A global defence giant had decided to introduce operational excellence. This was in response to defence cuts and the consequential looming overcapacity issue in the market.
The OPG and The Ramsey Hall People & Change teams was asked to design capability development centresinitially for 150 managers. But after successful implementation, this grew to over 300 managers. They tool place across multiple sites and geographies. The cohorts varied from senior operational staff to support managers and team leaders.
The mammoth project management task involved 39 large scale capability development centres. These were to be delivered by The OPG over a 9 month period. Additionally, over 300 individual feedback interviews, again managed by The OPG, were required post assessment.
The extended OPG team included 12 Business Psychologists, assessment professionals and support staff. Budgets, logistics and operational leadership of the project were all the responsibility of the OPG and not the end client. Pre-centre preparations were completed with employee communications and trade union liaison. As well as timetable and candidate administration.
The assessment and development centre process involved competency development and bespoke assessment exercise design. Alongside online psychometric assessment, pre-centre, and semi structured interviews on the day.
Our observers managed each assessment centre without client involvement. With the key to the project’s success boiling down to the realism of the bespoke exercises. Which had been strategically designed around relevant operational excellence themes for high face validity.
The client then asked us to provide capability ranking data and advise on post assessment actions as part of their Operational Excellence change project. Subsequent assessment centres were then requested for ‘high stakes’ recruitment projects in client critical roles.