Assessment Centres
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ASSESSMENT CENTRES
NITIN SAWARDEKAR
VSS CONSULTANTS, PUNE
INTRODUCTION TO ASSESSMENT CENTRES
AN OVERVIEW
VSS CONSULTANTS PUNE
“The King shall thoroughly investigate all the qualities of anyone whom he is considering for appointment as a minister. Of these qualities, nationality, family background and amenability to discipline shall be verified from reliable people (who know the candidate well). The candidate’s knowledge of the various arts shall be tested by experts in their respective fields. Intelligence, perseverance and dexterity shall be evaluated by examining his past performance, while eloquence, boldness and presence of mind shall be ascertained by interviewing him personally. Watching how he deals with others will show his energy, endurance, ability to suffer adversities, integrity, loyalty and friendliness. From his intimate friends, the King shall find out about his strength, health and character (whether lazy, or energetic, fickle or steady). The candidate’s amiability (absence of a tendency to hate) shall be ascertained by personal observation.” Arthashastra (Kautilya) VSS CONSULTANTS PUNE
WHAT IS AN ASSESSMENT CENTRE? • Group of Participants Undertake Range of Exercises and Simulations • Observed by Trained Observers • Observations Finalised on the Basis of Multiple Observers and Multiple Sources • Participants Measured on A Set of Predetermined Competencies Related to the Job
VSS CONSULTANTS PUNE
ASSESSMENT CENTRE CHARACTERISTICS • • • •
Multiple factors Multiple techniques Multiple observers Consensus by integration of measurement
VSS CONSULTANTS PUNE
WHAT ARE NOT ASSESSMENT CENTRES! • • • • •
Multiple Interview Processes Psychometric Test Batteries Individual Assessment (All Types) Work Sample Tests Multiple Assessment Techniques Without Integration Of Data • A Building labelled “Assessment Centre”
VSS CONSULTANTS PUNE
HISTORY • • • • • •
First use - German Army between World Wars Adopted by British - WOSBs and Civil Services Followed by U S - OSS Selection First commercial use - AT&T 1956 First use in India - Services Selection Boards First commercial use in India - BILT 1987
VSS CONSULTANTS PUNE
APPLICATIONS OF ASSESSMENT CENTRE DATA • • • • • • •
Selection Potential Appraisal Career Planning Succession Planning Additional Input For Promotion Developmental Plan Assessment Of Training Needs
VSS CONSULTANTS PUNE
STEPS IN ESTABLISHMENT OF AN ASSESSMENT CENTRE • Identify Competencies And Define Behavioural Indicators • Design Exercises • Train Assessors • Assessment Centre • Validate Data
VSS CONSULTANTS PUNE
COMPETENCY THE SUCCESS FACTOR Excellence is doing ordinary things extraordinarily well. John Gardner Winners don’t do different things. They do things differently. Shiv Khera
VSS CONSULTANTS PUNE
WHAT IS COMPETENCY? ‘Competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective performance within an occupational area. Competency also embodies the capacity to transfer skills and abilities from one area to another.’ (Hogg B, 1989) ‘Competency is an underlying characteristic of a person which results in effective and/or superior performance in a job.’ (Klemp, 1980)
VSS CONSULTANTS PUNE
WHAT IS COMPETENCY? CONTRIBUTION TO ORGANISATION
DESIRED RESULT BEHAVIOUR
COMPETENCY
VSS CONSULTANTS PUNE
CHARACTERISTICS OF COMPETENCY • Personal Attribute • Leads to Demonstration of a Tangible Result (not Latent) • Must Lead to A Desired Result • The Result must Contribute Significantly to the Organisation • Must Lead to Effective Performance or Success on the Job • Must have the Ability to Transfer characteristics from one area to another VSS CONSULTANTS PUNE
COMPETENCIES ARE ...
• Behavioural Dimensions that – Affect Job Performance – Distinguish High Performance • Behaviours Needed to be Displayed for Performing the Job Effectively and Not the Job itself
VSS CONSULTANTS PUNE
BEHAVIOURAL INDICATORS
• Behavioural Indicators are examples of behaviour exhibited when someone demonstrates competency, i.e., in the achievement of a desired result. • Behavioural Indicators which are indicative of poor or ineffective competency are called contra-indicators.
VSS CONSULTANTS PUNE
CHARACTERISTICS OF BEHAVIOURAL INDICATORS • Must refer to only one Competency • Must describe only one behaviour • Must have a verb in the description • Must refer to what is actually done and NOT to a latent capability
VSS CONSULTANTS PUNE
COMPETENCY CLUSTERS COMMONLY FOUND IN ORGANISATIONS INTELLECTUAL • COMPREHENSION • ANALYTICAL ABILITY • INNOVATION • DECISION MAKING • PLANNING & ORGANISING • STRATEGIC PERSPECTIVE INTERPERSONAL • COMMUNICATION • ADAPTABILITY • INTERPERSONAL SKILLS • ABILITY TO INFLUENCE OTHERS
•
TEAMWORK DYNAMIC • INITIATIVE • DRIVE • RESILIENCE • STRESS RESISTANCE • RESULT ORIENTATION BUSINESS RELATED • BUSINESS UNDERSTANDING • CUSTOMER FOCUS (COULD ALSO BELONG TO THE INTERPERSONAL GROUP)
VSS CONSULTANTS PUNE
SPECIMEN BEHAVIOURS • Incisiveness (To Have Clear Understanding) – Gets a clear overview of an issue – Grasps information accurately – Relates pieces of information – Identifies causal relationships – Gets to the heart of a problem – Identifies the most productive lines of information – Appreciates all the variables affecting an issue – Identifies limitations to information – Tolerates and Handles conflicting/ambiguous information and ideas VSS CONSULTANTS PUNE
COMPETENCIES SHOULD BE ...
• Observable • Definable and Meaningfully Interpreted • Make Sense to the Organisation
VSS CONSULTANTS PUNE
DESIGNING ASSESSMENT CENTRE CONTENT
• • • •
Job Related Exercises Participants’ Background Competency-exercise Matrix Types Of Exercises
VSS CONSULTANTS PUNE
Initiative
Influencing Ability
Adaptability
Communication
Decision Making
Grasp
Interpersonal
1. Case Discussion Exercise 2. Ranking Exercise 3. Role Play Exercise 4. In Basket Exercise 5. Committee Exercise 6. Case Analysis Exercise 7. Business Game 8. Decision Making Events 9. Sociometry 10. Personal Interview
Planning
Analytical Ability
COMPETENCY EXERCISE MATRIX
VSS CONSULTANTS PUNE
DETAILS OF EXERCISES • • • • • • • •
Ice Breaker Exercises One-to-one Discussion Exercises Group Discussion Exercises Negotiation, Selling and Influencing exercises Analysis - Presentation Exercises Planning Exercises Business Games In-basket Exercises
VSS CONSULTANTS PUNE
ADDITIONAL METHODS OF ASSESSMENT
• Psychometric Instruments • Interviews • Miscellaneous – Questionnaires – Sociometry (Peer Ratings)
VSS CONSULTANTS PUNE
ASSESSOR TRAINING ISSUES
• • • •
Internal Or External? Who To Choose (Internal)? How Many To Train? Characteristics Of Assessors
VSS CONSULTANTS PUNE
ASSESSOR TRAINING OBJECTIVES • To help assessors understand the Assessment Centre Methodology • To provide assessors an experience of Assessment Centre participation • To train assessors in the process of identifying job competencies and evolve relevant competencies for the target group at hand
VSS CONSULTANTS PUNE
ASSESSOR TRAINING OBJECTIVES • To build expertise in Assessors in the development of exercises which cover the selected competencies and are industry specific • To develop skills of observation and rating of individuals, writing observation and feedback reports and giving oral feedback • To train Assessors in the planning, designing and administering of the Pilot Development Centre under the guidance of experts
VSS CONSULTANTS PUNE
TRAINING IMPACT ON ASSESSORS
Assessors In A DC Benefit More Than The Participant Through • Assessors’ Training • Participation In DC
VSS CONSULTANTS PUNE
TRAINING IMPACT ON ASSESSORS BENEFITS • • • •
Broadening of observation skills New insights into behaviour Broadening of the alternative responses to problems Development of a more precise vocabulary with which to describe behaviour • Improvement of interviewing skills • Increased appreciation of group dynamics • Strengthening of management skills through repeated working with in-basket, cases, problems and simulations VSS CONSULTANTS PUNE
TRAINING IMPACT ON ASSESSORS
THE GREATEST IMPACT IS ON THE PERFORMANCE APPRAISAL PROCESS
VSS CONSULTANTS PUNE
ASSESSMENT CENTRES A TRAINING AND ASSESSMENT STRATEGY FOR THE EMERGING TIMES
VSS CONSULTANTS PUNE
ASSESSMENT CENTRE UTILITY • Highlights gaps between individual abilities and future role requirements • Opportunity to obtain a sharper and more accurate picture of – individual skills and abilities – skill audit of participant group – potential of valuable human resources VSS CONSULTANTS PUNE
ASSESSMENT CENTRE UTILITY • Instrument for empowering individuals to initiate development actions to reduce skill gap between present activity and desired future performance capability
VSS CONSULTANTS PUNE
ASSESSMENT CENTRE ADDED FOCUS • Discovering how ‘I’ Behave Across Situations • Developing Awareness of Influences on My Behaviour and its Implications • Recognising Gaps between Thinking and Action • Opportunity to Experiment with Untried Behaviours / Approaches • Exposure to Variety of Responses to the Same Stimulus - Contents / Style VSS CONSULTANTS PUNE
IMPLEMENTING ASSESSMENT CENTRES KEY SUCCESS CRITERIA • • • •
Clear objective Organisational Support Good Communication System Appropriate Design
VSS CONSULTANTS PUNE
ASSESSMENT CENTRE OUTCOME • Insight into and Awareness of Self and Others • Targeted Training • Coaching and Mentoring • Project-based Learning • Job Rotation / Enlargement • Self Development Plan VSS CONSULTANTS PUNE
ASSESSMENT CENTRE PROCESS • Broad Awareness amongst Senior Management regarding the Purpose, Scope and Implications of Establishing a Development Centre • Defining and Detailing of Competencies • Design of Exercises and Simulations Around the Identified Competencies and their Testing VSS CONSULTANTS PUNE
ASSESSMENT CENTRE PROCESS • Planning and Administering the Development Centre • Formulating Future Plan of Action • On-going Review of the Effectiveness of the Development Centre
VSS CONSULTANTS PUNE
VALIDATING ASSESSMENT CENTRES • Qualitative Validation – Participant Reactions – Assessors’ Reactions – Managers’ Reactions
• Quantitative Validation – Validation Of Competencies – Validation Of Findings VSS CONSULTANTS PUNE
VALIDITY COEFFICIENTS • • • • • • • •
ASST CENTRE (FOR PROMOTION) WORK SAMPLE TEST ABILITY TESTS PERSONALITY TESTS (COMB) BIO-DATA STRUCTURED INTERVIEW TYPICAL INTERVIEW REFERENCES > 0.5 0.3 - 0.39
Excellent Acceptable
0.63 0.55 0.53 0.41 0.38 0.31 0.15 0.13 0.4 - 0.49 < 0.3
Good Poor
Smith, Greggs and Andrews, “Selection and Assessment, A New Appraisal” (1989) VSS CONSULTANTS PUNE
VALIDATING ASSESSMENT CENTRES SOME ISSUES • Lack Of A Control Group • Life Is Not Static
VSS CONSULTANTS PUNE
? VSS CONSULTANTS PUNE
THE BEGINNING OF A NEW ERA
VSS CONSULTANTS PUNE
NITIN SAWARDEKAR
VSS CONSULTANTS, PUNE
INTRODUCTION TO ASSESSMENT CENTRES
AN OVERVIEW
VSS CONSULTANTS PUNE
“The King shall thoroughly investigate all the qualities of anyone whom he is considering for appointment as a minister. Of these qualities, nationality, family background and amenability to discipline shall be verified from reliable people (who know the candidate well). The candidate’s knowledge of the various arts shall be tested by experts in their respective fields. Intelligence, perseverance and dexterity shall be evaluated by examining his past performance, while eloquence, boldness and presence of mind shall be ascertained by interviewing him personally. Watching how he deals with others will show his energy, endurance, ability to suffer adversities, integrity, loyalty and friendliness. From his intimate friends, the King shall find out about his strength, health and character (whether lazy, or energetic, fickle or steady). The candidate’s amiability (absence of a tendency to hate) shall be ascertained by personal observation.” Arthashastra (Kautilya) VSS CONSULTANTS PUNE
WHAT IS AN ASSESSMENT CENTRE? • Group of Participants Undertake Range of Exercises and Simulations • Observed by Trained Observers • Observations Finalised on the Basis of Multiple Observers and Multiple Sources • Participants Measured on A Set of Predetermined Competencies Related to the Job
VSS CONSULTANTS PUNE
ASSESSMENT CENTRE CHARACTERISTICS • • • •
Multiple factors Multiple techniques Multiple observers Consensus by integration of measurement
VSS CONSULTANTS PUNE
WHAT ARE NOT ASSESSMENT CENTRES! • • • • •
Multiple Interview Processes Psychometric Test Batteries Individual Assessment (All Types) Work Sample Tests Multiple Assessment Techniques Without Integration Of Data • A Building labelled “Assessment Centre”
VSS CONSULTANTS PUNE
HISTORY • • • • • •
First use - German Army between World Wars Adopted by British - WOSBs and Civil Services Followed by U S - OSS Selection First commercial use - AT&T 1956 First use in India - Services Selection Boards First commercial use in India - BILT 1987
VSS CONSULTANTS PUNE
APPLICATIONS OF ASSESSMENT CENTRE DATA • • • • • • •
Selection Potential Appraisal Career Planning Succession Planning Additional Input For Promotion Developmental Plan Assessment Of Training Needs
VSS CONSULTANTS PUNE
STEPS IN ESTABLISHMENT OF AN ASSESSMENT CENTRE • Identify Competencies And Define Behavioural Indicators • Design Exercises • Train Assessors • Assessment Centre • Validate Data
VSS CONSULTANTS PUNE
COMPETENCY THE SUCCESS FACTOR Excellence is doing ordinary things extraordinarily well. John Gardner Winners don’t do different things. They do things differently. Shiv Khera
VSS CONSULTANTS PUNE
WHAT IS COMPETENCY? ‘Competencies are the characteristics of a manager that lead to the demonstration of skills and abilities, which result in effective performance within an occupational area. Competency also embodies the capacity to transfer skills and abilities from one area to another.’ (Hogg B, 1989) ‘Competency is an underlying characteristic of a person which results in effective and/or superior performance in a job.’ (Klemp, 1980)
VSS CONSULTANTS PUNE
WHAT IS COMPETENCY? CONTRIBUTION TO ORGANISATION
DESIRED RESULT BEHAVIOUR
COMPETENCY
VSS CONSULTANTS PUNE
CHARACTERISTICS OF COMPETENCY • Personal Attribute • Leads to Demonstration of a Tangible Result (not Latent) • Must Lead to A Desired Result • The Result must Contribute Significantly to the Organisation • Must Lead to Effective Performance or Success on the Job • Must have the Ability to Transfer characteristics from one area to another VSS CONSULTANTS PUNE
COMPETENCIES ARE ...
• Behavioural Dimensions that – Affect Job Performance – Distinguish High Performance • Behaviours Needed to be Displayed for Performing the Job Effectively and Not the Job itself
VSS CONSULTANTS PUNE
BEHAVIOURAL INDICATORS
• Behavioural Indicators are examples of behaviour exhibited when someone demonstrates competency, i.e., in the achievement of a desired result. • Behavioural Indicators which are indicative of poor or ineffective competency are called contra-indicators.
VSS CONSULTANTS PUNE
CHARACTERISTICS OF BEHAVIOURAL INDICATORS • Must refer to only one Competency • Must describe only one behaviour • Must have a verb in the description • Must refer to what is actually done and NOT to a latent capability
VSS CONSULTANTS PUNE
COMPETENCY CLUSTERS COMMONLY FOUND IN ORGANISATIONS INTELLECTUAL • COMPREHENSION • ANALYTICAL ABILITY • INNOVATION • DECISION MAKING • PLANNING & ORGANISING • STRATEGIC PERSPECTIVE INTERPERSONAL • COMMUNICATION • ADAPTABILITY • INTERPERSONAL SKILLS • ABILITY TO INFLUENCE OTHERS
•
TEAMWORK DYNAMIC • INITIATIVE • DRIVE • RESILIENCE • STRESS RESISTANCE • RESULT ORIENTATION BUSINESS RELATED • BUSINESS UNDERSTANDING • CUSTOMER FOCUS (COULD ALSO BELONG TO THE INTERPERSONAL GROUP)
VSS CONSULTANTS PUNE
SPECIMEN BEHAVIOURS • Incisiveness (To Have Clear Understanding) – Gets a clear overview of an issue – Grasps information accurately – Relates pieces of information – Identifies causal relationships – Gets to the heart of a problem – Identifies the most productive lines of information – Appreciates all the variables affecting an issue – Identifies limitations to information – Tolerates and Handles conflicting/ambiguous information and ideas VSS CONSULTANTS PUNE
COMPETENCIES SHOULD BE ...
• Observable • Definable and Meaningfully Interpreted • Make Sense to the Organisation
VSS CONSULTANTS PUNE
DESIGNING ASSESSMENT CENTRE CONTENT
• • • •
Job Related Exercises Participants’ Background Competency-exercise Matrix Types Of Exercises
VSS CONSULTANTS PUNE
Initiative
Influencing Ability
Adaptability
Communication
Decision Making
Grasp
Interpersonal
1. Case Discussion Exercise 2. Ranking Exercise 3. Role Play Exercise 4. In Basket Exercise 5. Committee Exercise 6. Case Analysis Exercise 7. Business Game 8. Decision Making Events 9. Sociometry 10. Personal Interview
Planning
Analytical Ability
COMPETENCY EXERCISE MATRIX
VSS CONSULTANTS PUNE
DETAILS OF EXERCISES • • • • • • • •
Ice Breaker Exercises One-to-one Discussion Exercises Group Discussion Exercises Negotiation, Selling and Influencing exercises Analysis - Presentation Exercises Planning Exercises Business Games In-basket Exercises
VSS CONSULTANTS PUNE
ADDITIONAL METHODS OF ASSESSMENT
• Psychometric Instruments • Interviews • Miscellaneous – Questionnaires – Sociometry (Peer Ratings)
VSS CONSULTANTS PUNE
ASSESSOR TRAINING ISSUES
• • • •
Internal Or External? Who To Choose (Internal)? How Many To Train? Characteristics Of Assessors
VSS CONSULTANTS PUNE
ASSESSOR TRAINING OBJECTIVES • To help assessors understand the Assessment Centre Methodology • To provide assessors an experience of Assessment Centre participation • To train assessors in the process of identifying job competencies and evolve relevant competencies for the target group at hand
VSS CONSULTANTS PUNE
ASSESSOR TRAINING OBJECTIVES • To build expertise in Assessors in the development of exercises which cover the selected competencies and are industry specific • To develop skills of observation and rating of individuals, writing observation and feedback reports and giving oral feedback • To train Assessors in the planning, designing and administering of the Pilot Development Centre under the guidance of experts
VSS CONSULTANTS PUNE
TRAINING IMPACT ON ASSESSORS
Assessors In A DC Benefit More Than The Participant Through • Assessors’ Training • Participation In DC
VSS CONSULTANTS PUNE
TRAINING IMPACT ON ASSESSORS BENEFITS • • • •
Broadening of observation skills New insights into behaviour Broadening of the alternative responses to problems Development of a more precise vocabulary with which to describe behaviour • Improvement of interviewing skills • Increased appreciation of group dynamics • Strengthening of management skills through repeated working with in-basket, cases, problems and simulations VSS CONSULTANTS PUNE
TRAINING IMPACT ON ASSESSORS
THE GREATEST IMPACT IS ON THE PERFORMANCE APPRAISAL PROCESS
VSS CONSULTANTS PUNE
ASSESSMENT CENTRES A TRAINING AND ASSESSMENT STRATEGY FOR THE EMERGING TIMES
VSS CONSULTANTS PUNE
ASSESSMENT CENTRE UTILITY • Highlights gaps between individual abilities and future role requirements • Opportunity to obtain a sharper and more accurate picture of – individual skills and abilities – skill audit of participant group – potential of valuable human resources VSS CONSULTANTS PUNE
ASSESSMENT CENTRE UTILITY • Instrument for empowering individuals to initiate development actions to reduce skill gap between present activity and desired future performance capability
VSS CONSULTANTS PUNE
ASSESSMENT CENTRE ADDED FOCUS • Discovering how ‘I’ Behave Across Situations • Developing Awareness of Influences on My Behaviour and its Implications • Recognising Gaps between Thinking and Action • Opportunity to Experiment with Untried Behaviours / Approaches • Exposure to Variety of Responses to the Same Stimulus - Contents / Style VSS CONSULTANTS PUNE
IMPLEMENTING ASSESSMENT CENTRES KEY SUCCESS CRITERIA • • • •
Clear objective Organisational Support Good Communication System Appropriate Design
VSS CONSULTANTS PUNE
ASSESSMENT CENTRE OUTCOME • Insight into and Awareness of Self and Others • Targeted Training • Coaching and Mentoring • Project-based Learning • Job Rotation / Enlargement • Self Development Plan VSS CONSULTANTS PUNE
ASSESSMENT CENTRE PROCESS • Broad Awareness amongst Senior Management regarding the Purpose, Scope and Implications of Establishing a Development Centre • Defining and Detailing of Competencies • Design of Exercises and Simulations Around the Identified Competencies and their Testing VSS CONSULTANTS PUNE
ASSESSMENT CENTRE PROCESS • Planning and Administering the Development Centre • Formulating Future Plan of Action • On-going Review of the Effectiveness of the Development Centre
VSS CONSULTANTS PUNE
VALIDATING ASSESSMENT CENTRES • Qualitative Validation – Participant Reactions – Assessors’ Reactions – Managers’ Reactions
• Quantitative Validation – Validation Of Competencies – Validation Of Findings VSS CONSULTANTS PUNE
VALIDITY COEFFICIENTS • • • • • • • •
ASST CENTRE (FOR PROMOTION) WORK SAMPLE TEST ABILITY TESTS PERSONALITY TESTS (COMB) BIO-DATA STRUCTURED INTERVIEW TYPICAL INTERVIEW REFERENCES > 0.5 0.3 - 0.39
Excellent Acceptable
0.63 0.55 0.53 0.41 0.38 0.31 0.15 0.13 0.4 - 0.49 < 0.3
Good Poor
Smith, Greggs and Andrews, “Selection and Assessment, A New Appraisal” (1989) VSS CONSULTANTS PUNE
VALIDATING ASSESSMENT CENTRES SOME ISSUES • Lack Of A Control Group • Life Is Not Static
VSS CONSULTANTS PUNE
? VSS CONSULTANTS PUNE
THE BEGINNING OF A NEW ERA
VSS CONSULTANTS PUNE
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