Assessment centers use a variety of exercises and instruments to identify employees' development needs and evaluate their potential. They involve preliminary study, job analysis, exercise design, validation, implementation, and post-evaluation. Assessment centers observe candidates' behaviors in situational exercises and simulations to more accurately predict potential and provide contexts for observing skills. They use trained assessors and group decisions to evaluate candidates. However, assessment centers may not be suitable for some companies due to cost or candidate availability.

1. Presented By:
Eshant Sharma
PGCM4

2. • Assessment centre are collection of
instruments & exercise designed to
diagnose an individual’s development
needs.
• Organisations use assessment centres for
both developing & selecting managers.
• Helps in identifying potential employees in
the organisation.

3. Preliminary Study
Plan Project
Job Analysis
Freeze Dimensions
Exercise Design
Validation of exercise
Implementation
Post Evaluation
Choose Participants
Brief Participants
Choose Assessors
Train Assessors

4. Job Analysis
Multiple Assessment
Techniques
Situational Exercise
Behavioural Responses
Multiple Assessors
Trained Assessors

5. More accurate in
predicting potential,
they sample actual
behaviour.
Provide a niche for
observing the
behaviour.

6. Candidates being
observed
Managers have
broader skill
Group Decisions
Knowledge

7. May not be
appropriate for
many companies.
Companies may not
be having enough
candidates
Participation in
multi-companies
centre

9. Howard Schultz
Charles Yeager