The aim of this paper is to determine what the Assessment Centre is about and how the Assessment Centre influences the personnel selection process. One of the most significant tasks in the field of human resources is the effective selection of employees. The success of a company depends on qualified employees who are deployed in the right place. Thus, many companies rely on the personnel selection to hire professionally, entrepreneurially, and socially competent employees.
Errors in personnel decisions can lead to financial losses, poor quality of work, and employee dissatisfaction. Nowadays, people are looking for employees who can act appropriately in as many roles as possible. Since there are many methods in personnel selection, HR decision-makers must consider which way of recruiting workers is the most suitable and effective for them. More and more companies and organizations are choosing the Assessment Centre for this purpose. The method is suitable to be used for personnel selection as well as for personnel development of specialists and executives.
Table of Contents
- Introduction
- Theoretical Foundation
- Definition and Purpose
- History
- External selection
- Internal selection
- Potential analysis
- Success control
- Involved groups
- Moderator
- Candidates
- Observers
- Quality criteria
- Objectivity
- Reliability
- Validity
- Prognostic validity
- Content validity
- Social validity
- Advantages and Disadvantages
- Advantages
- Company
- Candidates
- Disadvantages
- Advantages
- Impact/Influence
- Temper
- Lack in communication
- Tendencies
- Adverse Impact
- Personnel issues
- Conclusion
Objectives and Key Themes
This paper explores the Assessment Centre (AC) as a method in the personnel selection process. It aims to clarify what an Assessment Centre is, how it influences the selection process, and how it contributes to finding suitable candidates for positions in a company.
- Definition and purpose of the Assessment Centre
- History and development of the Assessment Centre
- Quality criteria for Assessment Centres
- Advantages and disadvantages of using the Assessment Centre
- Impact and influence of the Assessment Centre on personnel selection
Chapter Summaries
The first chapter introduces the topic of Assessment Centres and its significance in personnel selection. It highlights the importance of effective selection processes for company success. The chapter also outlines the structure of the paper and its main objectives.
Chapter two provides a theoretical foundation for the Assessment Centre, outlining its definition, purpose, and history. It examines the various areas of application, including external and internal selection, potential analysis, and success control. The chapter also identifies the key groups involved in the Assessment Centre, including moderators, candidates, and observers.
Chapter three focuses on the quality criteria that the Assessment Centre must meet to ensure its effectiveness. It examines the concepts of objectivity, reliability, and validity, with a particular focus on the different types of validity – prognostic, content, and social.
Chapter four delves into the advantages and disadvantages of using the Assessment Centre. The advantages are explored from the perspectives of both the company and the candidates. The chapter also examines the potential disadvantages associated with the method.
Keywords
This paper explores the Assessment Centre as a method for personnel selection, examining its definition, purpose, history, quality criteria, advantages, disadvantages, and influence on the selection process. Key concepts discussed include personnel selection, human resources, recruitment, competencies, soft skills, quality criteria, objectivity, reliability, validity, and the impact of the Assessment Centre on personnel decisions.
- Citation du texte
- Anonym (Auteur), 2020, Assessment Centre for Recruiting. Its Advantages and Disadvantages, Munich, GRIN Verlag, https://www.grin.com/document/1147578
