Online Assessment Centre – Essential Tips For Success
In traditional assessment centers, there is a consortium of activities, which is undertaken at an offsite for a day or two. They are normally put to use for the existing workforce the companies rely on them in order to assess the training needs of employees with other aspects to be successful on the job training. A point to consider is that physical assessment centres are not being rolled out to all job levels. Mostly they are suited for line managers or senior managers along with their likes.
During the course of an assessment center, an organization sends across an employee to an on job site, outside the office premises to disconnect from the daily day to day routine. There, the participants undergo a series of activities like group discussion, role-playing or even case study presentations. Here, the experienced assessors go on to assess the candidates based on their demonstrative behavior. Once each activity is over the assessors are going to correlate the observations where they are going to discuss the performance of every candidate. A manual report is created where one on one feedback is collected from them.
Till a few years back, organizations have stuck to the traditional assessment centre as it provides a crucial aspect of human intervention. But considering the extensive use of manual effort involved, organizations find it really difficult in order to justify the physical assessment center to the business. For sure there are bound to be some limitations associated with the traditional centers that are illustrated below.
The physical assessment module is time-consuming and a difficult bet. The HR department has to juggle through a multitude of resources in order to make the process a success. The process starts off with the selection of a vendor as the assessment modules are outsourced. The right blend of exercises is figured out once it is discussed with stakeholders. Then you have to make all reservations against accommodation and flight. You have to figure out the availability of relevant employees or assessors and assess are they eligible to participate in offsite activities.
A traditional assessment center bears a lot of cost for an organization. For this reason, they have been restricted to some job levels where there are pre-approved budgets. The overhead costs add up to the logistical requirements with experienced assessors are the need of the hour. When you go on to conduct inside the office premises, the traditional assessment centers work out to be a cost-effective option.
The physical assessment center might be biased to certain employees. To strangers, the extrovert might be able to express their views better, where they cut in to hear their views and group discussions are dominated. For this reason, they have a definite edge over the introverts who are adept in listening and absorbing information but only express their views to acquaintances. Due to the critical nature of the process, they might even suffer from a nervous breakdown as the assessment center would fail to detect the true potential of a candidate. If the attempt is half-hearted it would yield to poor scores, and the cumbersome nature of the process leaves no scope for revaluation.
The dearth of tool competency mapping
There are instances where poorly written case studies might come to the fore. This could arise due to a lack of knowledge of the people on the job or failure to map it with the right set of competencies. In certain cases, the case studies might deal with problem-solving but ends up working on a different competency. Till the point a case writer diverts its focus on to the competencies and sub-competencies for a given role, the assessee would not be able to demonstrate the required levels of experience. A mismatch between behavior and the activity is demonstrated. This mismatch has an impact on the ratings.
As per experts, there are some untrained assessors who lack in terms of quality and competencies they go on to map. They are not a part of an organization where employees are a part of the development center. They lack in terms of clarity of the job function or role at hand. Some organizations are going to put their staff through a short training period; some could even fail to do so. They provide casual ratings to the assessors.
Of late a new challenge has emerged in the form of the language barrier. It is indeed a matter of surprise that people even at the higher level struggle to cope up with the English language. Hindi could be a solution but this poses to be a problem for people in the Southern part of India. For employees who are employed in manufacturing industries, they face hardship in their daily day to day activities. Here the problem mainly lies in the geographical boundaries that people are part of.
The assessment tests are difficult to administer and things could very well not work in favor of HR. If such a situation occurs, it can lead to a negative impact on the culture of a company. Rather than relying on the traditional assessment center organizations are sticking to the blended approach.
This is basically a consortium of offline and online tools. You map both of them to a job role with related competencies. Once you follow this approach, every competency is tested by a couple of tools as this approach becomes more credible. All the reports are then auto-generated.
Once after 4 to 5 days the online testing is over, the candidates in the presence of trained assessors go through online activities. At the end of the offsite activities, the rating of online assessment and rating of an assessor is synchronized are consolidated in order to develop a cumulative report. This report works as a vital cog in the wheel as far as your learning and development needs are concerned, be it a group or an individual level.