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Assessment centers

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management
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Mahatma...

About the document

Nayab N.
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documents in English
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research papers
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  1. Introduction
  2. History
  3. Major characteristics
    1. Assessment center v/s development center
  4. Development
    1. Step 1: Identify the criteria
    2. Step 2: Prepare the exercises
    3. Step 3: Select assessors
    4. Step 4: Run the assessment center
    5. Step 5: Evaluation
    6. Step 6: Feedback
  5. Overview of exercises
    1. In-basket exercises
    2. Low fidelity stimulations
    3. One to one exercises
    4. Written examinations
    5. Oral examinations
    6. Role play
    7. Group exercises
    8. Leaderless group discussion
    9. Self-assessment
  6. Key success factors
    1. Limitations
    2. Communication
    3. Follow-up
  7. Benefits and limitations
  8. Conclusion
  9. References

Assessment centers are "a variety of testing techniques designed to allow candidates to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job ".Assessment centers refers to an approach rather than a physical place, and consist of some or all of a variety of exercises like job-related simulations, interviews, in-basket exercises, group discussions, personality tests, management tests and other exercises, aimed at finding the competence of a candidate. The selection of specific techniques would depend on the competencies that require evaluation.The purpose behind establishing assessment centers is to predict the candidate's traits and skills that would determine their future job performance, through their performance in a set of tasks similar to the job under evaluation. Assessment centers facilitate observation and measurement of behavior, quite distinct from many traditional selection approaches where the selector infers personal characteristics based upon subjective judgments and usually precious little evidence except a freewheeling social interaction.

[...] Another major characteristic of assessment centers are the use of multiple assessors, who pool in their individual observations and judgments to provide a collective result and feedback. If there are many exercises, but only one assessor, or if the many assessors do not pool in their data and give separate verdicts, such events do not strictly qualify as assessment centers. Assessment centers v/s Development Centers Traditionally, assessment centers were a formal recruitment method, where the assessed candidates given a simple yes/no selection decision. [...]


[...] The United States also stared using assessment centers during the times of the Second World War. The Office of Strategic Studies used this approach to select spies. This too, met with remarkable success. The spread of assessment centers since then has been rapid. Benchmarking the success attained by the armed services, American Telephone and Telegraph Company started using assessment centers in 1956. They launched their Management Progress Study to identify the individual and organizational characteristics that would likely result in a successful manager. [...]


[...] All the usually organizational and logistic considerations one gives for a usually recruitment or training program are applicable for assessment centers also. Since there would be multiple exercises, in many cases lasting up to four days, the arrangements at the venue, and facilities for candidates and evaluators, the tools required for the exercise, all require careful consideration. One good practice to formulate a timetable for the assessment center schedule and ensure adherence to this schedule. Another important point to note is to give clear guidelines for the participants and assessors before, and leave no room for guesswork or individual interpretations on how an event should run. [...]

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