Assessment Center : What & How

2. © 2017 TAS Consulting Partner I All Rights Reserved Company Practice Total Reward Quality of Life Growth Opportunity PeopleWORKWork UNDERSTANDING INTERCONNECTION OF INNATE ABILITY, COMPETENCE, PERFORMANCE ,MOTIVATION

4. © 2017 TAS Consulting Partner I All Rights Reserved EACH SELECTION METHOD HAS DIFFERENT DEGREE OF VALIDITY IN PREDICTING JOB PERFORMANCE The following table summaries some of the general research finding around the predictive validity of the different selection method available 0.63 Cognitive ability test + structured interview Cognitive ability test + work sample test 0.54 Work sample test 0.51 Cognitive ability test Structured interview 0.48 Job knowledge test 0.31 Unstructured interview 0.26 Reference check 0.18 Year of Job experiences 0.10 Year of education 0.7 0.0 Source : Schmidt, FL & Hunter, The validity of utility selection methods in personnel psychology, ,1998 + + Correlation Coefficients

5. © 2017 TAS Consulting Partner I All Rights Reserved APPLYING VARIETY OF METHODS ISN’T AN ASSESSMENT CENTER UNLESS KEY ESSENTIAL ELEMENTS INCLUDED Source : Public guidelines for assessment center operation, Journal of management, 2015 Systematic analysis to determine job-relevant behavioral constructs Behavioral classification Multiple assessment center components Simulation exercise Multiple assessors 1 2 3 5 6 Linkage btw. behavioral construct and assessment component4 Assessor training Recording and scoring of behaviors 7 8 Data integration Standardization 9 10

6. © 2017 TAS Consulting Partner I All Rights Reserved ASSESSMENT CENTER PROCESS WAS FIRST USED SOMETIME AFTER THE FIRST WORLD WAR 1 9 5 61 9 1 8 The first use of assessment center dates back to World War I when . German psychologists used a combination of tests, simulations and exercises to identify the potential of officer candidates. During World War II, the practice was adopted by the United States' Office of Strategic Services (OSS) to help them objectively select both military and civilian recruits for espionage activities. American Telegraph & Telephone (AT&T) became the first private sector company to use assessment centers as a method to predict the performance of their managers. The late Dr. Douglas Bray, in his role as director of human resources at AT&T, directed a landmark 25-year study that followed the careers of managers as they progressed up the company rank T o d a y the assessment center method is used by organizations all over the world in both private and public sectors as a means to better select employees and identify their areas for development

7. © 2017 TAS Consulting Partner I All Rights Reserved ASSESSMENT CENTER IS USED TO DETERMINE CRITICAL BEHAVIORAL CONSTRUCTS TO SUCCESS S p e c i f i c is a group of behaviors that are that is critical for success in the target positon or completing the target tasks O b s e r v a b l e V e r i f i a b l e Behavioral Constructs

8. © 2017 TAS Consulting Partner I All Rights Reserved DEFINING CLEARLY PURPOSE AND LEVEL OF ASSESSMENT BEFORE STARTING THE PROCESS PURPOSE LEVEL against current role against stretched role for selection for development By providing individual-specific feedback that helps candidates understand their own strengths and weaknesses By allowing assessor to assess candidates based on behaviors which will bring objectivities in the selection process By assessing employee’s skills and ability in the real situation relevant to his/her current responsibilities By assessing employee’s skills and ability in the real situation relevant to his/her targeted position

9. © 2017 TAS Consulting Partner I All Rights Reserved SAME METHOD APPLIED BUT THERE ARE NUMBER OF DIFFERENCE BETWEEN SELECTION VS. DEVELOPMENT f o r s e l e c t i o n f o r d e ve l o p m e n t  Have a pass/fail criteria  Involve line managers as assessor  Address immediate organization need  Have less emphasis placed on self-assessment  Focus on what candidate can do now  Give feedback at a later date  Tend to be used with external candidates  Have very little pre-center briefing  Do not have a pass/fail criteria  Involve line managers as development sponsor  Address a longer term of organization need  Have greater emphasis placed on self-assessment  Focus on potential  Give feedback immediately  Tend to be used with internal talent  Have a substantial pre-center briefing Source : adapted from Assessment and Development Center Design, Liam Healy & Associate, www. Psychometrics.co.uk, 2016 Assessment Assessment

10. © 2017 TAS Consulting Partner I All Rights Reserved ASSESSMENT CENTER OPERATES ON THE PRINCIPLE OF A “ CROSS REFERENCE ” SYSTEM Common activities used in assessment center are Behavioral Based Interview Fact-finding Exercise In-tray Exercise Group Discussion Analysis/Decision Making Problem Written Communication Role-play Oral Presentation

11. © 2017 TAS Consulting Partner I All Rights Reserved HAVING A PESON EXPERIENCING “ A DAY IN THE LIFE ” COULD VALIDLY PREDICT PERSON’S PERFORMANCE W O R K S A M P L E E X E R C I S E S IN-TRAY GROUP CASE STUDYIESROLE PLAY

12. © 2017 TAS Consulting Partner I All Rights Reserved AN INTERVIEW – SOUNDS SIMPLE BUT NOT EASY TO MAKE IT A POWERFUL PREDICTIVE TOOL TYPE FORMAT Structured Unstructured Panel Multi-mini Face-to-face Using technologies TECHNIQUE Behavioral Situational One-on-One SET-UP BIAS Stereotyping First impression “Similar to me” effect Negative emphasis Halo & Horn effect Cultural noise Contrast effect

13. © 2017 TAS Consulting Partner I All Rights Reserved CLEARLY UNDERSTAND THE PSYCHOMETRIC TEST PRIOR TO USE TO ENSURE IT FIT-FOR-PURPOSE C o g n i t i ve a b i l i t y t e s t P e r s o n a l i t y q u e s t i o n n a i r e Explore your mental ability and aptitude for the job determine your personality fits in with the job and organization Numerical reasoning Verbal reasoning Inductive reasoning Diagrammatic reasoning Logical reasoning Error checking Myers-Brigg Type Indicator DISC Behavioral Inventory Hogan Personality Inventory Enneagram Belbin’s Team Role Big five Personality PSYCHOMETRIC TEST

14. © 2017 TAS Consulting Partner I All Rights Reserved Action Action FEEDBACK RECEIVED IS A PERCEPTION OF OTHERS BASED ON WHAT YOU ACT TOWARD THEM Action Perception INTENTION Action Perception Perception 3 6 0 ° D O  Provide self awareness from every level of the organization  Encourage professional development for the employee 3 6 0 ° D O N O T  Tell why other has such a perception toward you and how you can improve neither perception nor competencies  Recommend selection/promotion decision Perception

15. © 2017 TAS Consulting Partner I All Rights Reserved A MATRIX MAPPING BETWEEN BEHAVAVIORAL CONSTRUCTS AND EXERCEISE MUST BE DEFINED Business Planning In-tray Exercise Role Play Behavioral based interview Psychometric test peer sub Personality Aptitude Building Team Developing People Managing Stakeholder Gaining Trust Knowing Business Setting Direction Delivering Results Driving Change & Innovation LEADING PEOPLE LEADING PERFORMANCE for illustrative purpose only

16. © 2017 TAS Consulting Partner I All Rights Reserved ASSESSMENT CENTER CAN BE DESIGNED TO ENHANCE PARTICIPANTS EXPERIENCES for illustrative purpose only R e s u l t I D P 1st Meeting Result Discussion 2nd Meeting Progress Review 3rd Meeting Progress Review + opportunity matching 4th Meeting Progress Review + opportunity matching 5th, 6th, 7th , 8th meeting will be arranged if needed P a n e l M e e t i n g Observe throughout the process I D P r e a l i z a t i o n RP - team meeting In-tray exercise Financial exercise Behavioral base interview Orientation Personal inventory 360 multi-rater Development Workshop A S S E S S M E N T RP- direct report meeting Participants Feedback Case-study analysis Aptitude Test

17. © 2017 TAS Consulting Partner I All Rights Reserved TA S C H A N T R E E Managing Director MA, Communication Research Thammasat University MPA, Human Resources Management National Institute of Development Administration BA, Social Work Thammasat University HR Transformation Digital Transformation Strategic Management Executive Coaching Change Management Organization Development Assessment Center Leadership Development Visual Communication The essence of Tas’s current work is to help people discover meaning in their works and lives and to help organization find the way to create environment that enables people to work at their full potential, which results in self-motivation, engaging team members, high performing team, customer satisfaction and bottom-line performance. As a result of nearly 30 years of his first-hand experience as executive management, internal organizational consultant, HR strategist and HR practitioner in various sectors and industries e.g. Public Sector, Automotive, Electrical, Chemical, Building Materials etc. Tas has acquired expertise not only in human capital management and organization development but also strategic management and cross cultural management. This wide range of exposure also provides him access to an extensive network of leaders and professionals with complementary skills an expertise. Tas was as a member of executive committee for Siam City Cement PCL (SCCC) where he worked for 17 years prior to found TAS Consulting Partner. A B O U T S P E A K E R tas@tas-consultingpartner.com Advanced Management Program #183, Harvard Business School, USA Managing of People , INSEAD, France Senior Management Program, IMD, Switzerland Senior Management Program, University of St. Gallen, Switzerland Certified Executive Coach : Berkeley Executive Coaching Institute, USA Certified Assessor: Myers-Briggs Type Indicator® (CPP) Certified Assessor: Hogan Assessment, Singapore Certified Assessor: DISC Profile (Thomas International) Certified Facilitator : 360 Profiler (PDI , now Korn Ferry) Certified Facilitator: Targeted Selection (DDI) Certified Facilitator: Interaction Management (DDI) Certified Facilitator : Cart Sort (DDI) ATD Excellence in Practice Citation (with SCCC), USA, 2014 ATD Excellence in Practice Award (with SCCC), USA, 2016 Thailand Top 100 HR, Human Resource Institute, Thammasat University E D U C A T I O N C E R T I F I C A T I O N S & A W A R D S E X P E R T I S E

18. © 2017 TAS Consulting Partner I All Rights Reserved N AT TA C H A R U M P O R N Principal Consultant MS, Organizational Development, Effectiveness & Change University of Delaware MBA, Marketing University of Delaware BA, Communication Arts (Advertisement) Chulalongkorn University Organizational Development Change Management Learning Organization Leadership Development Technical Capability Building Functional Academy Coaching Culture Trainer Management Visual Communication Natta has worked in various culture and work environment and demonstrated well diverse expertise in enhancing operational performance to the next level, embedding value-creating behaviors in organizations by designing and implementing change interventions to engage stakeholders, create ownership, develop the leadership, enhance employee competence, drive performance and lay a strong foundation enabling the continuous improvement outcomes. She helped leaders at AstraZeneca, a global pharmaceutical company, in driving people & process improvements to enhance their lean manufacturing practices in the US. Besides the operational excellence interventions, her hands-on experience in creating a coaching culture and leaders’ ownership in developing their people at Siam City Cement PCL (SCCC) proved her passion in helping leaders and team members unleash their full potentials. natta@tas-consultingpartner.com Certified Assessor: Myers-Briggs Type Indicator® (CPP) Certified Assessor: Hogan Assessment, Singapore Certified Facilitator: Problem Solving & Decision Making (Kepner Tregoe) Certified Facilitator: Presentation Advantage Trainer Certified Coach: Coaching & Mentoring Professional (ICF) Certificate: Change Management, Organization Development and Appreciative Inquiry (Pennsylvania State University) Winner of Business Case Competition Awards from ENDO Pharmaceuticals ATD Excellence in Practice Award (with SCCC), USA, 2016 E D U C A T I O N C E R T I F I C A T I O N S & A W A R D S E X P E R T I S E A B O U T S P E A K E R

19. © 2017 TAS Consulting Partner I All Rights Reserved www.pixabay.com www.tas-consultingpartner.com tas@tas-consultingpartner.com THANK YOU All information contained in this presentation has been produced base on publicly available information from various sources. Should you have any comment to make regarding topic presented and their content, please contact t r u s t w o r t h y a g i l i t y s i m p l i c i t y © 2017 TAS Consulting Partner I All Rights Reserved

Assessment Center : What & How

Tas Chantree

Assessment Center : What & How