Assessment centres (AC) and Developmental Assessment Centres (DAC) gained wide recognition in South Africa as a systematic and rigorous means of identifying behaviour relevant to role-related competencies (or dimensions) for the purposes of selection, promotion (AC’s) and development (DAC’s) within the workplace.
The focal point of AC’s and DAC’s is the use of behavioural simulation exercises. These exercises are not meant to replicate a role. They are simulations of situations that the participants may encounter in a specific role. The purpose of these exercises is to elicit the behavioural dimensions (or competencies) that have to be assessed. To gain a full understanding of a person’s range of competencies at least two simulation exercises should be used. Exercises include presentations, group discussions, role – plays, leaderless groups, in tray/in-baskets, case studies.