Post on 14-Apr-2018
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The primary challenge facinghuman resource is to have the
right people ready at the right
time at the right place.
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Research has shown that assessment centers have
proven to be better predictors of supervisory and
managerial success than any other process.
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Assessment centers are much bettertools than written tests or interviews for
the measurement of such critically
important constructs such as
leadership, decision making,
interpersonal skills, and common sense.
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A series of exercises, tests and interviews that are
designed to determine the suitability of candidates for
various positions within an organization.
Assess the full range of skills and personal
attributes required for the job and these tests are
made up of actual job behaviors
Assess what candidates will actually do if selected:
not just how good they are at interview!
http://www.kent.ac.uk/careers/sk/skillsmenu.htmhttp://www.kent.ac.uk/careers/Choosing/personalstyles.htmhttp://www.kent.ac.uk/careers/Choosing/personalstyles.htmhttp://www.kent.ac.uk/careers/Choosing/personalstyles.htmhttp://www.kent.ac.uk/careers/Choosing/personalstyles.htmhttp://www.kent.ac.uk/careers/Choosing/personalstyles.htmhttp://www.kent.ac.uk/careers/sk/skillsmenu.htm7/30/2019 Po Presentation- Individual February 16th
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Usually used after the initial stages of the
selection process
Usually last for one or two days.
Typically 6-8 people will take part in a range
of tasks, both individually and as a group.
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Most employers now used assessmentCenters when recruiting managers,
professionals and graduates.
Why?
This is because they have higher face
validity than other selection practices.
To make more accurate selection and
promotion decisions.
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Employers are now turning to assessmentcenters to separate the best from the best.
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The assessors are usually people one level
above the position you have applied for.
Managers from the company, who have
been trained in assessment.
Senior management/staff
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Involved a range of exercises. These may
include:
In-tray exercises.a candidate might be required to play the role of a manager
who must decide how to respond to ten memos in his or her
in-basket within a two-hour period
Group exercise
Presentations
Interviews
Role plays
Business case studies
Written exercises
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Unlike other selection methods such as written
tests, it allows simulation of real-job situations,
especially interacting with others.
It assesses a candidate's "practical thinking"ability in approaching job-relevant tasks.
They also more easily meet the requirement of
job-relatedness than do most written tests.
They have higher facevalidity
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It helps assess the candidate's
communication, negotiation, and interpersonalskills, all in one go.
It brings objectivity in the selection process,with all candidates provided with the equal
settings and tasks in the same environment.
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Assessment centers are designed to provideselectors with as much information as
possible about candidates.
Highlight the strengths and weakness of
individual candidates, clearly indicating
their suitability or non-suitability for specific
roles
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The successful manager needed to show the
following qualities:
Leadership,
Adaptability to different situations, Ability to find a solution to a problem, and
Ability to work as team member.
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A candidate's score on a written examination
provides a way to evaluate whether a candidateknows the rules of the organization and the roles.
The information is a basic, necessary starting
point for good supervision, but ALONE it does
not sufficiently ensure success in companyadministration and leadership.
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