Download Assessment Centers in Human Resource Management: Strategies by George C. Thornton III;Deborah E. Rupp PDF

By George C. Thornton III;Deborah E. Rupp

The topic permeating this publication on evaluate facilities is continuity and alter, describing what has remained an analogous and what has replaced within the 50-year heritage of the review middle technique. one of many vital adjustments explored is the evolution of the objectives of overview middle courses and the ways that evaluation facilities and their part components were used. evaluate facilities in Human source administration in actual fact differentiates among evaluate facilities used for prediction, diagnoses, and improvement.

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Extra resources for Assessment Centers in Human Resource Management: Strategies for Prediction, Diagnosis, and Development

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Despite the valid criticism, the program has seen great success among those that have participated. Longitudinal multisource ratings show signifi- 36 CHAPTER 2 cant increases in dimension proficiency after participating in the developmental assessment center, and these increases continue over time. Furthermore, participants who have been promoted to site manager have expressed that they felt well prepared due to all the practice they had received in the leadership development program. Summary AMW used an assessment center to actually develop employees.

We describe: · · · a selection/promotion assessment center a diagnostic assessment center a developmental assessment center In these case studies, we give special attention to technology used, the consideration of multinational/cross-cultural issues, the integration of assessment centers into the larger human resource management function, outsourced assessment centers, nonmanagerial assessment centers, and the assessment of abilities and personality within an assessment center. The cases chosen for this chapter are examples of how organizations have approached these issues for defined purposes.

In addition, there was a discussion about ways in which the participant might continue improve on the dimensions in the context of his or her job. As is illustrated in Fig. 2, the facilitators continued to coach the participants on a monthly basis, and the participants came back to participate in additional simulation exercises each year. Other Elements of the Program Before the participants attended the program, multisource data were collected about each participant’s proficiency on the dimensions using a standardized questionnaire.

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