Selection

Selection asks whether a person is likely to perform effectively in a defined role. The assessment should be anchored in the role profile, critical competencies and relevant evidence about future job performance.

Development

Development asks what a person should strengthen and how. It usually benefits from richer feedback, coaching context and attention to learning conditions rather than a simple pass-or-fail conclusion.

Succession

Succession considers readiness for future or critical roles. It requires evidence about current performance, potential, aspiration, experience, organisational risk and the development needed before movement.

Design for the question

Using the same battery and report for every purpose can produce weak decisions. The tools, comparison group, interpretation and feedback process should match the actual question.

Professional context

This article provides general information and does not replace a scoped professional engagement or case-specific opinion.