ABSTRACT
This chapter explains move the emphasis from assessment to development and shows the key role of core competences in the process. As BP’s ‘research project’ developed, it became apparent that it needed to go through several stages – first identifying the core competences, then getting them to work in operational settings such as development and assessment boards, then picking up the developmental implications. Research evidence gave some very definite indicators of the ways in which individual perceptions and attitudes were changing. Assessment of individuals in group and in one-to-one situations, using the core competences framework. Individuals also assess themselves. In terms of self-development, the key point is to maximize opportunities for individuals to assess their own training and development plan in conjunction with their management and other career counselling advisers. A development focus is required as a motivational tool: through self-assessment people will own the data and their commitment will be obtained in the form of intrinsic motivation.
