Assessment-Centers
Team Diversity:
Noora Al-Abdulla
Panchapha Laochoo
Solar Perera
Joachim Kranzler
Navin Mahaveer
Okwuchukwu Nnajiofor
MSC Management
People in Organisations
Group-Presentation
25/10/2013
Definition(s)
The basic idea of an assessment center (AC) is the assembly of a number of different but complementary
techniques that specifically can determine the ability of an individual to undertake a particular job. (Goss, 1994)
An assessment center is usually a full day of selection tests and activities, designed specifically to test out the
skills and abilities of the candidate in relation to the job. (Leatherbarrow et al., 2010)
An assessment center approach means that a number of people are assessed together by a number of assessors,
using a variety of selections techniques. This enables the collection of a range of information and observation
and evaluation of how individuals interact with other people. (Foot and Hook, 2011)
Purpose
(Bhupendra, 2012)
Techniques and aims
(Prashant, 2012)
• Leadership skills • Analytical skills • Working under
pressure • Teamwork • Co-operating with
other people • Verbal and written
communication skills • Numeracy
Techniques and aims
(University of Kent, 2011)
...a typical day at an AC
(Oxford University Careers Service, 2012)
Critical aspects
Advantages Disadvantages
Finding the right participants Costly => avarage GBP 225 per candidate (Crail, 2007)
Flexible customization to requirements
Binding recources (time, staff, space, etc.) => 1 to 3 days
Selection, training and promotion of candidates
Observers may bring in their own perceptions and biases while evaluating
Mapping of next challenges by simulation
De-motivation of candidates with poor assesments
Candidates can improve their performance and increase strenghts and remove weaknesses
Candidates might lose confidence in their abilities during the process of assessment
Evaluation is judged by different excperts
(Bhupendra, 2012)
Activity...
Thank you!
Any questions?
Reference list (1)
Bhupendra, S. (2012) Need of Assessment Centers, 16 August 2012. Available at:
http://www.slideshare.net/bhupendrasharma00/need-assessment-centers?from_search=9
[Accessed 20 October 2013]
Crail, M. (2007) Employers rate assessment centres as worth the high cost. Available at:
http://www.personneltoday.com/articles/21/08/2007/41933/employers-rate-assessment-centres-as-
worth-the-high-cost.htm [Accessed 22 October 2013]
Foot, M. and Hook, C. (2011) Introducing Human Resource management.
6th Edn. Harlow: Pearson Financial Times.
Goss, D.(1994) principle of human recourse management. 1st Edn. New York: Routledge.
Leatherbarrow, C., Flectcher, J. and Currie, D. (2010) introduction to human resource management.
2nd Edn. London: Chartered Institute of personnel and development.
Reference list (2)
Oxford University Careers Service (2012) Assessment Centers. Available at:
http://www.careers.ox.ac.uk/wp-content/uploads/2012/02/ASSESSMENT-CENTRES_-20121.pdf
[Accessed 24 October 2013]
Prashant, K. (2013) Techniques of Assessment Centers. Slideshare, 9 Dezember 2012.
Available at: http://www.slideshare.net/pacifi_c/assessment- centers?from_search=5
[Accessed 20 October 2013]
University of Kent (2011) Assessment Centers. Available at: http://www.kent.ac.uk/careers/selection.htm
[Accessed 24 October 2013]
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