Assessment and Development Centres

Assessment centres have been designed to facilitate conduction of job-related simulation exercises. These usually observe the performance of a group of participants so as to evaluate each participant against pre-determined criteria. Assessors specially trained for this purpose do this.

Development centres, though have a similar design and structure, are developed for a very different purpose. These centres are designed to enable participants to learn about themselves. Feedback from assessors is very important in performing this function.

Objectives of Having Assessment and Development Centres (ADCs)

To predict future job performance. The information generated through these centres is sometimes more reliable than the one obtained through an interview.
To provide a clear structure and logic, acceptable to participants and easy to evaluate.
To allow a reliable and objective method of evaluating people against a diverse set of criteria.
To provide a medium for displaying the prestige and image of the company.
To provide an in-depth information on the nature of jobs and the framework of the organization.
To provide negative feedback to participants with ease, without hurting their emotions.
To provide equal opportunity for growth to the poorly qualified candidates.
To supplement the company's strategic processes for Human Resource Management.

Limitations of Assessment and Development Centres

High costs are involved in development and maintenance of these centres.
They demand a high degree of expertise, which isn't so easy to access.
They ask for regular training and updating for their effective functioning.