Assessment Centre as an Effective Tool to Select the Potential Candidate for Future Management Needs of an Organization.

Assessment Centre as an Effective Tool to Select the Potential Candidate for Future Management Needs of an Organization.

Autores:

Amen, Ume-¹

Fuente:

Interdisciplinary Journal of Contemporary Research in Business; Jun2010, Vol. 2 Issue 2, p134-142, 9p, 1 Chart

Tipo de documento:

Article

Descriptores:

*ASSESSMENT centers (Personnel management procedure)
*EXECUTIVES -- Training of
*PROMOTIONS
*EXECUTIVES -- Attitudes
*INDUSTRIAL relations
*PSYCHOLOGISTS
*RESEARCH
*JOB skills
EVALUATION methodology
EQUIPMENT & supplies

Términos geográficos:

UNITED States

Palabras clave proporcionadas por el autor:

Assessment Centre
Effective Tool
Future Management
Needs
Organization
Potential Candidate

NAICS/Industry Codes :

611430 Professional and Management Development Training

 

Resumen:

 

The objective of the study is to determine that assessment center plays a vital role for the selection of new managers and their subsequent promotions. The second objective of the research was to find out that what are the skills and competencies which are required for the selection of the managers. Assessment center is a systematic set of selection tools, such as group discussions, interviews, in-tray exercise, case studies / scenarios, business game, written tests and presentations etc. it has greater impact when they appear relevant for the job and explore positive response from participants. Based on the results of this research, we can assess the multiple characteristics and job behaviors which are deemed necessary for a specific job. It also enables the assessors to formulate the predictions after the comprehensive evaluation of the candidate that how he will behave in the future particularly for the organization. Assessment center measures job-related attributes and behavior of the candidate rather than other characteristics which are irrelevant or not have the utmost importance to perform the particular job for which he was going to be assessed. It builds the quality of relationships between organizations and their employees. They feel valued by their company. Participation in an assessment demonstrates the company's commitment to employees. [ABSTRACT FROM AUTHOR]

Copyright of Interdisciplinary Journal of Contemporary Research in Business is the property of Interdisciplinary Journal of Contemporary Research in Business and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

 

Afiliaciones del autor:

¹Lecturer , PAF-KIET Korangi Campus , Karachi

ISSN:

2073-7122

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CONSTRUCTING PARALLEL SIMULATION EXERCISES FOR ASSESSMENT CENTERS

CONSTRUCTING PARALLEL SIMULATION EXERCISES FOR ASSESSMENT CENTERS AND OTHER FORMS OF BEHAVIORAL ASSESSMENT 

Autores:

Brummel, Bradley J.¹Rupp, Deborah E.¹ derupp@uiuc.eduSpain, Seth M.¹

 

Fuente:

Personnel Psychology; Spring2009, Vol. 62 Issue 1, p137-170, 34p, 6 Charts

 

Tipo de documento:

Article

 

Descriptores:

*ASSESSMENT centers (Personnel management procedure)
*MANAGEMENT science
*SIMULATION methods
*PERSONNEL management
BEHAVIORAL assessment
PSYCHOLOGICAL tests

NAICS/Industry Codes :

923130 Administration of Human Resource Programs (except Education, Public Health, and Veterans' Affairs Programs)
541612 Human Resources Consulting Services

 

Resumen:

 

Assessment centers rely on multiple, carefully constructed behavioral simulation exercises to measure individuals on multiple performance dimensions. Although methods for establishing parallelism among alternate forms of paper-and-pencil tests have been well researched (i.e., to equate tests on difficulty such that the scores can be compared), little research has considered the why and how of parallel simulation exercises. This paper extends established procedures for constructing parallel test forms to dimension-based behavioral simulations. We discuss reasons for establishing comparable, alternate simulation forms and discuss the issues raised when applying traditional procedures to simulation exercises. After proposing a set of guidelines for establishing alternate forms among simulations, we apply these guidelines to simulations used in an operational assessment center. [ABSTRACT FROM AUTHOR]

Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

 

Afiliaciones del autor:

¹University of Illinois at Urbana-Champaign

 

Recuento total de palabras:

12859

ISSN:

0031-5826

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Examining the effects of communicationapprehension within assessment centres

Examining the effects of communication apprehension within assessment centres.

Imágenes

Autores:

Blume, Brian D.¹ blume@umflint.eduDreher, George F.²Baldwin, Timothy T.²

Fuente:

Journal of Occupational & Organizational Psychology; Sep2010, Vol. 83 Issue 3, p663-671, 9p, 1 Diagram, 2 Charts, 1 Graph

Tipo de documento:

Article

Descriptores:

*COMMUNICATION apprehension
*CRITICAL thinking
*PERFORMANCE anxiety
*ASSESSMENT centers (Personnel management procedure)
*EXTRAVERSION
*SELF-disclosure
*EMOTIONAL state
*SOCIAL interaction
*INDIVIDUAL differences

 

Resumen

 

Communication apprehension (CA), an individual difference variable not previously examined within assessment centres, was negatively related to critical thinking and oral communication scores. CA also mediated the relationships between participants' extraversion and emotional stability and their dimension scores. In addition, results indicated that for critical thinking scores, there was a significant interaction between exercise form (i.e., a presentation vs. group discussion) and CA. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Occupational & Organizational Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

 

Afiliaciones del autor:

¹University of Michigan, Flint, USA
²Indiana University, Bloomington, USA

 

ISSN:

09631798

 

DOI:

10.1348/096317909X463652

 

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