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Assessment and development centre is a panel of senior people from within a company which identifies and develops skills in the organization at the nine thousand nine hundred crores TATA MOTORS, which has 34,500 employees. An ADC comprises 6 people - the chief of corporate human resources, the chief of regional HR, and the chiefs of the various plants involved. The ADC, christened within the auto-giant as an employee selection centre has already catapulted junior managers below 30 to higher responsibilities. Every year 180 - 200 managers apply to the ADCs. After a series of elimination tests, 25 - 30 are taken into the ADC. Of these, only 7-8 is sent for higher-level training to occupy responsible positions.
Promising employees at TATA MOTORS kicked their heels for years before rising to their level of competence. ADCs have helped to identify outstanding employees and expand their responsibilities beyond what they would have otherwise done following a normal performance appraisal. At TATA MOTORS, each successful assessee, has to move through four functions different from what he or she performed earlier for three months each.


The assessors are also trained through an external organization's help. ¬
The three thousand crores RPG group chose the ADC route as it realized that it was only recruiting from outside because the senior management did not know what managerial talent was available within. After successful implementation of ADC, RPG was able to select most of their senior managers, from within the group.
The twelve hundred crores BlLT has introduced ADC, which was started basically from the business strategy. Earlier they had a captive market, but as the focus was shifted to more market driven and customer focussed, they identified and built competencies to change with the time. Through ADC, they identified the people within the organization, who had competencies to take the business strategy further. In BILT, ADC is an intensive three-day affair, where panelists or assessors remain holed up with the assessees. The test included fact-finding, presentations, role-plays, analysis, group tests and in-basket tests.
The seven thousand crores A V Birla group has two ADCs. One was that, which tracked down the successes for the 300 odd senior managers, who retired. The other one was for the newly inducted general management trainees. .
HLL has developed ADC as part of project millennium, which has divided the company into smaller profit centres, and given promising employees more responsibilities.
The Indian companies like TATA MOTORS, BILT to name a few, have implemented ADCs for various reasons to identify first rank performers. RPG identified potential general managers within the group; A V Birla identified high potential general trainees and successors for senior management.