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assessment center 评测中心案例.ppt38页
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Assessment Center for
Dairy Farm Dairy Farm Owner/Manager
Dairy Farm Owner/Manager
Assessment Center
Assessment CenterDeveloped in Developed in ? Grant from University of Wisconsin Dairy
Grant from University of Wisconsin Dairy
Initiatives
- USDA Funding
Initiatives
- USDA Funding? Modeled from Ohio State University program
Modeled from Ohio State University programTraining from Ohio State University staff
Training from Ohio State University staff? Gail Gunderson
Gail Gunderson? Bill R. Hayes
Bill R. HayesTrained Assessors
Jerry Clark
Associate Lecturer, Chippewa County
Bob Cropp Professor, Pepin County
Carl A. Duley Associate Professor, Buffalo County
Gregg Hadley Assistant Professor,
Tim Jergenson
Associate Professor, Barron County
Randy Knapp
Professor, Chippewa County
Jenny Vanderlin Senior Information Processing Consultant, CDP
Jonathan Zander Associate Professor, Trempealeau CountyHistory of Assessment Centers
History of Assessment Centers
1. An Assessment Center is not a building, a
1. An Assessment Center is not a building, a
group of people or a location.
group of people or a location.
2. It is an assessment approach different from
2. It is an assessment approach different from
most other methods of measurement and
most other methods of measurement and
assessment approaches.
assessment approaches.
3. Characterized by:
3. Characterized by:? Multiple assessment techniques
Multiple assessment techniques? M Mu ullt tiip plle e a as ss se es ss so or rs sSituational testsSituational testsStructured procedures for making observationsStructured procedures for making observationsHistory of Assessment Centers
History of Assessment Centers
Early 1900’s
German military
Adopted by British,
officer selection
American, Australian,
and Canadians
around WWII
Adapted by AT&T and
becomes the model used
for business and
industrial applications Why Assessment Centers?
Why Assessment Centers To help select qualified people for
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发些关于assessment center的面试资料
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　　感觉中文的AC的系统资料很少,现在看到一个大概流程的东西,贴出来大家看看.　　Selection methods at a glance　　Type of excercise What they’re　　looking forWhat they’re NOT　　looking for Group exercise　　(can take many forms　　but fundamentally　　a discussion with　　a group of other　　candidates)　　People who can work　　with others to reach a　　suitable outcome　　People who hog the　　discussion or people　　who contribute nothing　　Presentation　　(giving a talk about a　　topic)　　The ability to prepare　　and to communicate　　to a fair-sized audience The aplomb of a　　cabinet minister or a　　nervous breakdown Panel interview　　(involving 2 or more　　interviewers, probably　　investigating some　　issues in some depth)　　Someone who can　　communicate well in　　a three-(or more)way　　conversation　　involving a variety of　　personalities　　Much the same as the　　one-to-one interview Lunch or dinner　　(yes, these can be　　tests too!)　　Someone who can　　communicate coolly　　and calmly under for　　example, the stress of　　eating peas　　Aristocratic table　　manners or food fights Personality profile　　(quiz-like exercise to　　find out what sort of　　person you are) There are no right　　answers so there’s no　　point in cheating Your deepest, darkest　　secrets Aptitude test　　(normally verbal,　　numerical and　　possibly diagrammatic　　reasoning) People who are　　reasonably numerate,　　literate and spatially　　aware. Prepare by　　practising Einstein Case studies/intray/　　e-tray exercises　　(examples or　　simulations of dayto-　　day working　　situations) Common sense　　solutions and bright　　ideas.　　MBA-level analysis　　(unless you have just　　completed an MBA!) Technical interviews　　(can take many forms,　　including practical　　tasks)　　People who really do　　have the technical　　abilities they list on　　their CVs　　People who have been doing the job for 40　　years
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