The document discusses assessment centers, which involve evaluating job candidates over multiple exercises that simulate real work tasks. Assessment centers are valuable for organizations as they help identify competencies, build talent pools, and provide feedback to employees. They involve a series of exercises observed by managers to evaluate dimensions like teamwork, leadership, and problem-solving. Both formal assessments involving in-tray exercises and role plays, as well informal discussions can be used. Assessment centers must be tailored to specific jobs and competencies, use standardized evaluations, and integrate data for purposes like selection, development, and succession planning. While costly, assessment centers provide valid evaluations and help both organizations and participants.

1. Need of assessment centers

2. Introduction
• “Assessment center method” is the name given to the formal
assessment approach pioneered by AT&T in the United States.
• three or more line managers observe a group of six assesses
participating in a series of exercises that simulate tasks related to
the job or job level for which they are being assessed.
• After participants have completed the exercises, assessors meet
to consider each participant against a predetermined list of job-
related dimensions to reach an overall evaluation.
• Two type of assessment:-
1. Formal
2. Informal

3. What is an Assessment Centre
• Usually a 1 or 2 day selection
process
• Attended by a group in the
company premises
• Includes: Group exercises, In tray
exercises, Role plays,
presentations, aptitude test &
interview
• Simulates real work environment
• Varied activities to assess different
attributes

5. Why are assessment center valuable to an
organization
• Need assessment protect the asset of the
organization.
• Training is the appropriate solution for the problem.
• Stop wastage the time and resources.
• Bring specific competencies.
• Build pool of talented future managers.
• Help in identification of real potential of employee.
• Employee know his strength and weakness.

6. Typical Assessment Criteria
• Teamwork
• Leadership
• Interpersonal skills – Communication, Networking
• Problem-solving/logical reasoning
• Ability to work under pressure
• Ability to think quickly on your feet
• Ability to cope with uncertainty
• Ability to see the big picture

7. Diary of an Assessment Centre
• Schedule should be right for
everyone.
• Venue should be good.
• Ambiance

8. How assessment center works
 The assessment center method involves multiple evaluation
techniques, including various types of job-related simulations, and
sometimes interviews and psychological tests. Common job
simulations used in assessment centers are:
 Formal
 In-basket exercises
 group discussions
 simulations of interviews with “subordinates” or “clients”
 fact-finding exercises
 analysis/decision-making problems
 oral presentation exercises
 written communication exercises

9. How assessment center works(Formal)
• Group
– Group Discussion/Chaired Discussion Group
– Case Studies/Business Games/Outdoor
exercises
– Informal Discussion with Employees
• Individual
– Personality and Aptitude Tests
– In-tray Exercises/Written Exercises
– Presentation skills
– In-depth Interviews

10. Informal Discussion with Employees
• Network with other candidates and
employers
• Ask intelligent questions

11. Assessment centers must meet following criteria:-
• Job analysis.
• Predefined competencies.
• Behavioral competencies.
• Assessment competencies.
• Simulations.
• Observation.
• Observers.
• Recording behavior.
• Reports.
• Data integration.

12. Use of data provided by the AC:-
• Selection
• Career development
• Potential appraisal
• Identification of High potential managers
• Succession planning
• Allocation of challenging assignments
• Management development
• Identification of training needs
• Identification of a global pool of talented managers

13. Stage of AC

14. Tools of AC

15. Advantage of AC
• Assessment centers not only help the organization in
placing the right candidate for the right job/assignment but
also helps in developing the participants.
• Assessment Centers can be customized for different kinds
of jobs, competencies and organizational requirements.
• Assessment centre is used for selection, training and
promotion of candidates.
• ACs map the next level challenges and simulate them
in exercises.
• The candidates can improve their performance. They
can increase their strengths and remove their
weaknesses. Assessment Center is more valid
because the candidate is evaluated (judged) by many
different experts.

16. Disadvantage of AC
ACs have some disadvantages though on the
long run they prove very useful to organization
by saving it the cost of wrong decisions.
• ACs are very costly and time consuming.
• ACs requires highly skilled observers as the
observers may bring in their own perceptions
and biases while evaluating.
• Those who receive poor assessment
might become de- motivated and might
lose confidence in their abilities.

17. Presented By.
Bhupendra Sharma
Sachin premee.
Khushbu shah.