Assessment center & Psychometric testing

 

Assessment center

 

A facility where performance simulations tests are administered. These include a series of exercises used for selection, development and performance appraisals (DeCenzo, D. and Robbins, S. (2005).

Assessment centre’s are used for giving candidates number of exercises and activities (Leech, C. 2005).

More elaborate set of performance simulation tests, specially designed to evaluate a candidate’s managerial potential is administered in assessment centers (DeCenzo, D. and Robbins, S. (2005).

Candidates will be assessed by a number of trained observers (Leech, c. 2005)

Armstrong, (2014) defines Assessment Centre’s as create a group of candidates and assess them using a variety of methodologies during a period of time.

As per Opatha, (2009) assessment Centre’s has following features.

·         Focus on behavior of  job applicant

·         Multiple types of evaluation techniques available

·         Multiple assessors/ evaluators

·         Multiple job candidates

·         Assessors conference

·         Feedback to all job candidates

 

Psychometric testing

 

The Chartered Institute of Personnel and Development (CIPD) define psychological tests as: ‘tests which can be systematically scored and administered, which are used to measure individual differences (for example, in personality, aptitude, ability, attainment or intelligence). They are supported by a body of evidence and statistical data which demonstrates their validity and are used in an occupational setting’

 

Below are some of psychometric test as per Prospects, (2022)

  • Diagrammatic reasoning
  • Error checking
  • Numerical reasoning
  • Spatial reasoning
  • Verbal reasoning.

As per Glueck, (1979), the most effective method of managerial selection is assessment centre.

 

 

Referencing

DeCenzo, D. and Robbins, S. (2005), Fundamentals of Human Resource Management (8th edi), USA: Wiley

Glueck, W.F. (1979), foundation of personal, Texas: business publication Inc.

Greer, C. R. (2001), Strategic Human Resource Management (2nd Edi), USA:Peason

Leech, C. (2005), Positive Recruitment and Retention, Burlington: Elsevier Butterworth-Heinemann

Opatha, H.(2009), Human Resource Management, Sri Lanka: Author

Web article: CIPD, 2021, Selection Methods, Date viewed: 6th May 2022, https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/selection-factsheet#7275

 Web article: Prospects, (2022), Psychometric tests, date viewed : 5th of May 2022, https://www.prospects.ac.uk/careers-advice/interview-tips/psychometric-tests

 

 

Comments

  1. Gimhani Hiroshima PereraMay 7, 2022 at 5:49 PM

    Hi Hasitha. You have discussed on this topic of Psychometric tests at an opportune time. Further, employers utilize psychometric test data to uncover hidden aspects of candidates that are difficult to see in face-to-face interviews or through formal selection tools. (Bryon,2011).

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 7, 2022 at 8:40 PM

      Thanks for the comment Gimhani and true, Further as CIPD, (2021) stated, if this method used correctly it'll allow employers to assess the individual differences.

      Delete
  2. Thanuja SajaniMay 14, 2022 at 11:31 PM

    Hi Nuwan,
    as addition to your blog, i would say, Moerdyk, in an article by Mittner (1998), reportedly mentions that if
    psychometric tests are handled with insight and sensitivity, they remain the most
    effective means of predicting behaviour. Kemp (1999) says that tests are an aid
    in the selection process, and if properly used, supply invaluable information
    which is not easily gleaned in interviews. According to Van der Walt (1998),
    experience has proved that tests are generally more reliable and valid than other
    available techniques. Studies in trade and industry have indicated that
    psychometric tests are about four times more effective than screening
    interviews.

    ReplyDelete
  3. Mohamed ShamranMay 16, 2022 at 11:18 PM

    Hi Nuwan, It is argued that it is the combination of techniques, providing a fuller picture of an applicant’s strengths and weaknesses, that makes assessment centres so valuable. Woodruffe (2000) outlines four generalisations about assessment centres:
    1 - Participants are observed by assessors who are trained in the use of measurement dimensions such as competencies.
    2 - Assessment is by a combination of methods and includes simulations of the key elements of work.
    3 - Information is brought together from all the methods, usually under competency headings.
    4 - Participants can be assessed in groups.

    ReplyDelete

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