Assessment center

An assessment center (AC) is a technique used in the selection of candidates for a job in an organization. It is most often used to help determine which employees have the potential to be promoted into management positions.[1] It employs a variety of techniques and multiple observers in a closed setting.[2] Assessment centers often combine traditional assessments, such as interviews and psychological tests with simulation exercises, including in-basket (provide candidates with series of items that might be found in an inbox and ask them to indicate actions that would be taken) or leaderless group (put several candidates in a group setting with a task to complete). Trained raters would review each candidate's performance in each exercise and provide scores. Based on an analysis of the skills and competencies for the job in question exercises for the candidates are selected in order to reveal information regarding the required qualities and attributes.[3]

Assessment Centers have been shown to be useful for hiring employees because they are valid predictors of employee job performance, that is, scores in the assessment centers are related to performance on the job.[4]

References

  1. ↑ Schmitt, N., & Chan, D. (1998). Personnel selection a theoretical Approach. Thousand Oaks, CA: Sage
  2. ↑ George Bohlander; Scott Snell (2009). Managing Human Resources. Cengage Learning. p. 204. ISBN 0-324-59331-7. Retrieved 17 November 2010.
  3. ↑ Condrey, Stephen E. (2010). Handbook of Human Resource Management in Government. John Wiley and Sons. p. 618. ISBN 0-470-48404-7.
  4. ↑ Arthur, W., Jr., Day, E. A., McNelly, T. L., & Edens, P. S. (2003). A meta-analysis of the criterion-related validity of assessment center dimensions. Personnel Psychology, 56(1), 125-154.

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