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In the contemporary business environment, senior level executives are the backbone of any organizations. Senior executive are the people making decision that middle and lower level employee will execute, and organizations that are able to maker right and effective decision will enjoy higher profitability in a business environment. The proposal has evaluated the assessment center, and it is revealed that assessment center is very effective for the selection of right candidate for senior level position. Thus, our organization should implement assessment center based on the benefits that our organization will derive from the exercise. By implementing the assessment centre, our organization will be able to boost its revenue and profitability in the next fiscal year.
Additionally, our organization will enjoy good public image ad we will be able to attract qualified and competent candidates for the senior level position since we have demonstrated validity and reliability in our hiring process. By attracting competent people to our organization, we will be able to attract investors to our organization, and this would further boost our profitability. (2010). Assessment Centre as an Effective Tool to Select the Potential Candidate for Future Management Needs of an Organization. Institute of Interdisciplinary Business Research. 2(2): 134-143.
References
Avery, K. & Callow, T. (2010). Centre Stage Assessment and Development. Employment Today: 28-31.
Byham, W.C. (2008). The Assessment Center Method, Applications, Technologies. Development Dimensions International.
Hagan, C.M. Konopaske, R. Bernardin, H.J. et al. (2006). Predicting Assessment Center Performance with 360-Degree, Top-Down, and Customer-Based Competency Assessments. Human Resources Management. 45(3):357-390.
Hastings, S. (2004). Succession Planning: Take Two. Infoline No. 250405.
Hogarty, K. & Bromley. M. Evaluating the use of the assessment Center process for entry-level police officer selections in a medium sized police agency. Journal of Police and Criminal Psychology. 11(1): 27-34.
Pynes, J. & Bernardin, J. (1992). Consensus-Derived Assessment vs. Mechanical Center Ratings: A Comparison of Job Performance Validities. Public Personnel Management, Vol. 21.
References
Amen.U. (2010). Assessment Centre as an Effective Tool to Select the Potential Candidate for Future Management Needs of an Organization. Institute of Interdisciplinary Business Research. 2(2): 134-143.
Avery, K. & Callow, T. (2010). Centre Stage Assessment and Development. Employment Today: 28-31.
Byham, W.C. (2008). The Assessment Center Method, Applications, Technologies. Development Dimensions International.
Hagan, C.M. Konopaske, R. Bernardin, H.J. et al. (2006). Predicting Assessment Center Performance with 360-Degree, Top-Down, and Customer-Based Competency Assessments. Human Resources Management. 45(3):357-390.
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