Page 81 - Psychological Management of Individual Performance

60 debis career development center

FIGURE 3.3 Guidelines for pre-selection, dCDC outcomes and development

center results. Employees’ classifications are entered in the HR database and become part
of their personal development portfolio. The development portfolio contains concrete
individual strengths, development needs, and critical learning areas. After reviewing
the portfolio, the direct superior and the personnel manager agree upon development
measures assigned to each employee. The respective management committee confirms
the final agreement on development measures.

NECESSARY PROCESS STEPS FOR QUALITY ASSURANCE

Specifying the steps in the process for pre-selecting and classifying participants serves to
standardize the execution of the process, even given differences across the decentralized
departments of debis. Personnel managers and the management committee cooperate
closely in this system. The management committee, together with the personnel manager,
establishes the current open positions for department manager and designates potential
participants for dCDC. The personnel manager asks the superiors to designate potentials
based upon the existing statements about managerial potential, and then sets a meeting
with those potentials. The personnel manager then provides the dCDC with information
about what they will require for training; and the manager informs the responsible co-
ordinating departments about job requirements for the subsequent year. A provisional
development portfolio database contains names of designated potentials, and in the case
of potentials with insufficient data, discussions between different supervisors about the
potentials’ status take place. Beyond this, personnel managers agree upon the potentials
participating (or not participating) in the seminar, and they discuss the potentials’ port-
folios in the management committee. The select group of participants assigned to the