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What are assessment centers? Why do you think they might be more effective for selecting managers than traditional written test?
1. An assessment center involves evaluating candidates using simulations and exercises to assess skills relevant to being a manager, such as problem-solving, decision-making, and leadership. It is seen as more effective than traditional written tests. 2. Assessment centers are more successful than other selection methods like interviews because the exercises are standardized, multiple observers reduce bias, and they evaluate behaviors directly relevant to the job. 3. While traditional written tests focus only on reading and memorization skills, assessment centers provide a holistic view of how candidates will perform in a managerial role through simulations of real workplace challenges.
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What are assessment centers? Why do you think they might be more effective for selecting managers than traditional written test?
- 1. PEOPLE AND ORGANIZATIONS HNDBM/11/02/Group 1 Week 4 15/2/2012 Name: Lina Zil Liyana Binti Mohamad
- 2. QUESTION NUMBER ONE What are assessment centers? Why do you think they might be more effective for selecting managers than traditional written test?
- 3. Definitions of assessment centers based on some websites Definition no.1: the assessment center method involves multiple evaluation techniques, including various types of job-related simulations, and sometimes interviews and psychological tests Definition no.2: the assessment center is an approach to selection whereby a battery of tests and exercises are administered to a person or a group of people across a number of hours Definition no.3: An assessment center consists of a standardized evaluation of behaviour based on multiple inputs. Multiple trained observers and techniques are used. Judgements about behaviors are made, in major part, from specifically developed assessment simulations. These judgements are pooled in a meeting among the assessors or by a statistical integration process. Definition no.4: an assessment center is usually an all-day event or longer(up to three days) which forms part of the latter stages of a company’s recruitment procedure. Employers want to find out how you perform in different situations and dives activities to test you in various ways for graduate level candidates (6-20 people) Definition no.5: an assessment center consists of a standardized evaluation of behaviour based on multiple evaluations. Definition no.6: assessment centres are often described as the variety of testing techniques that allow the candidates to demonstrate, under standardized conditions, the skills and abilities most essential for success in a given job.
- 4. My Understanding on Assessment Center It is a standard level of test which the interviewers analyze applicants’ skills and abilities to handle current or future organizational problems.
- 5. PURPOSES • To select the right people • Career development • To identify if the person can handle challenges • Identification of managerial talents • To reduce the risk of wrong identification • Help on deciding necessary abilities to undertake the proposed challenging assignments • More opportunity to its participants to reflect on one’s capabilities and to improve by observing others perform in the Assessment Centers
- 6. Leaderless group discussion Decision- making Map test problems Common job simulation used in assessme nt centers Media Presentation interview s Role-play
- 7. DISADVANTAGES OF USING ASSESSMENT CENTERS 1. Very costly and time consuming 2. It requires highly skilled observers as the observers may bring in their own perceptions and biases while evaluating 3. Those who receive poor assessment might become demotivated and might lose confidence in their abilities
- 8. Why is itaffective for selecting managers than traditional written test It has been observed that ACs is more successful than other traditional ways of finding the right person for the proposed job. Assessment Centers score well, above techniques like media interview, presentations, map tests, etc. The reason for its success is the way it is designed and implemented. The design and implementation of Assessment Centers involve the following considerations. Exercises are designed to bring out the specific capabilities that are required in the target position. Since the exercises are standardized, the observers evaluate the candidates under relatively constant conditions and are therefore able to make valid comparative judgements. The spectators usually do not know the candidates personally and so the personal biases are kept out of place. As the AC is conducted outside the workplace, the internal assessors have sufficient time examine the applicant’s behaviour in the exercise and thereby they get an idea of the candidate’s capabilities
- 9. TRADITIONAL WRITTEN TEST Written tests are composed of one or more of the following item types: selected response (multiple choice, true-false, and matching) for examples short answer and essay. They are designed to test skills of reading as well as understanding Problems: - Candidates focus on precise memorization rather than on meaningful learning. - Consistency of grading is likely to be a problem. Two candidates may have essentially similar responses, yet receive different letter or numerical grades
- 10. CONCLUSION It ishighly recommended of doing assessment centers worldwide as I think it is more effective on choosing Assessment Centers while traditional written test stays exist.
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