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An Assessment
Center consists of a standardized set of behaviorally based exercises
(these exercises are discussed more fully below). Multiple trained
raters observe different candidates in different exercises. The raters
score candidates according to defined dimensions of performance specific
to each exercise. After all the candidates complete all exercises the
raters conduct a meeting on each candidate to discuss their performance
on each exercise. Sometimes there is not a meeting and the raters’
scores are simply combined in some manner. The end product of an
assessment center is that each candidate receives a score combined from
multiple exercises and multiple raters. An Assessment Center is a very
expensive and time consuming process.
There is a
difference between an Assessment Center and assessment center
methodology. Various features of the assessment center methodology are
the exercises in this toolkit. These custom exercise methods are usually
described as in-basket, group discussion, or role playing exercise. The
use of one of these exercises is less expensive than a full-blown
Assessment Center.
The
in-basket is designed to test the candidates' adaptive thinking, problem
analysis, judgment, leadership, administrative abilities, planning,
organizing, delegating and integrative skills while under pressure.
Participants must deal with emails, handwritten notes, telephone calls,
reports and memos.
In a group
discussion exercise the candidates work together as a group to solve a
realistic, practical problem with considerable data and no one best
choice. They must come to a resolution and prepare and deliver an
overview presentation of their decision. Communication, team decision
making, influence, strategic thinking, confidence, flexibility,
leadership, judgment and analytical skills can be observed and measured.
In a
role-playing exercise participants play the role of a supervisor who
must deal with an employee issue. A number of interpersonal skills and
behaviors can be observed and measured; among these are relationship
building, conflict resolution, coaching, counseling, listening,
persuasion, problem solving and adaptability. A role-playing exercise
may be used to measure interpersonal skills, problem analysis, and
judgment.
Dimensions
Like all
tests, assessment centers measure certain attributes or qualities. These
attributes or qualities are commonly referred to as "dimensions" in
assessment centers.
All
dimensions have both a title (e.g., Oral Communications) and a
definition (e.g. Clearly expressing oneself through oral means, properly
using technical factors such a grammar, vocabulary, eye contact, and
voice inflection). An extended dimension will list behaviors appropriate
for that dimension based on the job analysis. Some common oral
communication behaviors expected are: Maintains good eye contact;
Provides an Introduction, Body, and Conclusion; Nods head appropriately
when spoken to; etc.
The number
of dimensions measured for each assessment center varies, depending on
the position, size and type of organization, level of the job, and other
factors. The job analysis determines both the number of dimensions to be
measured and the definition of the dimensions.
Research
has indicated that assessment centers assess from five to 15 dimensions,
with the average being ten, and the most frequent number being nine. The
fewer the dimensions the lower the quality of final results.
In any
given assessment center, various definitions may be combined or
modified. While the exact dimensions will vary, the following dimensions
are ones that are found in assessment centers. (The exact definitions of
these dimensions may also vary in different assessment centers. Thus,
caution should be used in using these dimensions and they should be
viewed as general guidelines only.)
Adaptability:
Ability to
react to changing situations or information in a timely manner.
Decisiveness:
Readiness to make decisions, render
judgments, take action, or commit one-self to a course of action.
Delegation:
Ability to
use subordinates effectively and to understand where a decision can best
be made.
Development of Subordinates:
Ability to
maximize human potential of subordinates through training and
developmental activities.
Independence:
Ability to act based on own convictions
rather than through a desire to please others.
Initiative:
Desire to actively influence events rather
than passively accepting them; self-starting; takes action beyond what
is necessarily called for.
Interpersonal Relations:
Ability to perceive and react to the needs
of others, paying attention to others' feelings and ideas, accepting
what others have to say, and perceiving the impact of self on others.
Judgment:
Ability to
evaluate courses of action, develop alternative courses of action, and
to reach logical decisions based on the information at hand. (Problem
Solving or Decision Making are alternative names for the Judgment
dimension).
Listening:
Ability
to extract important information in oral communications and to convey
the impression that one is interested in what others have to say.
Oral
Communication:
Ability to orally communicate accurately and
clearly information, ideas, tasks, directives, conditions, and needs to
groups or individuals, with or without time for preparation (includes
nonverbal gestures and use of aids where appropriate).
Organizational Sensitivity:
Ability to perceive the impact of a decision
on the rest of the organization, awareness of the impact of outside
pressures on the organization, and awareness of changing societal
conditions.
Persuasiveness:
Ability to
organize and present material in a convincing manner to gain agreement
or acceptance.
Planning and Organization:
Ability to efficiently establish an
appropriate course of action for self and/or others, to accomplish a
specific goal, make proper assignments of personnel, and appropriate use
of resources.
Problem Analysis:
Ability to identify problems, secure
relevant information from both oral and written sources, identify
possible causes of problems, and analyze and interpret data in complex
situations involving conflicting demands, needs, or priorities.
Written Communication:
Ability to
communicate in writing using proper grammar and syntax, in an organized,
accurate, and concise manner.
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