Toward the more efficient use of assessment center technology in personnel selection

1987 ◽  
Vol 2 (1) ◽  
pp. 74-93 ◽  
Author(s):  
Seymour Adler
Keyword(s):  
Personnel Selection ◽  
Assessment Center ◽  
Use Of Assessment

scholarly journals Multi-Approach Formulation in Dynamic Personality-Situation Interaction for Personnel Selection

2019 ◽  
Author(s):  
Mohd Hanafiah Ahmad ◽  
Gusman Nawanir ◽  
Mohd Rashid Ab Hamid
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Assessment Center ◽  
Work Outcomes ◽  
Mixed Methods Approach ◽  
Selection Decisions ◽  
Fundamental Research ◽  
Conceptual Paper

The purpose of personnel selection is to measure knowledge, skills, and abilities that are necessary to perform a job effectively. The process involves various assessments, including personality assessment. This conceptual paper discussed the potential of using a learning factory to develop multiple simulations for assessment center activities in assessing personality in different situations. Although traditional personality assessment contributes to the effectiveness of selection decisions and prediction, it tended to ignore that trait-related behaviors may differ across situations. Study on dynamic personality is essential as empirical studies showed that within-person fluctuations in personality states relate to a variety of work outcomes, including job performance. To further understand this fundamental issue, this paper discussed further how personality–situation interplay influences performance by using a learning factory assessment center method. This study also discussed how the adaptation of exploratory mixed methods approach could be used. The mixed exploratory methods are suitable as this topic is related to fundamental research and empirical study, besides the investigation on this area is still limited. This paper could benefit other researchers, industry players, and policymakers in understanding better how dynamic personality may influence performance, especially in the activities related to Industry 4.0.

scholarly journals The Use of Assessment Center Technology for the Prevention and Reduction of Professional Burnout

2014 ◽  
Vol 6 (2) ◽  
pp. 219-229
Author(s):  
I.A. Stalnova ◽  
A.G. Stalnov
Keyword(s):  
Social Responsibility ◽  
Negative Impact ◽  
Assessment Center ◽  
Working Time ◽  
Professional Activity ◽  
Professional Burnout ◽  
Government Employees ◽  
Professional Qualification ◽  
Use Of Assessment

Dynamism of professional activity, increasing workload and working time shortage, high social responsibility for results and other factors increase the probability of formation of burnout in government employees. This actualizes the search for new forms and methods of professional qualification of government employees based on an assessment of their psychological qualities. We discuss the problem of professional and personal burnout in Rosreestr employees, reveal the symptoms of this syndrome. As a tool for preventing and reducing the negative impact of professional deformation in Rosreestr workers, we propose the use of assessment center technology successfully tested in the international practice and requiring adaptation to Russian realities.

Using the assessment center methodology while evaluating the civil servants of the Lipetsk region

2021 ◽  
Vol 23 (3) ◽  
pp. 24-32
Author(s):  
ELENA GONCHAROVA ◽  
◽  
KONSTANTIN RUKIN ◽  
Keyword(s):  
Personnel Selection ◽  
Civil Service ◽  
Training And Development ◽  
Assessment Center ◽  
Integrated System ◽  
Civil Servants ◽  
Psychological Characteristics ◽  
Assessment Centers ◽  
Advantages And Disadvantages ◽  
The Right

Building an integrated system for personnel selection, training and development is one of the most important tasks of the civil service. HR agencies are interested in finding specialists with a “portfolio of competencies”, showing flexibility and quickly adapting to any activity. To find the right candidate, you need to choose the right strategy for selecting specialists. More and more companies use the assessment center methodology despite a large number of other evaluation methods. The assessment center allows you to conduct tests in situations close to reality and comprehensively evaluate the knowledge, skills, personal, professional, and psychological characteristics necessary for working in a particular position for a particular candidate or an employee. The article presents the methodology of the assessment center when evaluating state civil servants of the administration of the Lipetsk region. The work describes methods for creating a competency model, formulates recommendations on the use of technologies of the center for evaluating civil servants, and draws conclusions based on the final results. The article presents data on the validity of the assessment center in comparison with other tools for evaluating personnel, shows the advantages and disadvantages of this method. The methodology of assessment centers can be recommended to the authorities for evaluating personnel in the civil service.

Using Assessment Centers in Selecting Entry-Level Police Officers: Extravagance or Justified Expense?

1995 ◽  
Vol 24 (2) ◽  
pp. 223-254 ◽  
Author(s):  
Gary F. Coulton ◽  
Hubert S. Feild
Keyword(s):  
Police Officers ◽  
Assessment Center ◽  
Police Agency ◽  
Assessment Centers ◽  
Potential Utility ◽  
Viable Option ◽  
Entry Level ◽  
Center Program ◽  
Use Of Assessment ◽  
Selection Of

Effectively screening-out candidates who have potential to become “liability-prone” officers is crucial to any police agency. The critical nature of appropriate selection is readily apparent when we consider the serious ramifications that the inappropriate actions of even a single officer can have for the agency itself as well as for the community as a whole. The present paper contends that assessment centers are a viable option for selection of entry-level police officers. The literature on the use of assessment centers is reviewed, and arguments are made regarding the potential utility of employing this technique with police applicants. Recommendations are offered for implementation of an assessment center program for selection of entry-level police officers.

scholarly journals Use of assessment center and cluster group tools for the modeling and visualization of temporal dynamics of competences of production managers for the interaction with counteragents

2021 ◽  
Vol 77 (3) ◽  
pp. 146-151
Author(s):  
S.N. Larin ◽  
L.Y. Lazarevа ◽  
Т.V. Stebenyaevа
Keyword(s):  
Temporal Dynamics ◽  
Assessment Center ◽  
Middle Level ◽  
Professional Competencies ◽  
Industrial Enterprises ◽  
Cluster Group ◽  
Current Trends ◽  
Use Of Assessment ◽  
Potential Customers ◽  
Industrial Center

The article identifies current trends in the composition of indicators and the number of professional competencies of production managers for interaction with contractors. It is proposed to use the assessment center's tools to assess the current level and form a promising set of competencies. The experience of using the assessment center tools for these purposes at industrial enterprises of a large industrial center of our country is summarized. The expediency of using the developed methodological procedure of qualitative cluster grouping to obtain a visual representation of the dynamics of changes for each competence model is justified. This made it possible to visualize the dynamics of changes in the clusters of two professional competencies of production managers for interaction with contractors. The conclusion is formulated that in the work of specialists in assessing the professional competencies of middle-level managers using the assessment center tools, the emphasis should shift to the development of such models of professional competencies for interaction with counterparties that allow taking into account the dynamics of the market, its development prospects and the requirements of potential customers.

Guidelines and Ethical Considerations for Assessment Center Operations

2000 ◽  
Vol 29 (3) ◽  
pp. 315-332 ◽  
Author(s):  
Dennis A. Joiner
Keyword(s):  
Assessment Center ◽  
Assessment Centers ◽  
Core Concept ◽  
Ethical Considerations ◽  
Constructed Response ◽  
Use Of Assessment ◽  
Job Simulation ◽  
Current Guidelines ◽  
And Training ◽  
Simulation Exercises

In 1989, IPMA published the then current Guidelines and Ethical Considerations for Assessment Center Operations. The following document is an update of those guidelines. These guidelines were developed and endorsed by specialists in the use of assessment centers. The guidelines are a statement of the considerations believed to be most important for all users of the assessment center method. For instance, the use of job-related simulations is a core concept when using assessment centers. Job simulation exercises allow individuals to demonstrate their abilities in situations that are important on the job. As stressed in these guidelines, a procedure should not be represented as an assessment center unless it includes at least one, and usually several, job-related simulations that require the assessee to demonstrate a constructed response. Other important areas covered include considerations for assessor selection and training, using “competencies” as the target dimensions, validation issues and issues involving participant rights. If followed, these guidelines should maximize the benefits to be obtained by users of the assessment center method.

Verbessert Vorerfahrung die Leistung im Assessment Center?

2002 ◽  
Vol 1 (1) ◽  
pp. 4-18 ◽  
Author(s):  
Grete Kelbetz ◽  
Heinz Schuler
Keyword(s):  
Assessment Center

Zusammenfassung. Zur Abschätzung der Übungsanfälligkeit von Assessment Center(AC)-Leistungen wurden zwei Studien durchgeführt. In Studie 1 wurden die AC-Leistungen von n = 47 Wiederholern eines internen Auswahl-ACs eines Finanzdienstleistungskonzerns verglichen. Die Retest-Reliabilität des AC-Verfahrens nach durchschnittlich zwei Jahren beträgt r = .41. Für den Übungsgewinn durch wiederholte Teilnahme ergab sich nach Korrektur des Regressionseffekts eine Effektstärke von mindestens d = .40. Sowohl die Retest-Reliabilität der Einzelverfahren als auch die Leistungssteigerungen der Teilnehmer in diesen Einzelverfahren waren stark unterschiedlich, jedoch ist kein Zusammenhang zwischen Retest-Reliabilitäten und Leistungssteigerungen erkennbar. In Studie 2 wurden n = 123 AC-Teilnehmer des internen Potenzialanalyse-ACs eines anderen Finanzdienstleistungskonzerns hinsichtlich verschiedener Einflussfaktoren (u. a. Intelligenz, Leistungsmotivation, Dominanz) untersucht und nach ihrer AC-Vorerfahrung befragt. Bei Kontrolle der erfassten Einflussfaktoren klärt allein die AC-Vorerfahrung mindestens 3% der Varianz des AC-Gesamtwerts auf, für die Dimension Überzeugung beträgt das Inkrement mindestens 6% und für die Gruppendiskussion 8%. Aus beiden Studien wird gefolgert, dass ACs übungsanfällig sind, wobei sich die mangelnde Retest-Reliabilität als Kernproblem der Abschätzung von Leistungssteigerungen und Übungseffekten im AC erweist. Trait-nah konzipierte Dimensionen wie Leistungsmotivation oder analytische Fähigkeiten erscheinen weniger übungsanfällig als verhaltensorientierte Dimensionen.

Strategisches Verhalten in der Personalauswahl

2017 ◽  
Vol 61 (1) ◽  
pp. 3-17 ◽  
Author(s):  
Uwe P. Kanning
Keyword(s):  
Assessment Center ◽  
Strategisches Verhalten

Zusammenfassung. Die vorliegende Studie untersucht erstmals differenziert konkrete Strategien, die Bewerber in der Phase der Vorbereitung sowie der Durchführung von Auswahlverfahren einsetzen. In einer Befragung von 999 Personen wird sowohl nach der Einstellung bezüglich derartiger Strategien als auch nach deren Umsetzung bezogen auf Bewerbungsunterlagen, Einstellungsinterview, Testverfahren und Assessment Center gefragt. Die Ergebnisse zeigen, dass eine Mehrheit der Bewerber in starkem Maße strategisch agiert. In der Vorbereitungsphase bezieht sich dies insbesondere auf die Sichtung von Ratgeberliteratur und den Austausch mit Freunden / Bekannten. Bewerbungstrainings haben demgegenüber eine untergeordnete Bedeutung. Bei der Verfassung von Bewerbungsunterlagen greift die Mehrheit unter anderem auf Vorlagen zurück, die nur noch angepasst werden. Im Einstellungsinterview wird unter anderem die Darstellung der eigenen Stärken an die Stellenanforderungen angepasst. Fast alle Befragten wenden wenigstens eine Strategie an. Bewerber, die sich in den letzten fünf Jahren beworben haben, agieren insgesamt aktiver als Personen, deren letzte Bewerbung länger zurückliegt.

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