The myth of assessment centres
The claim and reality of a personnel development tool
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The assessment centre is considered a complex but efficient procedure in the field of personnel selection and development. Accordingly, the requirements for this procedure are high. On the one hand, it should meet standards of quality and objectivity and, on the other hand, it should achieve optimal results tailored to the area of application. These results and expectations are based on the ideas of the users. Accordingly, in practice, the assessment centre is influenced by various interest groups and thus becomes a tool of personnel and micro politics. This development creates a discrepancy b...
The assessment centre is considered a complex but efficient procedure in the field of personnel selection and development. Accordingly, the requirements for this procedure are high. On the one hand, it should meet standards of quality and objectivity and, on the other hand, it should achieve optimal results tailored to the area of application. These results and expectations are based on the ideas of the users. Accordingly, in practice, the assessment centre is influenced by various interest groups and thus becomes a tool of personnel and micro politics. This development creates a discrepancy between the claims and reality of this personnel development tool. This raises the question of whether the current application of the assessment centre is not already an Assessment Centre 2.0, which has distanced itself from its original concept and thus undergone a further development from a tool for aptitude diagnostics to a tool for corporate micropolitics.
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