Assessment Centre: Evaluation and Reflection

Assessment centre
evaluation and reflection

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Proposed itinerary for assessment centres..............................................................................3
Assessment Techniques..........................................................................................................4
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
Appendix........................................................................................................................................10

INTRODUCTION
The use of assessment centres as a method of selection of an employee from the pool of
candidatures available with an organisation is gaining lot of importance in the present scenario
and with the changing times it has grown with the technique of outsourcing used by companies
(Duncan, 2018). Therefore, in the present report also there is a discussion of how an investment
company that is Merrill Lynch is making use of some of such assessment centres for filling of
the vacancy for the post of a human resource manager in the HR department of their organisation
with the help of such assessment centres.
MAIN BODY
Proposed itinerary for assessment centres
There is a need for itinerary for the assessment centre so that the chosen technique can be
justified.
In the present scenario, there are certain steps that have to be followed so that a broad view can
be getting for understanding of the overall process of selection of right candidate for the vacant
post:
 Inviting of the applications: In the initial step there has to be inviting of applications for
this there is identification of areas from where prospective candidates can be made aware
about the vacancy in the organisation by Merrill Lynch for this there is a requirement of
use of newspaper advertisements and websites such as Linked In from where people are
looking for some job opportunities (Dany, . and Torchy, 2017).
 Use of Personnel specification: There is sue of Personnel specification for the process of
inviting applicants so that they can be made aware about the overall profile and the key
requirement that the organisation Merrill Lynch is looking in their HR manager.
 Scrutiny of applications: After there will scrutiny of all the applicants that have come
and in this process the most unsuitable applications will be rejected that is not at all
according to the compulsory requirement in terms of experiences, present level of skills
and graduate experience of employees (Nolan, and Garavan, 2016). So, there is a need to
reject such applications at this particular stage only.