Mechanical vs Consensus- Derived Assessment Center Ratings: A Comparison of Job Performance Validities

1992 ◽  
Vol 21 (1) ◽  
pp. 17-28 ◽  
Author(s):  
Joan Pynes ◽  
H. John Bernardin
Keyword(s):  
Job Performance ◽  
Assessment Center ◽  
Adverse Impact

A comparison of the validities of mechanically-derived and consensus-derived assessment center ratings found no significant differences between the two approaches for the prediction of on-the-job performance. No significant differences were found in the predictive validities on any of the dimensions. Adverse impact percentages were almost identical between the two approaches.

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.

Adverse Impact in der Personalauswahl einer deutschen Behörde: Eine Analyse ethnischer Subgruppendifferenzen

2016 ◽  
Vol 31 (1) ◽  
pp. 4-31 ◽  
Author(s):  
Siegfried Stumpf ◽  
Wolf Rainer Leenen ◽  
Alexander Scheitza
Keyword(s):  
Assessment Center ◽  
Adverse Impact ◽  
Eine Analyse ◽  
Oder Eine

Während die englischsprachige Personalforschung in den letzten Jahren zunehmend differenzierte Ergebnisse zum Adverse Impact in Auswahlverfahren vorlegen konnte, fehlen solche Untersuchungen zu Subgruppenunterschieden in der Personalauswahl deutscher Organisationen. Am Beispiel einer großen deutschen Behörde wird ein mehrstufiger Personalauswahlprozess im Hinblick auf das Abschneiden von Bewerbern mit versus ohne Migrationshintergrund analysiert. Die Ergebnisse zeigen, dass die in einer frühen Auswahlphase zum Einsatz kommenden Testverfahren zur Messung der kognitiven Fähigkeiten sowie der Rechtschreibung erhebliche Subgruppendifferenzen aufweisen. Differenzen zwischen den Bewerbern mit versus ohne Migrationshintergrund sind auch trotz der Vorselektion mit den Tests in dem in einer späteren Auswahlphase durchgeführten Assessment Center nachweisbar. Dabei wird der Erfolg in allen Phasen des Auswahlverfahrens von der Art des Migrationshintergrundes beeinflusst: Während bei ausländischen Staatsbürgern die größte Diskrepanz zu den Bewerbern ohne Migrationshintergrund auftritt, liegen die Ergebnisse von Bewerbern, die von Geburt an Deutsche sind, aber einen ausländischen Vater und/oder eine ausländische Mutter haben, nahezu auf dem Niveau der Bewerber ohne Migrationshintergrund. Diese Befunde werden auf dem Hintergrund der internationalen Forschungslage zum Adverse Impact analysiert. Abschließend werden Maßnahmen zur Reduktion von Subgruppendifferenzen bei der Personalauswahl von Organisationen am Beispiel der betrachteten Behörde diskutiert.

Comparing the validity and utility of behavior description interview versus assessment center ratings

2003 ◽  
Vol 18 (2) ◽  
pp. 94-104 ◽  
Author(s):  
Gedaliahu H. Harel ◽  
Anat Arditi‐Vogel ◽  
Tom Janz
Keyword(s):  
Job Performance ◽  
Assessment Center ◽  
Assessment Process ◽  
Performance Ratings ◽  
Assessment Centers ◽  
Financial Return ◽  
Behavior Description ◽  
The Relationship ◽  
New Hires ◽  
Different Levels

This research investigated the relationship between job performance ratings for 39 Israeli medical unit managers and two types of performance predictor: ratings from behavior description (BD) interviews and ratings from an assessment center. The BD validity 0.53 compared favorably with the 0.62 obtained by the assessment center. Utility analyses that table the financial return for investing in the more expensive assessment process under different levels of tenure, number of new hires, and selection ratio, reveal the conditions under which assessment centers pay off best.

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