assessment centers 1
TRANSCRIPT
• Assessment centers are usually used after the initial stages of the selection process because :
• This involve large amount of time and expense in conducting it.
• It usually follow the initial job interview.
Conducting and Operating Assessment Centre
2 Designed by MET-CET
Elements of Assessment Centers
For conducting and operating assessment involves various elements, they are as follows:
1) Venue of assessment centre:
Designed by MET-CET3
Conducting and Operating Assessment Centre
Employers Premises Hotel
Assessment centers are commonly held on
This is considered as the fairest and most accurate method of selecting staff.
or
Elements of Assessment Centers
1) Venue of assessment centre:
This method is considered as an accurate method for staff selection because:
• Number of different selector gets to see the employer over a long period of time.
• They have a chance to see what one can do, rather than what one say he can do, in various situations.
• Participants performance in variety of situations.
Designed by MET-CET4
Conducting and Operating Assessment Centre
Designed by MET-CET5
Conducting and Operating Assessment Centre
Elements of Assessment Centers
• These may be conducted by HR personnel within the employer company or by outside consultants.
• Assessment test are highly structured in their :
Design
Application
Assessment procedure
Designed by MET-CET6
Conducting and Operating Assessment Centre
Elements of Assessment Centers
These test are specifically adapted to assess factors like:
Level of skills
Aptitude
Compatibility with the organizational structure.
Elements of Assessment Centers
2) Nature of the assessment test:
• Each test measures a range of indicators within these factors.
• During each test, candidates will be rated on a range of set indicators, using a prescribed performance scale.
Designed by MET-CET7
Conducting and Operating Assessment Centre
Elements of Assessment Centers
3) Evaluating candidates:
During each test:
• Candidates are rated on a range of set indicators, using a prescribed performance scale.
• Results are cross checked against the same indicators of the other tests.
Designed by MET-CET8
Conducting and Operating Assessment Centre
On test completion observers meet to discuss the test results and reach a group consensus about the ratings.
Elements of Assessment Centers
4)
Prior to the assessment candidates should receive :
• Initial briefing about the time-table of tests, location of rooms, etc.
• Instructions describing the exercise, his role, timeframes, equipment, etc.
• Given detail about the measured individual indicators.
• Receive feedback on the results.
Designed by MET-CET9
Conducting and Operating Assessment Centre
Elements of Assessment Centers
Assessment centers typically involve:
In assessment centers combinations of exercises and other assessment like
Designed by MET-CET10
Conducting and Operating Assessment Centre
Participants completing a range of exercises which simulates the activities carried out in the target job.
Psychometric testing Interviews
Are used to assess particular competencies in individuals.
Elements of Assessment Centers
The theory behind this is….
If one wish to predict future job performance , the best way of doing it is to get the individual to carry out a set of tasks which accurately
sample those required in the job and are as similar to them as
possible.
Designed by MET-CET11
Conducting and Operating Assessment Centre
• They are people one level above the position that a person has applied for.
• They will be ambitious and successful individuals within their own departments.
• These people will have a very clear idea of the qualities they expect to see in an individual performing the new role.
Designed by MET-CET12
Role of Assessors in an Assessment Centre
behaviors of the candidate.
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Role of Assessors in an Assessment Centre
Observe Record Classify Judge
Assessment is done through:
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Role of Assessors in an Assessment Centre
Examining written or recorded material produced by the candidate.
QuestioningDirect Observation
Examination of work
• Agencies have a preferred list of assessors they like to use.
• Human resource department will have key people they call upon for the assessment centre days.
• For senior roles assessors who are external to the organization may be used to bring a broader , perspective to the assessment.
• Exercise are performed in the assessment centre,
• multiple assessors are there.
• the panel will be made-up of diverse individuals; some may be external to the organization or department.
• So it is necessary for assessors to have different priorities and adapt to the behaviors accordingly.
Designed by MET-CET15
Role of Assessors in an Assessment Centre
• Agencies have a preferred list of assessors they like to use.
• Human resource department will have key people they call upon for the assessment centre days.
Designed by MET-CET16
Role of Assessors in an Assessment Centre
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Role of Assessors in an Assessment Centre
• Play a key role at an assessment centre.
• Their job is to
– observing the behavior during the exercises
– make decisions about the employees' performance.
They make sure that the process is fair and objective for each candidate,
Assessors take formal training to make sure they are competent.
Designed by MET-CET18
Role of Assessors in an Assessment Centre
• Assessor needs to unbiased towards the candidate.
• For that they need to be :
– Non judgmental
– Minimum interaction with the candidates.
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Role of Assessors in an Assessment Centre
Assessors need to have a thorough understanding of
• The organization and job being assessed.
• The competencies being assessed and its relation with the job.
• How to evaluate a candidate's behavior based on performance within the exercises.
• How to make decisions based on behavioral evidence.
• How to present accurate oral and written feedback about the candidate's behavior and performance.
Designed by MET-CET20
Role of Assessors in an Assessment Centre
For success of the centers:
• Assessors have to demonstrate the capability to observe and record the behavior of candidates.
• They should be able to withhold judgments.
• Organize behavioral observations by job-related dimensions.
• Accurate rating of candidates on dimensions.
Designed by MET-CET21
Role of Assessors in an Assessment Centre
Role of assessors in an assessment centre
• Watch and scrutinize the performance actions of candidates during the Process.
• Document the observed behavior traits demonstrated by the candidate(s);
• Categorize the observed dimensional traits;
• Appraise the observed dimensional traits as measurable performance actions:
• Communicate the observed performance behaviors to other assessors when they meet to discuss the candidates' performances in the various exercises and to rate each in various dimensional areas
Designed by MET-CET22
Role of Assessors in an Assessment Centre
Role of assessors in an assessment centre
• Understand the purpose/intent of each tool to run/conduct as planned;
• Assess the candidates on the competencies identified for each tool;
• Observe the candidates as an individual and in a group:
• Judge evidence of performance
• Provide a summary in terms of :
– strengths
– Weaknesses
– potential areas for improvement
• For each candidate interviewed.
Designed by MET-CET23
Role of Assessors in an Assessment Centre
You’re a member of the recruitment team. Your job is to assess candidates for the various roles in the company.
Task:
• Suggest methods through which you would evaluate people for a particular job.
• Discuss your answers in the class.
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Let’s Think
• Designing a potential assessment centre should follow basic principles in term of :
• Accuracy
• Fairness
• Reliability
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Designing Tools in an Assessment Centre
• Multiple assessors
• Efficiency
• Multiple tests
• Optimal stress • Legality
The design of the assessment centre should
– Reflect the ethos of the organization
– The actual skills required to carry out the job
– Potential sources of recruits
– The HR strategy
Designed by MET-CET26
Designing Tools in an Assessment Centre
Designed by MET-CET27
Designing Tools in an Assessment Centre
Psychometric Test Interview Leaderless GD
In-Basket Exercise Management Games
Presentations
Role Playing
Designed by MET-CET28
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• These are personality tests.
• Personality test are selected keeping in view the following:
– Measurement objectives
– Reliability and validity
– Time required for administration
– Cost involved
Three types of tests are used:
Aptitude test
Ability test
Personality test
Three types of tests are used:
Measures awareness, knowledge,
problem solving etc.
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Designing Tools in an Assessment Centre
Ability test Personality test
Measures verbal and numerical
reasoning ability
Measures dimension of the
personality.
Chapter pencil test
MBTI and 16PF
Aptitude testPsychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Designed by MET-CET30
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are of three types
• Structured interviews are used for increasing reliability.
• In this type :
Questions decided
Sample responses formed
Good
Bad
Average
On these parameters participants responses are rated.
Structured Background Situational
Designed by MET-CET31
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are
When it is used?
• Candidates performance on his current and previous jobs would be the indicator of his success for the role for which he is being assessed.
• Candidates give specific examples of how he has performed job duties or handled job problems in the past.
Structured Background Situational
Designed by MET-CET32
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are
Background interviews are used when
Structured Background Situational
Participants
Performance on Current job
Performance on previous job
Are the indicators for his/her success for the role they are been assessed.
Designed by MET-CET33
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are
Three types of questions are asked
Situational
Candidates are asked to react on a given job
situation.
Job knowledge
• Defining a term• Explaining a procedure• Demonstrating a skill
Willingness to comply with the job
requirements
BackgroundStructured Situational
Designed by MET-CET34
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interviews are
BackgroundStructured Situational
• Here situations are based on critical incidents arising from job analysis.
• In case of Behavioral Event Interview (BEI)
Obtain detailed behavioral description of how candidates performs work.
Purpose is to find out what people actually do.
Below are sample interview question given.
From the nature of the question identify in which type of interview the following questions will be asked.
Designed by MET-CET35
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• What would you do if the work of a subordinate or team member was not up to expectations?
• A co-worker tells you in confidence that she plans to call in sick while actually taking a week's vacation. What would you do and why?
• A co-worker tells you in confidence that she plans to call in sick while actually taking a week's vacation. What would you do and why?
Below are sample interview question given.
From the nature of the question identify in which type of interview the following questions will be asked.
Designed by MET-CET36
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• Tell me about yourself
• What are your academic qualifications?
• Why are you interested in this job?
• What are your Strengths and Weaknesses?
Designed by MET-CET37
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
In leaderless group discussion:
Group of people (4-6)
Problem situation
Arrive at a group discussion
Within specific given time.
given
Designed by MET-CET38
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
In this:-
• Real life problems are given to the group to solve.
• Various roles are assigned to the group members.
• No candidate is given the role of chair person.
• LGD’s stimulate decision making meetings in which the resource have to be divided equitably.
Designed by MET-CET39
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
In-basket exercise represents day to day decision making situation which a manager is likely to face
in the written form from various source.
Designed by MET-CET40
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• Candidates are given variety of materials are given to the participants such as memos, correspondence, telephone message, notes, requests etc.
• Content is designed for the participants, on the basis of job analysis done in terms of duties handled and competencies required.
• The candidates are asked to deal with each of the tasks in limited period of time. They have to write their reactions in writing.
Designed by MET-CET41
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Based on the candidates reactions, following can be assessed:
• General activity level
• Problem analysis skills
• Planning and organizing
• Time management
• Delegation
• Concern for priorities
Designed by MET-CET42
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
In management games:
• Real life situation is simulated for an entire group.
• In this degree of complexity varies.
• The common denominator is unstructured nature of the interaction among the participants and the variety of actions that can be taken by all participants.
• Often a computer program is used to generate information and simulate the game.
• Candidates are not allowed direct access to the computer.
• There is a mediator between the candidates and the computer.
Designed by MET-CET43
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interactive nature of these game provides opportunity to assess dimension like:
Strategic Planning Team work
Team skills
Designed by MET-CET44
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Interactive nature of these game provides opportunity to assess dimension like:
Analytical abilityLeadership
Assessor needs to undergo extensive training for this.
Designed by MET-CET45
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Objective:
Time: 20 Min Type: Pair
Task:
Observe the act and think of the following questions.
– In brief explain the act
– What is this technique called?
– Do you think this technique be effective in assessing the candidates? Explain
After the act, discuss these with the class.
Activity Handout
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Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Role playing is described as…
• It is a method of adopting roles from real life.
• It can be used as an evaluation technique for gaining insight into
• various process of human relation
• person’s attitudes and behavior in a particular role.
“Method of studying the nature of certain roles by acting out its concrete details in a contrived situation that permits better and more objective observation.‘’
Designed by MET-CET47
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
It can be used as an evaluation technique for gaining insight into
Various process of human relation
Person’s attitudes and behavior in a particular role.
Designed by MET-CET48
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Dimensions that can be evaluated with the help of role-play are :-
Conflict management Leadership skills
Designed by MET-CET49
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Dimensions that can be evaluated with the help of role-play are :-
Group problem solving Team skills
Designed by MET-CET50
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Dimensions that can be evaluated with the help of role-play are :-
Verbal and non verbal communication
Designed by MET-CET51
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Dimensions that can be evaluated with the help of role-play are :-
Interpretation skills Flexibility
Designed by MET-CET52
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Dimensions that can be evaluated with the help of role-play are :-
Motivational styles
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Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Effective technique
• In this, giving feedback to the person is easy.
• This technique is effective in giving feedback without posing any threat to the candidates ego.
Makes it possible to minimize distortions of
real life situations.
Helps to magnify the situation to focus on
certain aspects.
Effective Training
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Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
• Individual presentations are extensively used in assessment centers.
• Presentations on vision, organizational issues, case studies, etc, are extensively used for assessing employees / participants.
Designed by MET-CET55
Designing Tools in an Assessment Centre
Psychometric Test
Interview
Leaderless GD
In-Basket Exercise
Management Games
Presentations
Role Playing
Objective:
Time: 35 Min Type: Group
Task:
• Make groups of _____
• Read the activity handout given to your group.
• Perform the task mentioned in the handout.
• Read out the given scenario and task with your class followed by your answers.