Game-based assessment

With this blog article, we want to inform you about the latest developments and results of the DEVELOP project. In this article, you will learn about the DEVELOP Personalised Learning Environment, Competency Management System, Social Network Analysis, Game-based Assessment, and Social Learning Tool. You will also get informed about the upcoming developments and events in 2018.

In this session "Supporting Career Development for all by Improving Leadership through Adaptive Games", Dr Neil Peirce and Dr Alec Serlie will present an overview of the DEVELOP platform and the current status of the leadership game. Participants will be guided through the game’s assessment mode, detailed reporting, and leadership training features.

DEVELOP offers a personalised learning environment for employees seeking to redirect, design, or further build their career path. This environment allows you to set your own career goals and find out whether you should change jobs based on your competencies, or deal with more responsibility in your current job role. In this article you will learn about the transversal competency clusters in DEVELOP and about the leadership game assisting you in developing this particular competency.

Soft skills like communication and leadership are usually measured in roleplays or questionnaires. A more contemporary and less costly way of assessing and training soft skills is by using games. Tune into DEVELOP’s free webinar on September 12th, 2017, to learn more about game-based assessments.

The influence of managers and their leadership style is of great importance to the prosperity of organizations. Furthermore, the literature on employee satisfaction shows that satisfaction means, in essence, satisfaction with supervisors.

On the 1st and 2nd of September the DEVELOP project and the Learnovate Centre welcomed the 6th annual Irish conference on Game Based Learning (IGBL) to Trinity College Dublin.

While predicting future behaviour is still just not possible, it has been the leitmotif in Human Resource Management for decades. Creating forecasts for ones’ job performance using dedicated psychological instruments has become the standard procedure in the recruitment and selection practice to reduce risks and maximise performance.