a. c presentation s2
TRANSCRIPT
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ASSESSMENT CENTER
PRODI S2 PSI
Dr. Rostiana, M.Si, Psi
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What is an Assessment Center?
An Assessment Center is one of THE MOST
EFFECTIVE TOOLS to measure the
competencies of potential employees
An Assessment Center is one of THE MOSTEFFECTIVE TOOLS to measure the
competencies of the current workforce, to
identify the competencies gap, and to provide a
foundation for individualized plans to bridge thisgap
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What is an Assessment Center?
A variety of testing techniques designed to
enable participants to DEMONSTRATE,
under standardized conditions, the
competencies that are most essential in a
given job.
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PENGERTIAN A.C :
Suatu proses sistematis untuk menemukenali dan mengevaluasi kompetensi
(kemampuan, keterampilan, kepribadian) yang dianggap kritikal thdTercapainya kinerja unggul
KRITERIA:
1. Berbasis kompetensi2. Menggunakan multi teknik3. Menggunakan multi assessor
SYARAT:
1. Ada kriteria sukses --- KPI2. Assessor terlatih3. Metode valid & reliable4. Obyektif
BUKAN ASSESSMENT CENTER JIKA:
1. Tidak ada demontrasi perilaku nyata2. Hanya menggunakan panel interviu atau tes aja (hanya satu metode saja)3. Assesor hanya satu untuk sejumlah assesssi
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What is an Assessment Center?
Not a place!
Participants are put through a series of
individual and group exercises, interviews,
and tests designed to simulate the most
essential conditions of the job, and to
provide an opportunity for observation of
key competencies.
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What is an Assessment Center?
Participants behavior is OBSERVED by trainedraters, evaluated, categorized and scored (if anexam)
Raters pool individual observations to arrive at
an overall estimate of potential, or score Participants are provided with oral and/or written
feedback regarding their performance andpotential
Training and developmental plans can beformulated
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Assessment centres are about
Meeting people:
selectors, currentgraduates, senior staff,
other candidates
Gatheringinformation:
about the organisation,the job, and theworking culture
Demonstratingyour potential:
tests and exercisesabout yourcompetencies
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SEJARAH A.C :
Pertama kali digunakan di bidang militer, 1930 oleh Jerman & Inggris waktuPD II.Diadopsi oleh AT&T- Amerika thn 1950 an, setelah itu digunakan secaraLuas di bidang industri
VALIDITAS TEKNIK PENGUKURAN THD KINERJA:
Assessment center = 0,63Work sampe test = 0,55Ability test = 0,53
Research bio data/cv = 0,38Structure interview = 0,31References = 0,13
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TUJUAN:
1. Mengidentifikasi kebutuhan akan pengembangan kompetensikaryawan
2. Menemukan calon2 pimpinan yang tepat untuk masa yg akan datang3. Menempatkan karyawan secara lebih tepat4. Memperoleh kriteria yang jelas untuk suatu jabatan
BILAMANA A.C. DIPERLUKAN?
1. Pengembangan kompetensi menjadi hal yg urgent/penting2. Ada isu hangat ttg keadilan dalam penilaian kinerja3. Perilaku nyata memberikan dampak terhadap kinerja
4. Kalau ada posisi-posisi baru yg beda dengan job sebelumnya
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Advantages of an Assessment
Center
Comprehensive evaluation
Valid; better predictor
Less adverse impact
Training effect for raters
Training effect for candidates
Multiple uses
More information for decision-making
Participants like it!
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When to Use an Assessment
Center
Selection, career development, or succession
planning
Most common for managerial or supervisory
jobs Jobs where competencies include focus on soft
skills
Promotional process where developmentalopportunities are maximized
Where other methods have failed
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AC for Selection
Objective: provide an opportunity for
participants to demonstrate competencies
relevant to successful performance on the
job.
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AC for Career
Development/Succession
Planning Objective: provide an opportunity for
participants to identify competencies
requiring further development that are then
addressed through a carefully prepared
career development plan
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HAL-HAL YG PERLU DIPERTIMBANGKAN:
1. Waktu, tenaga dan anggaran
2. Manfaat hasil A.C; sejauh mana laporan A.C. dapat berdayakan:apakah unt seleksi, promosi, mutasi dll
3. Dukungan Top management
PROSDUR PELAKSANAAN:
Pra assessment:- Menetapkan model kompetensi dan KPI- menentukan jenis metode yang digunakan- Menyiapkan materi simulasi- Mencari assesor dan melatihnya
Pelaksanaan: - Melaksanakan proses : a initial interviub. proses lainnyac. keputusand. penilaian bersama mitra kerja
- Laporan
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A typical 1-day assessment centre
Introduction of participants and candidates
Company presentation
Individual presentations
Coffee break, socialising informally
Psychometric testing
In-tray exercise
Buffet lunch, socialising informally
Group exercise, solving a work-related problem
Interviews, hour, skills-based
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METODE YG DIGUNAKAN:
In tray exercise/in basket exerc
Presentation
Group discussion
Panel interview
Role play
Case study
Personality test
BEI
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Assessment Exercises
Group
Group Discussion/Chaired Discussion Group
Case Studies/Business Games/Outdoor exercises
Informal Discussion with Employees Individual
Personality and Aptitude Tests
In-tray Exercises/Written Exercises
Presentation skills
In-depth Interviews
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In-tray Exercises
Measures competencies such asOrganisational Skills, Planning,Communication Skills, Problem Solving,Client Focus
Based on typical day to day issues that mayarise
The contents of your in-tray might includefaxes, meeting minutes, emails, letters etc.
Your task is to prioritise the tasks, takeaction and give reasons
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Psychometric Tests
Aptitude Tests- measure skills relevant to position Verbal comprehension - evaluate logic of text
Numerical reasoning - interpret statistical data
Diagrammatic reasoning - recognise patterns
Watch timing complete as many as possible Personality Questionnaires
Look at personality style
No right or wrong answers
Be spontaneous, dont try to second-guess
Tests include built-in checks
Employers may be looking for different personalityprofiles
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Group Discussions
Given a topic to discuss may be the
company, the industry, current affairs,
recent news headlines, university life etc.
Usually a time period is given e.g. 30
minutes
Observed by 2 or more staff members
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Leaderless Group Discussions
(LGD)
An LGD consists of a group of four to sixparticipants who are given a problem to
solve and are instructed to arrive at agroup decision within a specified periodof time.
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Group Exercises
How do you perform in a group setting?
Are you a regular team player, a naturalleader or a maverick?
Do you tend to be the ice-breaker, theprotagonist or the ideas generator in thegroup?
Employers are interested in the rightbalance of characteristics
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Group Discussion
Who talks the most
Who strays from thesubject
Whose arguments areignored
Who insists on being
dominant, interrupts orsquashes othercontributors
Who doesnt talk at all
+ Whose points areaccepted
+ Who encourages othersto join in
+ Who introduces newideas
+ Who listens beforecontributing
+ Who builds on the ideasof others
Notice:
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Interviews
Generally structured interviews are used.
Types of Interviews
Background Interviews
Critical Incident/situational Interview
Behaviour Event Interview
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Background InterviewsIf the participants
performance on his current and previousjobs would be an indicator of his success.
Situational Interviews Three types of
questions are asked:-
Situational (Hypothetical)
Job Knowledge
Willingness to comply with job requirements.
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Behaviour Event Interviews (BEI) It is an
unstructured interview, which focuses onasking specific incidents that reflect
behaviour, thoughts, actions that theinterviewee has shown in actual situations.
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LAPORAN :
Bersifat obyektif didasari data yang akurat dari berbagai metode yg
digunakan.
Detail menggambarkan perilaku yang mewakili kompetensi yg diukur
Komprehensif dan mudah dipahami
Kesimpulan memuat kompetensi yg kuat dan area pengembangan yagdiperlukan.