A discussion on the use of assessment centers in staff selection.
Written in 2005; 900 words; 1 sources; $ 35.95
Paper Summary:
This paper discusses the concept of assessment centers and analyzes why some organizations opt to use them as part of the company's human resources management practices. The paper explains how some companies run a series of extended selection procedures (i.e. assessment centers) each lasting one or two days or sometimes longer, typically after the first round of interviews and before the final selection. The paper further explains that they are commonly held either on the employers' premises or in a hotel and are considered by many organizations to be the fairest and most accurate method of selecting staff.
From the Paper:
"Understanding the behavioural characteristics of a potential employee will help management plan and reorganize resources in an effort to align human capital with corporate strategy. The potential of every organization is dependent in large part on the productivity, morale, and job satisfaction of its employees. The most important resource in a company, aside from capital and technology, is its employees. Corporate recruitment, selection, and assessment programs are crucial to building a well-prepared and trained team. Assessment programs help companies to build and maintain a flexible and stable work force that supports organizational goals and objectives."
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