1. ASSESSMENT CENTRES 16

2. OBJECTIVES To Understand Concept of Assessment Centre Difference between Assessment and Development Centre Designing of Assessment Centre Assessment Centre Tool 16

3. Assessment Centre Assessment Centre is a systematic and rigorous means to identify behaviour for the purposes of recruitment, selection, promotion and development within the workplace. 16 ASSESSMENT CENTRES

4. PRINCIPLES OF ASSESSMENT CENTRE Confidentiality of design and structure Confidentiality of scores Proper planning and preparation Environment is interruption free Speculations among participants are addressed ‘Here and now’ – Only data generated in the centre is used for assessment Judgments from subject matter experts Assessment instruments that elicit behavioural samples from the predetermined domain(s) are developed (as opposed to adopt) Assessors are provided with the means to make specific judgements regarding the assessee’s degree of possession of the job skills required for the target job – based on observations of performance behaviour 16 ASSESSMENT CENTRES

5. Essentials of Designing an Assessment Centre 16 ASSESSMENT CENTRES Assessment centre objective and relevance in the context of business and role requirement. Broad context of industry landscape and business strategies. Job analysis and critical success factors (CSF’s) for the key roles. Focus on competencies required. Assessors who are industry expert, trained behavioural scientists, facilitators or other HR experts. Multiple methods to evaluate each competency being assessed. Multiple assessors (3:1 to 5:1 executives per assessor). Rotation of assessors to eliminate bias.

6. 16 ASSESSMENT CENTRES Rotation of group members to eliminate existing interpersonal dynamics of the candidates. One method measure more than one competency One tool measure more than one competency. One competency measured more than once. Individual and group assessment tools/methods. Created and administered under test conditions. Uses of empirically validated tools for assessing competencies. Essentials of Designing an Assessment Centre

7. 16 ASSESSMENT CENTRES Figure 15.2 Distinction between Assessment Centre and Development Centre Assessment Centre Development Centre

8. 16 ASSESSMENT CENTRES Figure 15.2 Assessment Centre (Flow Chart)

9. 16 ASSESSMENT CENTRES Table 16.2 Grid of Competency Dimensions by Exercises Interview Role Play In-Tray Group Group Psychometric Problem Negotiation Test

10. TYPES OF ASSESSMENT TOOLS 16 Written Exercises In-Tray Analytical and Interactive Exercises Presentation. One to One Exercises Video-vignettes Group Exercises Fact finding Exercises Group Discussions Simulations Off-the-Shelf and Customized Exercises Customized Exercises ASSESSMENT CENTRES

11. 16 Interviews. Ratings by Self and Others Peers Assessment 360 Degree Feedback Tests and Inventories Projective Techniques ASSESSMENT CENTRES Non-Exercise Material

12. 16 ASSESSMENT CENTRES Table 16.3 A Grid for Ratings

13. 16 Multiple interview process Psychometric test batteries Individual assessment of all sorts Work sample tests Multiple assessment techniques without integration of data A building labeled ‘Assessment Centre” ASSESSMENT CENTRES What is not an Assessment Centre?