Productivity in an economy requires one to possess particular ideal qualities and competencies. Therefore, suitable measuring techniques are used in an assessment center to determine the suitability of respective persons for work. However, the effectiveness and utility of this assessment centers need to be ascertained. Detailed below are three measures particularly for a management assessment center and the relevant measuring instruments, advantages and disadvantages while selecting tools, one issue concerning factors of utility and analysis, and the effectiveness of the measures.
Specific Measures for a Management Assessment Center Addressing Selection, Placement, Promotion, and Career Training
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The first measure to consider is logical and thinking capacities at the center. In this case, the measure will seek to determine the academic prowess and experience in matters to do with management. Secondly, the measure will aim at establishing an occupational career and interest in management. It will assess whether it has the required tools necessary for the preparation of candidates who would take up managerial roles. For instance, the measure will evaluate whether the center has tools like computers, which are essential for contemporary administrative functions. Thirdly, the measure will establish the policies of human personnel at the center. In this case, it will be able to ascertain how effective they are in dealing with management candidates at the center.
Specific Instruments for Each of the Measures
Concerning the qualifications of the human personnel, questionnaires with dedicated questions can be used to measure their ability or aptitude. In this case, their logical and thinking capacities about particular aspects of management will be examined. Regarding the occupational career or interests at the facility, the tool of observation can be used to see the relevant equipment and activities. Thirdly, interviews and face to face communication can be used to assess the personality of the human resources at the center.
Advantage and Disadvantage in Selecting the Tests
The main advantage when selecting the tests is that each test can assess particular elements in multiple areas and persons within the assessment centers. For example, questionnaires can test a specific element among all people. Nonetheless, most of the tests measure elements which are highly predictable. For example, using the observation technique to assess career interest is quite apparent that the outcome is already known. Hence, it is done to confirm rather than to test.
Factors of Utility and Utility Analysis
Utility varies from one person to the other, and, therefore, it is challenging to ascertain its real level in the assessment center. As such, the tests, in this case, cannot conclusively show general utility since it depends on the specific individual, and how they perceive various aspects within the center (Thornton & Gibbons, 2009). Therefore, utility analysis, in this case, will not be accurate and applicable.
How to Test the Effectiveness of Testing Techniques
For the interviews and questionnaires, I will forward the findings back to the human resource at the management assessment center so that they can give their opinion. In this case, they will be required to state the extent to which the findings are correct. From their responses, I will be able to ascertain whether the testing techniques were effective. For instance, if most of them indicate that it was accurate, then the testing techniques are effective. Then also, I will contact additional observation on occupational career and interest by looking at appropriate tools and equipment. Then, I will assess the consistency of my findings to establish the effectiveness of this tool ( Gross et al., 2015) . If the results are consistent, then the testing technique is effective. Therefore, I will be able to determine whether their findings are accurate to be incorporated in making decisions concerning career training, promotion, placement, and selection.
Conclusion
Productivity and performance in any economy are determined by the practical abilities and competencies possessed by workers. In management, essential qualities are required to ensure that management candidates can undertake their respective roles. The management assessment centers come in handy in the testing of these qualities. To ascertain the effectiveness of these centers, tools like questionnaires, observation, and interviews can be used to assess essential aspects that determine its impact on management candidates. However, the techniques cannot test the utility since it varies from one to another. On the other hand, they help determine the state of matters in the center.
References
Thornton, G. C., & Gibbons, A. M. (2009). Validity of assessment centers for personnel selection . Human Resource Management Review, 19(3), 169–187. Retrieved from http://sci-hub.tw/10.1016/j.hrmr.2009.02.002
Gross, T. J., Hurley, K. D., Lambert, M. C., Epstein, M. H., & Stevens, A. L. (2015). Psychometric Evaluation of the Symptoms and Functioning Severity Scale (SFSS) Short Forms with Out-of-Home Care Youth. Child & youth care forum , 44 (2), 239-249. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4568760/
