The checklists come short of skills measuring therefore are organized development centres. There the attendants are solving simulated situations in the charge of contemplators. The evaluation proceeds in line with prepared structure and results are transfer into measurable indicators with the help of evaulating checklist of the mini web survey. The most frequent use is for potential position attendants.
The key competence are set for objective measuring. After that is assigned the situation which will the attendant solve in his position. Case studies and evaluative criteria are prepared for subsequent transfer into the SW evaluation. The SW evaluation offers measurable characteristics whereupon we can compare attendants with one another and with required profile.
It is a high quality method of measuring. But it has also some costs – invested time, weak popularity and a risk for unqualified evaluationg person. E.g. A junior consultant closely after degree ceremony evaluates 50 years old manager who have to lead a significant process. Therefore we recommend the Development centre as the last choice from selected. It can help, but only after carefully consideration. But its results may carry good contribution and may solve range of complication.