Assesment and Devlopment Centers

Empowering People Decisions with Precision and Purpose

At DTCI, a BYLD Group Company, our Assessment and Development Centres (AC/DCs) are designed to bring strategic clarity to your talent landscape. Through scientifically validated tools, immersive simulations, and expert-led evaluations, we help organizations make data-driven talent decisions across the employee lifecycle.

Whether you’re looking to identify future leaders, build robust succession plans, or align people strategy with business goals, our AC/DC solutions deliver measurable impact at every level.

Our Centres Help You:

Classify Talent with Confidence: Segment your workforce into high-potentials, consistent performers, and role-fit gaps using behavior-based assessment methodologies.
Spot & Scale Top Talent: Uncover hidden potential, recognize leadership capabilities, and develop actionable strategies to accelerate growth for your best people.
Create End-to-End Talent Pipelines: Build dynamic talent pools and implement succession plans backed by rich individual development data.
Enable Success Profiling: Capture benchmarks and behavioral indicators for future role-fitment, lateral hiring, and internal mobility frameworks.

Why DTCI’s AC/DCs Stand Out:

Backed by BYLD Group’s 25+ years of expertise in leadership and talent transformation
Powered by globally validated tools, cognitive and behavioral assessments
Delivered via Gyanuday, our scalable digital learning and evaluation platform
Customized for your industry, workforce type, and leadership context

Transform your people strategy from reactive to predictive.
Partner with us to assess, align, and activate your talent for the future.

End-to-End AC/DC Process: From Competency Mapping to Succession Planning

1. Role & Competency Framework Design

Define critical roles and business challenges
Identify key behavioral, functional, and leadership competencies
Align with organizational values, strategy, and future-ready capabilities

Develop success profiles for critical roles using benchmarking, SME interviews, and psychometric data
Establish measurable success indicators and expected behaviors

2. Success Profiling

3. Assessment/Development Centre Design

Customize simulation-based exercises (e.g., role plays, in-basket, group tasks)
Integrate validated tools: cognitive tests, 360° feedback, psychometric assessments
Map exercises to target competencies and role-specific success profiles

Conduct live or virtual Assessment/Development Centres
Facilitate observer calibration for objectivity and consistency
Gather rich qualitative and quantitative participant data

4. Centre Deployment

5. Data Analysis & Talent Classification

Generate participant-level and cohort-level reports
Classify talent into categories: High Potential (HiPos), Emerging Talent, Developmental Needs, Role Misfits
Identify capability gaps across teams or levels

Design personalized development journeys linked to assessment insights
Recommend coaching, mentoring, training, and experiential interventions
Track development progress via learning analytics

6. Individual Development Planning (IDPs)

7. Talent Pooling & Engagement Strategy

Create pools for HiPos, successors, and critical role backfills
Align learning programs with career paths and leadership readiness
Ensure targeted interventions to retain and grow top talent

Build robust internal succession pipelines
Use AC/DC insights for lateral hiring, promotions, and role rotations
Enable strategic workforce planning and leadership bench strength analysis