Assessment Center and Management Potential

In the midst of all the controversy over validity and standards, a simple fact gets overlooked. At least part of the popularity and impetus for the development of assessment centers has been their ability to bridge time.

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Pre-World War II executives had time on their side in evaluating management potential. Promotions came slowly, and turnover was virtually a non-problem. Past behavior was an acceptable predictor of future behavior. The end of WW II heralded a new era. Executives were faced with the task of predicting the success of hundreds of people who had no directly relevant past behavior. Continue reading

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

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