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EXECUTIVE SUMMARY
“THE GROWTH OF THE ORGANIZATIONA IS SURE WHEN IT HAS THE RIGHT PERSON DOING RIGHT JOB BUT TO FIND THIS MR. RIGHT IS THE MOST IMPORTANT ELEMENT”.
This is a very true statement agreed by everyone. To come out with Mr. Right, one of the tools used is Assessment Center(AC). For this one must know the competencies required for that post – job.
AC is there since 1956, but now with new modifications & uses of other techniques make it more purposeful. AC is a systematic process that evaluates individual’s capabilities of performing certain critical knowledge, skills or abilities that are deemed critical to the successful performance of job tasks.
AC has a process, which can be modified as per the requirement of the organization, & it also has the policies and framework to follow. AC a tool to know the behavior of a person towards the job with different dimensions. AC has multiple methods for different reasons. Accordingly one can use any combination. The methods are:
Ice-breaker Activity
Analytical tests
Questionnaires
Simulation exercises
Interviews
Case studies
Business games
After using this methods the scoring is done followed by the feedback. Now the results are out & then the final steps are taken for which the AC technique is used.
The AC technique is very useful and has lots of the advantages. But since it is new to be used so some of the debatable shortcomings are also counted. But overall, the advantages win the game & so it become day by day popular in various industries, field and so on…
To understand the concept better, the case study of the Eicher group is taken who is the old age user of the AC tools.
Now let us begin with the beginning…
“THE GROWTH OF THE ORGANIZATIONA IS SURE WHEN IT HAS THE RIGHT PERSON DOING RIGHT JOB BUT TO FIND THIS MR. RIGHT IS THE MOST IMPORTANT ELEMENT”.
This is a very true statement agreed by everyone. To come out with Mr. Right, one of the tools used is Assessment Center(AC). For this one must know the competencies required for that post – job.
AC is there since 1956, but now with new modifications & uses of other techniques make it more purposeful. AC is a systematic process that evaluates individual’s capabilities of performing certain critical knowledge, skills or abilities that are deemed critical to the successful performance of job tasks.
AC has a process, which can be modified as per the requirement of the organization, & it also has the policies and framework to follow. AC a tool to know the behavior of a person towards the job with different dimensions. AC has multiple methods for different reasons. Accordingly one can use any combination. The methods are:
Ice-breaker Activity
Analytical tests
Questionnaires
Simulation exercises
Interviews
Case studies
Business games
After using this methods the scoring is done followed by the feedback. Now the results are out & then the final steps are taken for which the AC technique is used.
The AC technique is very useful and has lots of the advantages. But since it is new to be used so some of the debatable shortcomings are also counted. But overall, the advantages win the game & so it become day by day popular in various industries, field and so on…
To understand the concept better, the case study of the Eicher group is taken who is the old age user of the AC tools.
Now let us begin with the beginning…