ABSTRACT
This chapter provides some insights and hints on how to combine positive assessment centres (AC) experiences with evolving talent management processes and how to take full advantage of ACs when introducing or expanding a human capital management (HCM) practice. It describes the type of ACs used in Credit Suisse and the history and elements of the HCM in place today and explores the emergence of HCM in Credit Suisse. Credit Suisse introduced ACs in the late 1970s, after it had gone through a nearly lethal crisis caused mainly by management failures. Credit Suisse has been using ACs extensively for evaluating the potential for a next higher position, either managerial or functional. ACs is an established and well-accepted instrument for assessing relevant behavioral skills in organizations. The "old" AC dimensions and especially their use by line managers in their role as assessors in ACs helped Credit Suisse to get to grips with competencies as one cornerstone of modern strategy-aligned talent management.
