selection of the participant with the best fit for a vacant position | Deriving development measures which should support the success of the participant in his or her area of ability | Orientation aid in supporting goal-oriented career planning |
literature
- Andreas, Sonja, Vollrath, Susanne: Implementation of an Orientation Center Article in PERSONAL LEADING, August 2010, No. 8/10, pp. 114–116
Individual evidence
- ↑ Ryschka, Jurij, Solga, Marc, Mattenklott, Axel (eds.). Practical manual for personnel development . 3. completely revised u. exp. Ed., Wiesbaden 2011, Gabler, ISBN 978-3-8349-1907-6