APRESO members are interested in the various assessment (evaluation) operations that can be conducted in various organizational settings such as schools, agencies, organizations, etc. with the purposes of selection, performance evaluation, training, career development, etc.
Assessment (literally defined by the term ascertainment) refers to a set of operations conducted for the purpose of making a judgment or decision. We speak of an organizational assessment situation when, for example, candidates for a personnel selection are evaluated, or when employees who are already part of the organization are evaluated in order to analyze their training needs or design career development plans. Organizational assessment also falls under organizational wellness or, more generally, climate assessment.
In the area of personnel selection, the assessment center is a procedure that companies can use to assess the potential of candidates for a position, or of workers already hired. Different methods are used, some (such as interviews) typical of the idiographic (or clinical) approach, others (such as standardized psychological tests) typical of the nomothetic (or psychometric) approach. When the assessment center is conducted for training and professional development purposes, it is called a development center.
The goal is to use the data to make certain strategic decisions such as selection, hiring, promotions, evaluation, and to be able to give feedback regarding personal and organizational development. Structured evaluations carried out for a well-defined and specific objective such as promotion, or role change, provide crucial information regarding not only a participant’s knowledge and skills, but also regarding his or her behavioral attitude and motivation.
Assessments have become a vital component in various HR practices and are conducted using various tools such as simulation exercises that include case studies, role plays, psychometric tests, and team building exercises. These assessments are carried out by qualified experts who evaluate based on predefined criteria.
The assessment of the organization provides information regarding current employee competencies, the presence of hypothetical internal gaps in the system, and development needs. It becomes an opportunity for employees to understand their strengths and possible areas for development. Assessment and development centers use predefined criteria and tools, which are based on extensive job analysis and originate from a well-founded scientific basis, consequently their validity is high.
Participating in such assessments means gaining a clear understanding of areas for improvement. The feedback provided after the evaluations helps participants in self-reflection, which subsequently can facilitate the initiation of a learning process.
All tests used by the Research Center for the quantitative collection of organizational data can be viewed at this link.
To ask for organisational support from the Research Center, please write to email@example.com.
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Sartori, R., Ceschi, A.: Assessment and development centers: judgment biases and risks of using idiographic and nomothetic approaches to collecting information on people to be evaluated and trained in organizations. Qual. Quant. 47, 3277–3288 (2013).
Sartori, R., Ceschi, A., Dorofeeva, K., Bellotto, M.: Psychological assessment in human resources management: characteristics, biases and solutions. Eur. J. Manag. 13, 43–50 (2013)