Employee Resourcing: Assessment Centers and Selection Methods

Employee Resourcing

Contents
Introduction.................................................................................................................................................3
Main body...................................................................................................................................................3
Assessment centers are the “Rolls Royce” of selection methods.............................................................3
Elements or components of assessment center........................................................................................4
Selection methods....................................................................................................................................6
Stages of assessment center.....................................................................................................................7
Concept of face validity and predictive validity......................................................................................9
Role of assessors in assessment center..................................................................................................10
Advantages and disadvantages..............................................................................................................11
Conclusion.................................................................................................................................................12
References.................................................................................................................................................13

Introduction
In the business performance employees are considered as a valuable asset for the
organization. The operations are possible through the employees in the organization which is
considered as backbone and base of the business. With the time various practices and programs
has been developed by the organization as proper management in the company workforce is
created by concerned group and itself management. In human resource department the effective
training, recruitment and selection helps in improving the performance which increases the
productivity and minimizes the cost (Alamu and et.al., 2017).
Employee resourcing refers to retaining and obtaining the human capital as when
required by the company and employing them productively. In the workplace employment
practice is the aspect which is associated with people welcoming and releasing them when
performance is not satisfied and productive in results in the business. Employee resourcing
defines the question what kind of people are required in the organization to compete with present
and future goals and what the company should do to attract the staff for performance
improvement. The employees are the paramount which improves the growth by having
continuous education and training so that their skills can be developed. It is the ability of
management identifying the suitable staff for the organization working (Allen and et.al., 2020).
The ‘Rolls- Royce’ is a luxury automobile company of motor cars founded in 1998. Its
headquarters is located in Goodwood, West Sussex, England, and United Kingdom. The current
CEO is Torsten Müller-Ötvös of ‘Rolls- Royce’. In this study we have discussed the concept of
assessment center in Roll-Royce by defining the elements and selection methods. The stages of
selection in Roll-Royce assessment center, concept of face validity and predictive validity,
advantages and disadvantage of assessment center and role of assessors.
Main body
Assessment centers are the “Rolls Royce” of selection methods
 Assessment center was introduced in the modern times by the Germany army in 1930s.
The assessment center was defined as a process of examining the candidates and their

suitability on the employment by determining personality and aptitudes through various
techniques. The need of assessment center arises when the employers were selecting the
candidates through their resume and interview process. The assessment center is known
as ‘Rolls Royce’ of selection methods. In the assessment center the employer provides
the unusual care to the candidates by developing a psychological contract for determining
the right people for providing training and career development. It requires a series of
selection technique for testing the intellectual, interpersonal and intrapersonal skills of the
candidate. The assessor designs the series of assessment for knowing the candidate
efficiency in relevant job by providing training opportunity and how it manages the
demand of education program. The candidates design their behavior in the impressive
way as they know their performance is being evaluated which sometimes results in wrong
selection of the candidate. The ultimate purpose of having an assessment centre is to
collect all appropriate information under uniform conditions of individual's capabilities
for performing a given task in the organization. The assessment center uses the
simulation of job analysis where participant performs simulation for testing two or more
performance dimensions. The key competencies of assessment center are leadership,
planning, organizing, decision making, oral and written communication, teamwork and
problem solving (Armstrong and et.al., 2020).
The assessment centers are considered to be a ‘Rolls-Royce’ of selection methods
because it involves the evaluation of the candidates for knowing their professional and
intelligence capabilities. It involves various exercise such as aptitude test, competency based
interview, presentation, group study etc. the ‘Rolls- Royce’ attracts high talent individual and
promotes their skill development through training. The assessment is done in grouping of five to
ten candidates for finding suitable candidate. The assessment center is basically run by the
human resource department of the company which provides technical input and takes panel
interview question. The assessment center is used for HR department to identify skill set of
candidate. The usage of assessment center involves selection, succession planning, career path,
training and development of candidate (Ayandibu and et.al., 2020).
Elements or components of assessment center
There are various elements such as-