Structured on lines of the SSB model, Pegasus enriches assessment by leveraging simulated outbound exercises, in addition to psycho-metrics, Role plays and Behavioral Interviews. Continuous data based feedback, help the participants to have easy acceptance but also enable them to make more concrete IDPs.
Selecting people based on their ability to perform the required task has long been established in the selection of military personnel. The German Army developed the forerunner of the modern assessment process between the two World Wars. The British and Americans followed suit. Today, the refined process is widely accepted as an effective way to identify potential of individuals.
An assessment centre is a process where a series of assessments are carried out using several techniques like simulation, psychometric tests and exercises by multiple assessors to produce judgments regarding the extent to which a participant displays clearly defined competencies, based on well-defined, behavioural indicators. A development centre on the other hand aims to assess potential, to identify strengths and development needs, culminating in an individual development plan for each participant.
Pegasus enriches assessment by leveraging outbound learning settings to conduct simulated exercises. Continuous feedback is provided to participants after every exercise. An elaborate feedback session is conducted at closure, which lays the foundation for the development of an individual plan for each participant.
A development centre has greater acceptability amongst employees as it is seen as a non-threatening and objective assessment of development areas. Involvement and buy in of line managers is integrated in the process by sharing information with them regarding the performance of their team members and seeking their feedback about the participants on their on-the-job performance. This creates a partnership which is crucial for carrying forward the individual development plan.