Abstarct: Selection and development of employees are important activities for human resource professionals and managers in today's global economy. The Assessment Center method is a procedure used by organizations for a variety of talent management purposes. Assessment Centers utilize multiple, trained assessors who observe the behavior of candidates as they participate in simulations of important work activities. Assessors evaluate participants’ performance on focal constructs, such as dimensions and tasks, and may make recommendations for improvement. Assessment Centers are an effective tool for the recruitment, selection, succession planning, and development of human capital across organizational levels. The aim of this study is to identify factors affecting the success of centers of competence evaluation (assessment and development centers).The methodology of the study is grounded theory. The method of collecting the data is semi-structured in-depth interviews with experts in this field (academics and experts in the field of design and implementation of the center) and theoretical sampling was done. To analyze the data, constant comparison approach underlying the theory of Strauss and Corbin in three stages, open coding, axial and selective coding was used." successful assessment and development center was considered as core phenomenon and other categories include management factors, organizational factors, environmental factors, behavioral factors, access to resources and so on were effective. A model of the factors affecting the success of assessment and development centers was presented.