PEOPLE ANDORGANIZATIONS      HNDBM/11/02/Group 1           Week 4          15/2/2012  Name:      Lina Zil Liyana Binti    ...
QUESTION NUMBER ONE  What are assessment  centers? Why do youthink they might be more  effective for selectingmanagers tha...
Definitions of assessment            centers based on some                    websitesDefinition no.1: the assessment cent...
My Understanding on Assessment Center It is a standard level of       test which the   interviewers analyze   applicants’ ...
PURPOSES             • To select the right people                • Career development  • To identify if the person can han...
Leaderless               group            discussionDecision- making                  Map testproblems            Common  ...
DISADVANTAGES OF USING                     ASSESSMENT CENTERS                1. Very costly and time consuming2. It requir...
Why is it affective for selecting  managers than traditional written                 testIt has been observed that ACs is ...
TRADITIONAL WRITTEN TEST      Written tests are composed of one or more of the following item    types: selected response ...
CONCLUSION It is highly recommended of doingassessment centers worldwide as I      think it is more effective on    choosi...
Referenceshttp://changingminds.org/disciplines/hr/selection/assessment_center.htmhttp://www.assessmentcenters.org/pdf/Asse...
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What are assessment centers? Why do you think they might be more effective for selecting managers than traditional written...
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What are assessment centers? Why do you think they might be more effective for selecting managers than traditional written test?

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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. 1. PEOPLE ANDORGANIZATIONS HNDBM/11/02/Group 1 Week 4 15/2/2012 Name: Lina Zil Liyana Binti Mohamad
  2. 2. QUESTION NUMBER ONE What are assessment centers? Why do youthink they might be more effective for selectingmanagers than traditional written test?
  3. 3. Definitions of assessment centers based on some websitesDefinition no.1: the assessment center method involves multiple evaluationtechniques, including various types of job-related simulations, and sometimesinterviews and psychological testsDefinition no.2: the assessment center is an approach to selection whereby a batteryof tests and exercises are administered to a person or a group of people across anumber of hoursDefinition no.3: An assessment center consists of a standardized evaluation ofbehaviour based on multiple inputs. Multiple trained observers and techniques areused. Judgements about behaviors are made, in major part, from specificallydeveloped assessment simulations. These judgements are pooled in a meetingamong the assessors or by a statistical integration process.Definition no.4: an assessment center is usually an all-day event or longer(up to threedays) 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 activitiesto test you in various ways for graduate level candidates (6-20 people)Definition no.5: an assessment center consists of a standardized evaluation ofbehaviour based on multiple evaluations.Definition no.6: assessment centres are often described as the variety of testingtechniques that allow the candidates to demonstrate, under standardizedconditions, the skills and abilities most essential for success in a given job.
  4. 4. My Understanding on Assessment Center It is a standard level of test which the interviewers analyze applicants’ skills andabilities to handle current or future organizational problems.
  5. 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. 6. Leaderless group discussionDecision- making Map testproblems Common job simulation used in assessme nt centers Media Presentationinterview s Role-play
  7. 7. DISADVANTAGES OF USING ASSESSMENT CENTERS 1. Very costly and time consuming2. It requires highly skilled observers as the observers may bring in their own perceptions and biases while evaluating3. Those who receive poor assessment might become demotivated and might lose confidence in their abilities
  8. 8. Why is it affective for selecting managers than traditional written testIt has been observed that ACs is more successful than other traditional ways offinding the right person for the proposed job. Assessment Centers score well, abovetechniques like media interview, presentations, map tests, etc. The reason for itssuccess is the way it is designed and implemented. The design and implementation ofAssessment Centers involve the following considerations. Exercises are designed to bring out the specific capabilities that arerequired in the target position. Since the exercises are standardized, the observers evaluate thecandidates under relatively constant conditions and are therefore able to make validcomparative judgements. The spectators usually do not know the candidates personally and so thepersonal biases are kept out of place. As the AC is conducted outside the workplace, the internal assessors havesufficient time examine the applicant’s behaviour in the exercise and thereby theyget an idea of the candidate’s capabilities
  9. 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. 10. CONCLUSION It is highly recommended of doingassessment centers worldwide as I think it is more effective on choosing Assessment Centers while traditional written test stays exist.
  11. 11. Referenceshttp://changingminds.org/disciplines/hr/selection/assessment_center.htmhttp://www.assessmentcenters.org/pdf/AssessmentCenterArticle.pdfhttp://www.ipacweb.org/files/aclOl.pdfhttp://www.psychometric-success.com/assessment-centers/acfaq-exercises.htmhttp://www.wikijob.co.uk/wiki/assessment-centrehttp://www.hr-guide.com/data/G318.htmhttp://www.tmtctata.com/research/Assessment%20Centre%20Concept%20NoteTMTC.pdfhttp://college.cengage.com/education/pbl/tc/assess.htmlhttp://www.caseinterview.com/role-play-interviewhttp://www.assessmentday.co.uk/in-tray-exercise.htmhttp://www.coolavenues.com/mba-journal/human-resources/training-need-identificationhttp://www.psychometric-success.com/assessment-centers/acfaq-role-play.htmhttp://www.psychometric-success.com/assessment-centers/acfaq-role-
  12. 12. Questions?

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