Using Assessment Centers to Measure Management Potential

The assessment center was conceived for one reason and only one reason to find people who can succeed in certain critical, high-impact jobs.

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To be perfectly correct, the primary function of an assessment center is the measurement and evaluation of human characteristics and potential, figuring out who, among a group of “likelies,” is the most likely to succeed in a specific type of job. The acid test of the assessment center, then, is predicting winners for key jobs that have less than obvious, straightforward or easily agreed-upon performance parameters and entry-level requirements. Continue reading

Career Development and Career Planning

For HRD professionals, the career development task in the 2020s will be to balance the individual’s needs for freedom and growth with the organization’s needs for productivity and results.

Most existing career development systems will continue to maintain the basic components of career development. These components include:

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1. Techniques for individual self-assessment: Skills, interests, preferences, values and constraints such as family needs, geographical location, financial pressures, etc. Continue reading

Assess Your Strengths, before You Start Your Own Career Plan

Ask a trainer what he or she is good at and you’ll hear something like this: “I’m pretty good at A but I really need to work on B, C, D, E, F….” Perhaps we spend so much time investigating other people’s performance problems and patching up weaknesses in the classroom that we’re unable to look objectively at our personal and professional assets.

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But a rational career planning and development effort is based on understanding and exploiting one’s strengths, not on bolstering one’s perceived weaknesses. To do otherwise is to fall victim to a reasoning/thinking fallacy that psychiatrist Albert Ellis refers to as the Musterbation of Perfection: “I must be perfect. After all, I’m a trainer and trainers are infallible.” Continue reading

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