Sensing phase 1: Defining the objectiveOrganizations should have clarity about why they want to use an assessment center development center. Concerning the various applications and possibilities elaborated in the previous chapter, an ACDC can be employed for more than one objective. A clear goal ensures that the rest of the steps follow without challenges. Choosing a type from the various assessment center examples, shortlisting the assessment and development center exercises, designing the type of questions, etc., all depend on the goal of an assessment center process. Show
Sensing phase 2: Underlining the job levelsThe methods to assess and develop individual contributors, first-time managers, mid to senior-level management, and leadership positions vary. Ideally, the exercises must accurately reflect the variety and demands of the target role. Also, subject matter expertise is critical to establish better-suited roles for a particular assessment center technique. Sensing phase 3: Choosing a competency frameworkIf organizations need to identify the skills required by the workforce to be effective in a target role, they should begin by analyzing the factors that aid employee performance. For example, competencies such as problem-solving skills, collaboration and creativity may be essential for a certain job role. However, competencies such as adaptability, strategic vision and people skills may be a priority for another job role. Hence, setting up a relevant, role-specific competency framework is crucial for the success of an assessment center process. Sensing phase 4: Mapping competencies to relevant toolsSubject-matter experts specializing in assessment center tools and activities can help correlate various competencies to relevant assessment center exercises. Exercises for an assessment center in HR can include situational judgment questions, personality, cognitive tools, case studies, group discussions, role-plays and various other simulation tools, online and offline. However, your assessment and development plans would fail to deliver quality results if you do not have in-depth knowledge of these tools. Here’s an example of competency-tool mapping in a virtual assessment center development center:  Step 2: Customization of toolsAfter the completion of the first three sensing phases, experts customize the assessment center tools to match the organization’s requirements. After evaluating and validating these customizations, the company is ready to roll out the assessment development activities. Step 3: Administration and managementThis step involves the deployment of resources, setting up the systems and appointing assessors. The logistics and duration of this step depend on the type of assessment center chosen by the organization. A physical assessment center’s administration and management requirements vary significantly from its virtual counterpart or a blended ACDC alternative. Step 4: Offline activities (In case of blended assessment)On the day of in-person activity, candidates engage in individual and group exercises onsite, in the presence of trained assessors. The assessors observe job-specific behaviors and rate participants accordingly. The assessors then collaborate their offline and online ratings in the form of a report. A short debriefing may happen on the day of the assessment center, but detailed developmental feedback occurs after the report generation. Step 5: Report generationAssessment center reports serve as a benchmark for employee development plans and personnel selection. Observations about behaviors and performance are made using specifically developed assessment simulations. Further action depends on these reports’ comparison and analysis. Here are examples of insights provided by an assessment center report: What are the advantages of using the assessment center method?The benefits of assessment centres & pitfalls to avoid. They are far more accurate than a standard recruitment process as they allow a broader range of selection methods to be used during the process.. They enable interviewers to assess existing performance as well as predict future job performance.. What is a assessment center used for?Assessment center exercises can be used to measure many different types of job related competencies, including interpersonal skills, oral and written communication, planning and evaluating, and reasoning and problem solving abilities. A frequently used assessment center exercise is the in-basket test.
What is assessment centre method in HRM?The assessment center process generally consists of a number of performance-related exercises that resemble actual work situations and activities to which a candidate should react. The assessment center is most frequently used as a selection method for supervisory and mid-management level positions.
What are the disadvantages of assessment centers?Disadvantages of Traditional Assessment Centres. Logistical Hassles. The entire process of evaluating candidates using a traditional assessment centre is cumbersome and stressful. ... . High-Cost. ... . Introverts Tend to Lose Out. ... . Accuracy is Questionable. ... . Untrained Assessors. ... . Conclusion.. |
