According to the Wikipedia,
"An assessment center (AC) is a process used in the selection of qualified individuals for a job or role in an organization. It employs a variety of techniques and multiple observers in a closed setting to evaluate candidates.
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."
According to me,
Assessment centre is a branch or called part of Human Resource Management (HRM) where the high quantified individual are selected through variety of techniques and various observation. This process is used mainly for the selection for the post of higher designation in any organization or company. For example like selection of CEO, General Manager, Asstt. General Manger, Area Manager etc.
Here i am with a PowerPoint Presentation (PPT) which help you to understand about the Assessment Centre, its definition, its uses, techniques used in this process etc. Also, You can find the various field of HRM where this process is used.
Elements in the Slides
Assessment Centre
- An Assessment Centre is a process that allows participants to demonstrate skills, attributes and behaviours specifically related to the role for which they are applying.
- This is done through engaging a group of candidates in a variety of structured individual and group related exercises that have been designed to identify specifically identified job-related skills, attributes and behaviours.
- Trained assessors observe and evaluate performance in these tailored activities. An objective assessment of a candidate’s predicted success in the role is made based on their combined results.
Why Do Organisations Hold Assessment Centres?
© To recruit the best
© To assess everyone together
© To be able to spend time with candidates
Why Companies Use Assessment??
- Can be cost effective and time efficient
- Provides a realistic job preview for candidates
- Involve line managers in decisions
- Positive candidate experience
- Strategic value
Why Do Companies Use This Process?
- They provide a more comprehensive overview of strengths and limitations than any single method.
- They are standardised, so every candidate has the same opportunities to demonstrate their skills.
- They are more objective than interviews alone which may be biased by the interviewer’s interpretations.
- They allow you to show a range of abilities in a variety of different situations; your performance on all the different exercises is taken into account.
Dimensions Assessed In Assessment Centers
- Planning and organizing
- Leadership and Analytical
- Problem solving
- Sensitivity
- Decision-making
- Creativity
- Sociability
- Management control and delegating
Essential Elements of an Assessment Centre
- Job Analysis
- Predefine competencies
- Behavioral classification
- Assessment techniques
- Simulations
- Observations
- Observers
Uses of Assessment Centre
- Selection
- Career development
- Potential appraisal
- Identification of high potential managers
- Succession planning
- Allocations of challenging assignments
- Management development
- Identification of training needs
- Identification of a global pool of talented managers
