Using Assessment Centres for Management Development—Five Applications

Abstract

Development applications of assessment centres represent an emerging and exciting area for human resources practitioners interested in maximising the benefits of such centres to their organisations and the people who work in them. Five applications are emerging: the use of assessment centre feedback, in itself, as a management development tool; early identification of high potential development programmes; use of centres for diagnosing strengths/weaknesses and devising individual training and development programmes; service as an assessor and as a developmental experience; and the centre as a tool for organisational planning/development.

Evaluation of the use of Assessment Centre methodology to enhance development planning, work placement outcomes and work readiness for postgraduate students - a pilot

“…The results of this pilot investigation were very encouraging. Similar to many other studies using AC methodology in a development context, the PG-DAC received positive feedback from the participants involved (Boehm, 1985;Engelbrecht and Fisher, 1995;Howard, 1997;Iles, Robertson and Rout, 1989;Kottke and Shultz, 1997;Lorenzo, 1984). According to Howard (1997), participants tend to find AC exercises difficult, but believe that they assess relevant competencies and are useful for their development.…”

“…In the main, the centres tend to be well received by participants, who typically react positively to the feedback provided and its developmental use (Engelbrecht and Fischer, 1995;Howard, 1997). Boehm (1985) specifies a number of conditions that should be met to ensure that the AC provides developmental value. Firstly, participants must be able to do something with the feedback they are provided.…”

“…Based on a nexus of the conditions outlined by Boehm (1985), the literature promoting the use of AC methodology as a developmental tool (Engelbrecht and Fisher, 1995;Howard, 1997;Kottke and Schultz, 1997;Lorenzo, 1984;Robertson and Iles, 1988), and the vehicle provided by work placements to develop specific professional competencies, it was anticipated that participants would positively evaluate their experience of the centre known as the Postgraduate Development and Assessment Centre (PG-DAC). Positive evaluations were expected both after the feedback sessions, and after reviewing developmental plans subsequent to the first placement with regards to the contribution the process made in preparing for placements, providing a framework to address development needs and understanding the requirements of newly graduated Organisational Psychologists.…”

Assessment Centres: Through the Glass Brightly

“…Boehm, 1985). In Australia nomenclature appears less relevant than what the organization is attempting to achieve, however.…”

Recent Developments in Assessment Centre Theory, Practice and Operation

“…In this they have shown a remarkable ability to predict the managerial level participants will obtain many years later [7,9,10]. This use often combines assessment and development functions, since those identified as having potential often gain access to accelerated programmes of management development which involves training, coaching, counselling, mentoring and job assignments designed to realise and develop potential and enhance upward mobility [1,11].…”