Assessment centers

When performance tests are used for the selection of managers, professional , and executives , they are usually referred to as assessment center Consists of a standardized evaluation of behavior on multiple inputs Multiple trained observers and techniques are used Judgments about behavior are made , in part , from specially development assessment simulations Assessment centers

AC is a procedure for measuring KSAs in groups of individuals (usually 12-24) that user a series of devices , many of which are verbal performance tests. The devices in an AC called exercises ACs have been used for both selection and career development In selection: the behaviors thought necessary for performing the position being considered In career development: the emphasis is on determining those behaviors each participant does well and those in which each is deficient Assessment centers

Assessment Centers in Industry

AT&T , the program was begun in 1956 to study the career development of men hired for managerial purposes. The study was to identify the personal attributes of managers that be relate to successful career progress. The study was developing devices to measure the 25 characteristics of interest , and a 3½ -day assessment center was devised . Managers were brought together in groups of 12 ,and several methods were administered. The reports published over the years have provided much useful information about managerial career. Assessment Centers in Industry

Dimension 口語溝通計劃與組織授權控制決斷力主動性壓力忍受適應力堅忍

Mental ability Projective personality Paper-and-pencil personality test Background interview Traditional Assessment devices

A paper-and-pencil test designed to replicate administrative tasks of the job under consideration. The candidate has recently been placed in a position because of the resignation, injury, vacation, or death of the previous incumbent. A number of memos, describing a variety of problems, have accumulated and must be addressed. the candidate read and write recommendation After finishing , he may be interviewed by one of the AC staff . In basket

The LGD is designed to represent those managerial attributes that require the interaction of small groups of individuals in order to solve a problem successfully. Six people in a group; the problem could emphasize either cooperation or competition among the six people. AC assessors are seated along the walls of the rooms to observes and record the behavior. To measure oral communication ,tolerance for stress , adaptability ,resilience ,energy ,leadership , and persuasiveness . Leaderless Group discussion(LGD)

Each participant is provided with a long description of an organizational problem that changes according to the job being considered in the AC. The case focuses on a dilemma that the participant is asked to asked to resolve. After reading and analyzing the case ,he may be asked to prepare a written report ,make a presentation to AC staff members,or discuss the case with other participants. dimensions:oral and written communication , resilience planning and organizing,control,decisiveness and analysis Case analysis

Understanding the behavior dimension Observing the behavior of participants Categorizing participants behavior as to appropriate behavior dimension Judging the quality of participant behavior Determining the rating of participant in each behavior dimension across the exercises Determining the overall evaluation of participants across all behavior dimensions The Training of Assessors

The Effectiveness of Assessment center

Cost Construct validity : convergent validity discriminant validity Criticism of ACs

These present a series of written description of work situations of work situation and multiple responses to each situation . The step of SJTs: Collect stories from job incumbents or supervisor about encountered on the jobs that are important for successful performance Review the situation that are described Edit the situation into item stems Drop inappropriate situation or those may raise legal concerns Situational Judgment Tests

Perform a job analysis including gathering rating of the important and time spent on specific task Assemble the chosen item into a survey Administer the survey to a sample of SMEs The test developer reviews all the offered responses to each situation and prepares and list of potential responses to each situation The list of situation and alternative responses is circulated is circulated to the same, or equivalent , group of people who provide alternative responses to the items If possible ,the test developer should perform an empirical validity study for the SJT Situational Judgment Tests

Use of Performance Test And ACs in Small Business The performance and SJT can very useful for the selection programs of small business. ACs are impractical because of the cost and difficulty inherent in develop them.

Assessment centers

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Assessment centers

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