The Study On The Development Centre Based Company Leadership Development

The value of assessment centre has been widely discovered and accepted in the human resource field. In the developing process of assessment centre, the development centre which is based on assessment centre begin to advance the capability of individual. Development centre uses assessment centre's tools to discover both advantage and shortage of individual, and then form the plan focused on how to develop the performance of individual and organization. Development centre is a training process which is well designed and drived by programme. It includes the leadership competency of trainees (knowledge, skills, value, consciousness of self, personality and motivation), feedback and discuss, observational object, development plan, afterwards support and other instrument to help trainees to develop their leadership capability.After reviewing the development of leadership cultivate, the thesis construct the theoretical framework of the research, which based on the combination of the competency model and implicit learning. In this research we found the limitation of traditional training on leadership capability development. Based on that, the model is founded to assure validity of development centre on leadership development.In order to implement the development center in the leadership training, the research analysed the genesis of development centre, the relationship between development centre and assessment centre, operational model of development centre, the evolvement of the leadership development center, the factors which affect the operation of development center. In the mean while, the thesis also constructed the learning mechanism of development center, which contains socialization, externalization, combination and internalization.In order to get valid result, the research focused on key area,choosed the real estate industry as the object, in the research process, researcher first pay attention to the foundation of key leadership capability model as frame to scale the validity of training work. In order to discuss the training impact of development centre, the research use the mode of quasi-experiment to verify the validity in four levels.Level 1: the training and development of leadership knowledge and skill. The research found that traditional management training mainly take effect at this aspect. This general training take little effect at the aspect of leadership competency's deeper factor. So new training tools are needed to develop leadership competency systematicly.Level 2: the training and development of leader's work value. Based on the research, it is found that work value can be develop by the methods used in development centre. In the process of role play doing case analysis, the candidates were developed by experiencing of process, discussing together, giving feedback and analysis, giving strategy advice, giving doubts, and validate help trainees change their value of resource integration to certain extent.Level 3: the training and development of self-awareness. Based on the design of Solomon quadruplet, the research simulated role play and the practice of in-basket exercises, in this process trainees showed their characters of self-awareness, and trainer evaluate their performance. Trainees'self-awareness have been remarkably better advanced than the controlled group and also better than before.Level 4: the training and development of achievement motivation. Through using the design of 2╳2 two factor experiment, the research found that difficulty of the training materials in development centre and the trainer's feedback strategy influence trainees'object of achievement obviously, the alternative effect of this two factor is also obvious. The research also found trainees'self-feel of efficiency may influence the change of individual achievement motivation.In order to verify the relationship between the effect of leadership competency training and work performance in practice, the research discussed the relationship between leadership competency and work performance, demonstration found there is a positive correlation between these two factors, and also found that the culture of organization is the regulate variable.At the summary and review part, the research defined the meaning of development center, brought forward the training content and operation model of development centre, and summarized the theoretic frame that development centre relied on. After discussed the value of development center for the compnies, the thesis also researched the bench marking case of the development center. Based on case analysis, the research analyzed the deficiency, which include the effect of training, the method of measure, support condition, and forecast the future direction of the study.