Assessment centres
Download as PPTX, PDF
11 likes7,367 views
Assessment centres were first created during World War II to select military officers. They have since been adopted by many businesses for staff selection and development. [1] An assessment centre uses multiple assessment techniques to evaluate candidates for a particular role. It aims to provide an objective evaluation and identify the best fit for the role by minimizing subjectivity. Common techniques include psychometric tests, exercises, role plays, interviews and case studies. [2] Preparation is important and involves defining the required competencies, developing a rating scale, selecting appropriate assessment techniques, and training assessors. The process involves candidates participating in various exercises and activities while being observed and evaluated against the competencies by multiple assessors. [3]
Assessment centres
- 2. Historical snapshot Assessment centres were first created in WWII to select officers. Examples: Admiral Interview Board of the Royal Navy War office Selection Board of the British Army AT&T created a building for recruitment of staff in the 1950s. This was called The Assessment Centre and this was influential on subsequent personnel methods in other businesses 2
- 3. What is AC An assessment centre is a place / process at which a person, such as a member of staff or an applicant, is assessed to determine her suitability for a particular role. Multiple assessment techniques are used to evaluate an individual for the given role. It is a diagnostic exercise to find the best fit It is advisable to get it done by a third party 3
- 4. Why assessment centres? Selection Fitment Minimizes subjectivity Validation of TNI Reduced Training cost Forming teams with complementary skills Re-organization Productivity IDPs 4
- 5. Pre-requisites for assessment centre List of competencies to be assessed Rating scale Assigned weightages Range of assessment techniques (if possible 2/ competency) No. of assessors / observers (minimum 2 / candidate) Training of assessors Several candidates to be observed together 5
- 6. Types of assessment centre techniques Psychometric tests In-tray exercises Written exercises Role plays Group exercises Social events Interviews Case Studies Games 6
- 7. Psychometric tests Test Objective Parameters MBTI Broad personality type Extrovert, sensing, thinking, judging OPQ Fun picture of Personality Team types, leadership styles, selling styles PPI Preferred work style Need for change and temperament 16PF Profiles jobs fitment Stress levels FIRO B Gap: want and get Expressed and wanted Behaviour Insight P Personality factors Will, control, affection ,energy, emotionality OMCI Motivation and work style Motivation (achievement, affiliation & power) WGCTA Patterns of intellectual thought Inference, assumption, deduction, interpretation, evaluation of arguments Belbin Team roles Knowing S/W and tolerance Thomas P /Disc How can she be developed Dominance, Influence, Steadiness, compliance 7
- 8. Techniques v/s Competencies Technique Competencies In-tray Problem analysis, Planning, prioritization, organizing, delegation Written exercises Clarity of thoughts, articulation, tact, assertiveness Role plays Fact finding, decision making, negotiation, conflict management, leadership, verbal & non-verbal comm, interpersonal skills, flexibility and motivational style Group exercises (GD,LGD,TS,ARGD,PTE, OBT) Leadership, people skills, comm skills, team work, cooperation, problem solving, organizing, motivation, drive, creativity Social events People connect, the real side of you Interviews (BI, SI, BEI) Skill will and fitment Case Studies Fact- pattern analysis, logical reasoning, articulation Games Team work, interpersonal skills, leadership, problem solving 8
- 9. Steps in Running an assessment centre 1. Creation of Competency Map 2. Identify the Game/Assessment Matrix 3. Developing Assessment BARS (indicators) 4. Identify & Train Assessors and Create Evidence formats 5. Create Schedule 9
- 10. Steps in Running an assessment centre a. Define Role b. Analyze the Functional skills and Knowledge c. Analyze the Behavioral skills 10 1.Creation of Competency Map
- 11. Steps in Running an assessment centre Sr. No. Exercises/Com petencies In-Tray Presentati on OBT Role Play Case Study 1 Motivation 2 Analytical skills 3 Service Orientation 4 Relationship building 5 Planning and Prioritization 6 Oral Comm 11 2.Identify the Game / Assessment Matrix
- 12. Steps in Running an assessment centre Sr. # Competency BARS 1 Assertiveness 1. Is Argumentative and not willing to listen to others 2. Responds to opposing views in non defensive manner 3. Listens to other views and puts his views in logical and convincing manner 2 Influencing skills 1. Convinces others of her position when an issue of minimal importance 2. Generates support amongst team members for ideas of controversy and importance 3. Gains support most controversial issues from majority stakeholders 3 Problem solving 1. Sees situation in isolation and applies immediate quick fix solutions 2. Thinks out of box and provides alternative solutions 3. Helps others create solutions and provide win-win solutions with permanent soutions 12 3.Developing Assessment BARS (Indicators)
- 13. Steps in Running an assessment centre a. Observing b. Recoding c. Classifying d. Summarizing e. Evaluating/Rating 13 4.Training Assessors - ORCSE
- 14. Steps in Running an assessment centre 1. List the number of candidates 2. List of activities 3. List the no. of rooms 4. List the no. of assessors 5. Analyze the time per activity and evaluation 6. Prepare timelines 7. Publish 14 5.Schedules
- 15. Sample schedule Time Activity Room A Room B 9:00 - 9:30 Case study Pax 1-10 assessor - X,Y 9:30 - 10:45 Role Play Pax 1-5 Pax 6-10 assessor - X assessor - Y 10:45 - 12:00 Team Logo Pax 1-5 Pax 6-10 X - Pax 1,2,3 Z- Pax 6 - 10 Y - Pax 4,5 12:00 - 12:45 In Tray Pax 1-5 Evaluation of case study Facilitator Z X - Pax 1-5 Y - Pax 6-10 12:45 - 1:30 Lunch 1:45 - 2:45 Cave Rescue Pax 1-10 Z- Pax 1,2,3 / Y - Pax 4, 5, 6 / X - Pax 7-10 3:00 - 4:00 Interview Pax 1-5 (Y) Pax 6-10 (X) 4:00 - 5:00 assesment of inbasket X, Y, Z 5:00 - 7:00 Consensus 15
- 16. Thank you! 16