Using Simulations In Assessment Centres

Simulations / Serious games are being used to teach new skills and provide learning experiences where a participant can safely apply that new learning. Many organizations are now also using simulations for assessment and development planning. 

Simulations / Serious games can be used to assess competencies in typical business scenarios and identify development needs to inform the training and development plans. If used holistically, simulations can assess both skills and broad competencies, as well as provide an opportunity to observe behaviours, attitudes and personality traits, such as the ability to manage stress or to work within a team on decision making.

Defining Simulations & Assessment Centres

In a previous blog, “Simulating the Real World,” we mentioned that Peter Senge, author of The Fifth Discipline, had explained how human beings learn best from experience, particularly when feedback from actions is rapid and unambiguous. With the advancement of technologies, business simulations have come a long way toward providing that real-world feel and are now commonplace in the learning approach of many companies.

Business simulations can provide a realistic environment to learn in a variety of typical and potentially challenging conditions and to see the consequences of decisions made in real time. Simulations can effectively change mindsets in the shortest possible timeframe. Due to the nature of the technology and design, computerised simulations provide an opportunity to build in more complexity, challenging the learners to use what they have already done, to solve new challenges. The experience can enable time to be compressed e.g. the learner can experience 5 years of a business in just 5 hours

Assessment Centres simulate the kind of situations you might encounter in the job and measure how well you deal with real work conditions. The best assessments often combine a computerised assessment with a blend of methodologies and tools including standardised evaluations of behaviours such as job-related simulations, interviews, and/or psychological tests. Role or functional simulations can be used to evaluate behaviours or competencies relevant to the most critical aspects.

KMPG is one company that uses assessment centres as part of their recruitment process. According to https://www.assessmentcentrehq.com/kpmg-assessment-centre/ all exercises at the KPMG Assessment Centre revolve around a fictional organization and its personnel. During the exercises, participants are assessed on how well their abilities match the KPMG core values and key competencies.

Participants usually become very involved with a simulation, especially within a competitive environment. This means they are more likely to behave in a natural manner and be less aware of the assessment process. Involvement and the adrenaline of competition replace the pressure associated with a more rigid Development (Assessment) Centre scenario

LEARN ABOUT ACTANDO SERIOUS GAMES / BUSINESS SIMULATIONS FOR PHARMA:

• BRAND MANAGEMENT SIMULATION
  
• MULTICHANNEL MARKETING SIMULATION
• LAUNCH EXCELLENCE SIMULATION
  
• STRATEGIC MARKETING SIMULATION
  
• SEGMENTATION & TARGETING SIMULATION
  
• SEGMENTATION & TARGETING (LEVEL 2) SIMULATION
  

       

 

 

 

• TERRITORY MANAGEMENT SIMULATION
• REGIONAL MANAGEMENT SIMULATION
• SEGMENTATION & TARGETING SIMULATION
  
• SEGMENTATION & TARGETING (LEVEL 2) SIMULATION
  
• KEY ACCOUNT MANAGEMENT SIMULATION
  
• KEY ACCOUNT MANAGEMENT (LEVEL 2) SIMULATION
  
• NEGOTIATION SIMULATION
  
• CALL DETAILING / VIRTUAL VISIT SIMULATION
  
• COACHING SIMULATION

                   

 

Outputs

Assessment Centres can help a candidate or employee to truly understand what is required to work for a company within a defined role and to ensure suitability to that role. Assessments benefit both parties, the individual being assessed and the company sponsoring the assessment.

Computerised simulations use a "Learning by doing" methodology and the diagnosis and development of information about a person's role-related strengths and weaknesses are both recorded and observed. Participants usually gain insight into their leadership, teamwork, thinking and decision-making skills through immediate real-time feedback, trial and errors, and debriefing activities.

Below is a short list of potential observations and insights from an assessment:

• Business acumen
• Decision-making
• Listening
• Adaptability
• Technical ability
• Analytical ability

Typically a company’s core values are the standards to which the company holds itself and its employees. Candidates participating in an assessment are expected to demonstrate these traits to be successful in the role.

Finally, the outputs from an assessment should provide qualitative and data-driven training and development inputs.

 Commercial Excellence Integration

Simulations / Serious games have a positive role in assessment centres by providing customisable simulated ‘typical’ scenarios that participants might be faced with in real life. Therefore, simulations in Assessment Centres can assist in identifying existing competencies and development needs, while giving real-time feedback to the participants so that they can make adjustments in compressed time frames and see the new outcomes.

Simulations / Serious games have the potential to play three important roles in your Commercial Excellence strategy – learning through gaming, recruitment assessment and assessing development needs of existing employees.

 To find out more, contact Actando.

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The Actando Consulting Team