HNDBM/11/02/Group 1

Week 4

15/2/2012

PEOPLE AND ORGANIZATIONS

Name:Lina Zil Liyana Binti

Mohamad

What are assessment centers? Why do you think they might be more effective for

selecting managers than traditional

written test?

QUESTION NUMBER ONE

Definition no.1: the assessment center method involves multiple evaluation techniques, including various types of job-related simulations, and sometimes interviews and psychological tests

Definition no.2: the assessment center is an approach to selection whereby a battery of tests and exercises are administered to a person or a group of people across a number of hours

Definition no.3: An assessment center consists of a standardized evaluation of behaviour based on multiple inputs. Multiple trained observers and techniques are used. Judgements about behaviors are made, in major part, from specifically developed assessment simulations. These judgements are pooled in a meeting among the assessors or by a statistical integration process.

Definition no.4: an assessment center is usually an all-day event or longer(up to three days) which forms part of the latter stages of a company’s recruitment procedure. Employers want to find out how you perform in different situations and dives activities to test you in various ways for graduate level candidates (6-20 people)

Definition no.5: an assessment center consists of a standardized evaluation of behaviour based on multiple evaluations.

Definition no.6: assessment centres are often described as the variety of testing techniques that allow the candidates to demonstrate, under standardized conditions, the skills and abilities most essential for success in a given job.

Definition no.7: assessment centres are tools that involve assembling “recommended managerial candidates for specific purpose of assessing their potential and arriving at the decisions about their promotability.”

D e fi n i t i o n s o f a s s e s s m e n t c e n t e r s b a s e d o n s o m e

w e b s i t e s

M y U n d e r s t a n d i n g o n A s s e s s m e n t C e n t e r

It is a standard level of test which the

interviewers analyze applicants’ skills and

abilities to handle current or future

organizationalproblems.

• To select the right people• Career development

• To identify if the person can handle challenges• Identification of managerial talents

• To reduce the risk of wrong identification• Help on deciding necessary abilities to

undertake the proposed challenging assignments

• More opportunity to its participants to reflect on one’s capabilities and to improve by

observing others perform in the Assessment Centers

• Identification of training needs

PURPOSES

Common job

simulation used

in assessm

ent centers

Leaderless

group discussi

on

Map test

Presentations

Role-play

Media intervie

w

Decision-

making proble

ms

1. Very costly and time consuming

2. It requires highly skilled observers as the observers may bring in their own perceptions and biases while

evaluating

3. Those who receive poor assessment might become demotivated and might lose confidence in their abilities

DISADVANTAGES OF USING ASSESSMENT CENTERS

It has been observed that ACs is more successful than other traditional ways of finding the right person for the proposed job. Assessment Centers score well, above techniques like media interview, presentations, map tests, etc. The reason for its success is the way it is designed and implemented. The design and implementation of Assessment Centers involve the following considerations.

Exercises are designed to bring out the specific capabilities that are required in the target position.

Since the exercises are standardized, the observers evaluate the candidates under relatively constant conditions and are therefore able to make valid comparative judgements.

The spectators usually do not know the candidates personally and so the personal biases are kept out of place.

As the AC is conducted outside the workplace, the internal assessors have sufficient time examine the applicant’s behaviour in the exercise and thereby they get an idea of the candidate’s capabilities

W h y i s i t a ff e c t i v e f o r s e l e c t i n g m a n a g e r s t h a n t r a d i t i o n a l

w r i t t e n t e s t

Written tests are composed of one or more of the following item types: selected response (multiple choice, true-false, and matching) for examples short answer and essay. They

are designed to test skills of reading as well as understanding

Problems:- Candidates focus on precise memorization rather than on

meaningful learning.

- Consistency of grading is likely to be a problem. Two candidates may have essentially similar responses, yet receive different letter or numerical grades

TRADITIONAL WRITTEN TEST

It is highly recommended of doing assessment centers

worldwide as I think it is more effective on choosing

Assessment Centers while traditional written test stays

exist.

CONCLUSION

References

http://changingminds.org/disciplines/hr/selection/assessment_center.htmhttp://www.assessmentcenters.org/pdf/AssessmentCenterArticle.pdfhttp://www.ipacweb.org/files/aclOl.pdfhttp://www.psychometric-success.com/assessment-centers/acfaq-exercises.htmhttp://www.wikijob.co.uk/wiki/assessment-centrehttp://www.hr-guide.com/data/G318.htmhttp://www.tmtctata.com/research/Assessment%20Centre%20Concept%20NoteTMTC.pdfhttp://college.cengage.com/education/pbl/tc/assess.htmlhttp://www.caseinterview.com/role-play-interviewhttp://www.assessmentday.co.uk/in-tray-exercise.htmhttp://www.coolavenues.com/mba-journal/human-resources/training-need-identificationhttp://www.psychometric-success.com/assessment-centers/acfaq-role-play.htmhttp://www.psychometric-success.com/assessment-centers/acfaq-role-media-interview.htmhttp://www.wikijob.co.uk/wiki/group-exercise

Thank You Munchies!

Questions?