1. PEOPLE AND
ORGANIZATIONS
HNDBM/11/02/Group 1
Week 4
15/2/2012
Name:
Lina Zil Liyana Binti
Mohamad

2. QUESTION NUMBER ONE
What are assessment
centers? Why do you
think they might be more
effective for selecting
managers than traditional
written test?

3. Definitions of assessment
centers based on some
websites
Definition no.1: the assessment center method involves multiple evaluation
techniques, including various types of job-related simulations, and sometimes
interviews and psychological tests
Definition no.2: the assessment center is an approach to selection whereby a battery
of tests and exercises are administered to a person or a group of people across a
number of hours
Definition no.3: An assessment center consists of a standardized evaluation of
behaviour based on multiple inputs. Multiple trained observers and techniques are
used. Judgements about behaviors are made, in major part, from specifically
developed assessment simulations. These judgements are pooled in a meeting
among the assessors or by a statistical integration process.
Definition no.4: an assessment center is usually an all-day event or longer(up to three
days) which forms part of the latter stages of a company’s recruitment procedure.
Employers want to find out how you perform in different situations and dives activities
to test you in various ways for graduate level candidates (6-20 people)
Definition no.5: an assessment center consists of a standardized evaluation of
behaviour based on multiple evaluations.
Definition no.6: assessment centres are often described as the variety of testing
techniques that allow the candidates to demonstrate, under standardized
conditions, the skills and abilities most essential for success in a given job.

4. My Understanding on
Assessment Center
It is a standard level of
test which the
interviewers analyze
applicants’ skills and
abilities to handle current
or future organizational
problems.

5. PURPOSES
• To select the right people
• Career development
• To identify if the person can handle challenges
• Identification of managerial talents
• To reduce the risk of wrong identification
• Help on deciding necessary abilities to undertake the
proposed challenging assignments
• More opportunity to its participants to reflect on one’s
capabilities and to improve by observing others
perform in
the Assessment Centers

6. Leaderless
group
discussion
Decision-
making Map test
problems
Common
job
simulation
used in
assessme
nt centers
Media Presentation
interview s
Role-play

7. DISADVANTAGES OF USING
ASSESSMENT CENTERS
1. Very costly and time consuming
2. It requires highly skilled observers as the observers may bring in
their own perceptions and biases while evaluating
3. Those who receive poor assessment might become demotivated
and might lose confidence in their abilities

8. Why is it affective for selecting
managers than traditional written
test
It has been observed that ACs is more successful than other traditional ways of
finding the right person for the proposed job. Assessment Centers score well, above
techniques like media interview, presentations, map tests, etc. The reason for its
success is the way it is designed and implemented. The design and implementation of
Assessment Centers involve the following considerations.
Exercises are designed to bring out the specific capabilities that are
required in the target position.
Since the exercises are standardized, the observers evaluate the
candidates under relatively constant conditions and are therefore able to make valid
comparative judgements.
The spectators usually do not know the candidates personally and so the
personal biases are kept out of place.
As the AC is conducted outside the workplace, the internal assessors have
sufficient time examine the applicant’s behaviour in the exercise and thereby they
get an idea of the candidate’s capabilities

9. TRADITIONAL WRITTEN TEST
Written tests are composed of one or more of the following item
types: selected response (multiple choice, true-false, and matching)
for examples short answer and essay. They are designed to test
skills of reading as well as understanding
Problems:
- Candidates focus on precise memorization rather than on
meaningful learning.
- Consistency of grading is likely to be a problem. Two candidates
may have essentially similar responses, yet receive different letter
or numerical grades

10. CONCLUSION
It is highly recommended of doing
assessment centers worldwide as I
think it is more effective on
choosing Assessment Centers
while traditional written test stays
exist.

11. References
http://changingminds.org/disciplines/hr/selection/assessment_center.ht
m
http://www.assessmentcenters.org/pdf/AssessmentCenterArticle.pdf
http://www.ipacweb.org/files/aclOl.pdf
http://www.psychometric-success.com/assessment-centers/acfaq-
exercises.htm
http://www.wikijob.co.uk/wiki/assessment-centre
http://www.hr-guide.com/data/G318.htm
http://www.tmtctata.com/research/Assessment%20Centre%20Concept
%20NoteTMTC.pdf
http://college.cengage.com/education/pbl/tc/assess.html
http://www.caseinterview.com/role-play-interview
http://www.assessmentday.co.uk/in-tray-exercise.htm
http://www.coolavenues.com/mba-journal/human-resources/training-
need-identification
http://www.psychometric-success.com/assessment-centers/acfaq-role-
play.htm
http://www.psychometric-success.com/assessment-centers/acfaq-role-

13. Questions?