Po Presentation- Individual February 16th

7/30/2019 Po Presentation- Individual February 16th

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The primary challenge facinghuman resource is to have the

right people ready at the right

time at the right place.
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Research has shown that assessment centers have

proven to be better predictors of supervisory and

managerial success than any other process.


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Assessment centers are much bettertools than written tests or interviews for

the measurement of such critically

important constructs such as

leadership, decision making,

interpersonal skills, and common sense.


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A series of exercises, tests and interviews that are

designed to determine the suitability of candidates for

various positions within an organization.

Assess the full range of skills and personal

attributes required for the job and these tests are

made up of actual job behaviors

Assess what candidates will actually do if selected:

not just how good they are at interview!
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Usually used after the initial stages of the

selection process

Usually last for one or two days.

Typically 6-8 people will take part in a range

of tasks, both individually and as a group.


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Most employers now used assessmentCenters when recruiting managers,

professionals and graduates.

Why?

This is because they have higher face

validity than other selection practices.

To make more accurate selection and

promotion decisions.


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Employers are now turning to assessmentcenters to separate the best from the best.


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The assessors are usually people one level

above the position you have applied for.

Managers from the company, who have

been trained in assessment.

Senior management/staff


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Involved a range of exercises. These may

include:

In-tray exercises.a candidate might be required to play the role of a manager

who must decide how to respond to ten memos in his or her

in-basket within a two-hour period

Group exercise

Presentations

Interviews

Role plays

Business case studies

Written exercises


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Unlike other selection methods such as written

tests, it allows simulation of real-job situations,

especially interacting with others.

It assesses a candidate's "practical thinking"ability in approaching job-relevant tasks.

They also more easily meet the requirement of

job-relatedness than do most written tests.

They have higher facevalidity


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It helps assess the candidate's

communication, negotiation, and interpersonalskills, all in one go.

It brings objectivity in the selection process,with all candidates provided with the equal

settings and tasks in the same environment.


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Assessment centers are designed to provideselectors with as much information as

possible about candidates.

Highlight the strengths and weakness of

individual candidates, clearly indicating

their suitability or non-suitability for specific

roles


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The successful manager needed to show the

following qualities:

Leadership,

Adaptability to different situations, Ability to find a solution to a problem, and

Ability to work as team member.


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A candidate's score on a written examination

provides a way to evaluate whether a candidateknows the rules of the organization and the roles.

The information is a basic, necessary starting

point for good supervision, but ALONE it does

not sufficiently ensure success in companyadministration and leadership.


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Po Presentation- Individual February 16th