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Assessment Centers FAQs
How does the Assessment Center work?
What are the advantages of the Assessment Center approach?
Why PCI?
What are some typical management simulation exercises?
What positions are typically targeted in the simulations?
How long is an Assessment Center?
What competencies are typically measured?
How is feedback provided?
What are the benefits to the participant?
What are the benefits to the organization?
How does
the Assessment Center work?
The Assessment Center is a method, not a place, and consists of a series of management simulation exercises that are designed to simulate various aspects of management and professional responsibilities. In each center, six to eight individuals participate in the simulation activities and are observed by a team of three or four trained observers who relate behaviors seen during the exercises to important professional skills.
During these activities, each of the observers records and categorizes behaviors for various participants. There is also an informational interview in which one of the observers discusses the background and the future aspirations of the participant. Over the course of the program, each observer is given the opportunity to observe each of the participants in several of the activities. After each exercise, the observer rates the participant on certain competencies. These ratings are based solely on observed behavior and are standardized through the use of behaviorally anchored competency evaluation guides.
The observers spend two or three additional days in discussion and evaluation of the observed behaviors of each participant as they relate to the various competencies. They pool their information and arrive at a final rating on every competency for each of the participants. They also prepare a comprehensive report on each candidate, including a series of developmental recommendations.
What are the advantages of the Assessment Center approach?
- Several observers make the evaluation, not just one.
- Observers are trained in objective evaluation techniques.
- The evaluation is made on participants’ abilities to perform tasks important to managerial success and professional development.
- The participants are evaluated on behaviors in several situations, both as individuals and as members of a group.
- Judgments are based on consensus decision.
- A large number of validity studies have been conducted on the Assessment Center method, demonstrating that it provides a valid means of evaluating one’s potential to function effectively in a management role.
Why PCI?
- PCI has over 50 years experience in assessing and developing leadership talent
- PCI has assessed over 77,000 individuals for sales, management, and other positions.
- PCI’s superior customer service provides ongoing customization of programs
- PCI’s expert staff are highly trained, experienced, and committed
- PCI uses realistic management simulations
What are some typical management simulation exercises?
- Leaderless group discussion
- Coaching and counseling session
- Peer negotiation session
- Annual performance appraisal session
- In-basket (email inbox) exercise
- Analytical case study
What positions are typically targeted in the simulations?
- District manager
- Regional director
- Product manager
- Executive
How long is an Assessment Center?
- 1.5 to 3 days, depending on the number of exercises and optional features
What competencies are typically measured?
- Client company’s competency model, or
- Standard management competencies:
- Leadership/influencing
- Problem analysis/problem solving
- Decision making/judgment
- Planning/organizing
- Work management/delegation and follow-up
- People skills/sensitivity
- Stress tolerance/self-control
- Communication (oral/written)
How is feedback provided?
After the Assessment Center:
- A private telephone feedback session is conducted with each participant by one of the observers. During this session, the observer provides a summary of the participant's performance in the key skill areas and makes specific recommendations on continuing development.
- Through this intensive feedback, the participants learn how well they made decisions, interacted with others, handled conflicts, and shared information.
- The observer conducting the feedback helps participants focus on their individual areas of needed improvement and assists in devising strategies for addressing these development needs. With this information, each participant can begin to implement a plan for self-development.
During the Assessment Center (optional feature):
- In order to provide participants with some immediate behavioral feedback during the Assessment Center, PCI has added the optional feature of video feedback. This involves videotaping a one-on-one role play exercise and then playing the tape back to the participant at the end of the program.
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- The assessor who observed the exercise meets with the participant (in a one-on-one session) and reviews the tape, stopping frequently to discuss both effective and ineffective strategies. The assessor provides feedback in a direct, yet supportive, manner.
- The participant is actively involved in the process and is able to see his/her behavioral patterns.
What are the benefits to the participant?
- Offers opportunity to “try on” the next-level role
- Evaluates readiness to assume additional responsibilities
- Pinpoints opportunities for development and provides a specific “road map”
- Allows participants to “showcase” capabilities and potential
What are the benefits to the organization?
- Accelerates the developmental process
- Identifies leadership talent
- Provides a tool for managers to use in developing high potentials
- Demonstrates commitment to career development and improves retention
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