Assessment Centre Essay Example | Topics and Well Written Essays - 750 words

Assessment Centre - Essay ExampleLeivens (2001) has pointed out the fact that judgement centres have gained popularity and fame in last 4 decades as they have become a very effective source that facilitate in recruitment and selection of employees. In general, the assessment centres refer to a knowledge centre or a one-day workshop where Human Resource Professionals evaluate the qualities, personality traits, and attributes followed by closing making and problem solving skills of potential vistas. For instance, these centres are created for the purpose of facilitating HR executives in recruitment and trigger of the smart candidates, who will then contribute their abilities and knowledge in survival, expansion and sustainable originatement of an organisation. Among the major(ip) benefits of assessment centres (ACs), the most important is that they are quite effective in testing behavioural issues / problems, psychology, mental strength and attitudes of potential candidates. For instance, the assessors make observations, recordings and use psychological tests / tools / scales to check locus of control, openness, conscientiousness, extroversion, pressure assimilation, will index finger and former(a) factors after which evaluations and feedbacks are provided. In this way, the recruiters draw conclusions about emotional stability of an employee coupled with his / her key strengths and weaknesses (Leivens et al, 2001). As far as the objectives of assessment centres are concerned, it is worthwhile to mention that assessors tend to have discipline studies, debates, open and group discussion sessions, group exercises and presentations to test level of creativity, personal drive, critical thinking, communication and social skills in a candidate. For instance, the assessors also organise randomly selected candidates into work groups and teams, which are then assigned miscellaneous situations and real world scenarios in order to test team building skills, birth building, flexibility, analytical capabilities, leaders styles and mutual cooperation / coordination among members. These medium duration exercises help providing relatively better analysis about aforementioned qualities in candidates compared to observations and responses during face-to-face interviews. It should be highlighted that another advantage of assessment centres is to judge conflict resolution, crises handling and contingency excogitate development abilities either though individual or groups tests. In addition, candidates may be assigned responsibilities to develop a realistic melodic line plan to judge vision, strategic planning, forecasting, risk identification, analysis and measurement, marketing, adaptability, innovation, differentiation and other capabilities as a whole. For instance, assessment centres also evaluate and testify how honest, moral and ethical a candidate is through assignment of certain ethical scenarios, dilemmas and lapses. The aforemention ed enabled HR executives to get an insight over the grandness that an applicant could have for Code of Conduct, Organisational Cons and Rule of Law. In addition, the candidates are scrutinised for assessment of competitiveness, task orientation, performance approach, employee centredness, and relationship orientation so that they could be prepared to assimilate pressure in an unpredictable and complex business environment (Kolk et al, 2003). It is justified to argue that the actual aim of assessment cen