assessment cente

8/13/2019 Assessment Cente

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Many opinions are better than one,especially when a company decides

whom to promote

and how to develop his management

potentialWilliam C. Byham


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Real example

Let me share with you a funny incident. Recently, a clientapproached us with an urgent requirement for a particularsoftware skill. We referred three candidates after proper

screening. One candidate was put through three rounds ofinterview. The whole process took almost 15 days afterwhich he was told that he will be put on 15 days trial. Thecandidate naturally got upset and told the company HR

person to get lost. His contention was that even after three

rounds of interview if the company management could notmake up their mind, they were not worth joining. Thecompany is yet to find a suitable person and they mighthave lost the project also.


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Are there any better tools or

processes?


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Assessment center


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An assessment centre has a standardised

process for evaluation of behaviour using

multiple inputs.


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Assessment centre exercises (e.g., role-play, in-basket,fact-finding and group discussions), intend to measuredimensions such as

leadership, planning,

sensitivity,

problem solving,

Decision-making

Creativity

Sociability

Management control and delegating.


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a mix of psychometric testing and skills

assessment


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Assessment centers

Usage: 1. SelectionACs help organizations in getting the right people

in.

2. Career developmentThe identification of the competencies

possessed by the individual helps organization decide his

career plans.

3. Potential appraisalACs help organizations identify if the

person can handle the challenges offered in the next higher

position.

4. Identification of high potential managersThis creates a

pool of managerial talents & multifunctional managers thatwould be available across the business group etc.


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5. Succession planningIdentifying the right individual for

critical positions such as CEO, CFO etc is very important for

the success of the organization. ACs reduces the risk of such

wrong identification.

6. Allocations of challenging assignmentsACs provide the

organization with the strengths and weaknesses of every

participant. This helps the organization in deciding the

candidates who would have the necessary abilities to

undertake the proposed challenging assignments.

7. Management developmentACs provide ample opportunity

to its participants to reflect on ones capabilities and to improve

by observing others perform in the AC.


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SmithKline Beecham

Consumer Healthcare used

assessment centres to

determine the

person-position match.

They used structured

interviews, case study,

scenario discussion and

portfolio presentationas

a part of the process.


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Unilever operates a two-tieredgraduate assessment centrerecruitment process where

candidates partake in thefollowing tests and exercises:

a) Case study interview

b) Competency based interview

c) Group discussion/exercise

d) Work simulation/in-trayexercise


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Development Centre (DC) approach.

IN BHEL Learning Style Inventory

Conduct one to one sessions to provide

feedback to the DC participants oncompetency gaps and suggesteddevelopment initiatives.

e-enabled Psychometric Tool forassessment of competencies & 180-degreefeedback


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Psychometric testsaim to measure

attributes like intelligence, aptitude andpersonality. They provide a potential

employer with an insight into

how well you work with other people, how well you handle stress, and

whether you will be able to cope with the

intellectual demands of the job.


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In recent years there has been rapid growth

(particularly in the US) of tests that claim to

measure your integrity or honesty andyour predisposition to anger. These tests

have attracted a lot of controversy, because

of questions about their validity, but theirpopularity with employers has continued to

increase.


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Personality Tests > Introduction


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Training for assessors


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Evaluate the following assessment

question I am a person who:

-Likes to take risks

-Prefers to work alone

-Aims for perfection

-Enjoys meeting new people


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Why it is important to measure

personality ?


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Aptitude Tests > Introduction

Aptitude and ability tests aredesigned to assess your logicalreasoning or thinking

performance. They consist of multiple choice

questions and are administeredunder exam conditions.

They are strictly timed and atypical test might allow 30

minutes for 30 or so questions. Your test result will becompared to that of a controlgroup so that judgments can bemade about your abilities.


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MCQ

13.An individuals personality is

determined by all the following except:

1.genetics.

2.environment.

3.heredity.

4.situational factors.

5.perceptual process.


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MCQ

A risk avoider tends to make decisions:

1.quickly and with little information.

2.slowly and with little information.3.quickly and with substantial information.

4.only if it is absolutely necessary.

5.slowly and with substantial information


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MCQ

Employees are most likely to respond to

change efforts made by someone who:

1.is liked, credible and convincing.

2.is considerably older than the workers.

3.can develop effective regulations.

4.has an impressive title.

5.is new to the organization


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MCQ

..Learning organization can be created by thefollowing actions except:

1.Keeping the company in a state of constant

change. 2.Discouraging diversities in the functioning of an

organization.

3.Creating mechanisms to unlearn old & obsolete

knowledge. 4.Building settings where people collectively learn

& take decisions.


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Emotional Intelligence


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Emotional Intelligence in Business


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Group discussion

Motivation can never come from the

boss

If people are not motivated, managersare to be blamed

How can each position be defended?

How can each position be reconciled with

one another ?


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Empowerment grows when stumbling

blocks to satisfying employee needs are

removed. Do you agree?


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Its not possible to be both a trusting boss &

politically astute leader. One require

openness and other requires concealment. Do you agree or disagree with the

statement?


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In an organisation that has a history of

following the leader, what changes can be

made to foster innovation?

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