USES of Assessment Centers
- Selecting employees, identifying potential , measuring development needs, succession planning.
- An effective Assessment Centre simulates the organizational level that participants aspire to reach.
- A failing of many Assessment Centres is a one sided emphasis on assessing analytical ability with too little focus on how particpants would relate to direct reports in potentially confrontational situations.
- Only in such exercises can leadership effectiveness be assessed.
- Leadership of subordinates is quite different from leading in a meeting of peers.
- Hence, group exercises are of limited use for assessing leadership of subordinates.
- A group exercise cannot assess how people use or abuse authority over others.
- The classic problem of whether the best engineer will be the best manager is not resolved using exercises that just look at analytical and general interpersonal skills.
- The point is to ensure that your Assessment Center is designed to assess the skills that will be critical in the target job.
Why use an Assessment Center?
- To take the guess work out of selection and development.
- All businesses need to get more out of fewer people.
- Competitive advantage depends on exceptional people
- This means taking extra care to get the right people in .the right roles.
- Interviews alone are not as effective in assessing candidates as using a variety of challenging job simulations.
- If your business really depends on hiring and developing the best people, then effective assessment should be seen as a major investment.
|
