Assessment centers

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INDEG Mestrado Executivo em Gestão de Recursos Humanos Ano Lectivo 2010/2011 Recrutamento, Selecção e Socialização
Professora Alzira Duarte

Critica a Artigo Científico

Realizado por:

Fátima Branco

Mestrado GRH – Recrutamento Selecção e Socialização

13-12-2010

1

Identificação do artigo: Assessment Centers: Current Practices in the United States
(Tasha L. Eurich, Diana E.Krause, Konstantin Cigularov, George C. Thornton III) Informação sobre os autores: T. L. Eurich (&) CH2M HILL, Englewood, CO 80112, USA e-mail: tasha.eurich@ch2m.com D. E. Krause Management and Organizational Studies, University of Western Ontario, London, ON N6A 5C2, Canada e-mail: dkrause2@uwo.ca K. Cigularov Institute of Psychology, Illinois Institute of Technology, Chicago, IL 60616-3793, USAe-mail: kcigular@gmail.com G. C. Thornton III Department of Psychology, Colorado State University, Fort Collins, CO 80523, USA e-mail: George.Thornton@colostate.edu Resumo: The goals of this investigation were to review current AC practices in the United States by evaluating whether they follow the Guidelines and Ethical Considerations for Assessment Center Operations (International Task Force onAssessment Centers, 2000). We both expanded upon and compared our results to a prior benchmarking study (Spychalski et al. in Personnel Psychol,50:71–90, 1997), and investigated practices regarding job analysis, AC development, dimensions (i.e., job requirements), exercises, assessor characteristics and training, behavior recording, data integration, organizational policy, assessee rights, ACevaluation and AC technology. Data were collected via an online survey completed by individuals from human resource departments of organizations (N = 54) across the U.S; organizations to whom the survey was sent were selected by sampling Fortune 500 organizations based on economic sector. Findings Results indicate that 93% of organizations reported considering the Guidelines for AC development and use.More specifically, the investigation reports specific findings regarding job analysis, AC development, AC dimensions, AC exercises, assessor characteristics, assessor training, behavior recording, data integration, organizational policy, assessee rights, AC evaluation, and AC technology. Implications We provide two types of conclusions. First, based on two concerns, we provide two recommendationsfor improving current practice. Second, we present two commendations (i.e., positive trends that should continue). Finally, to continue to advance AC practice, we discuss our results in the context of observations on recent developments in AC practices by Lievens and Thornton (Assessment centers: Recent developments in practice and research. Blackwell, Malden, pp 243–264, 2005). Originality/ValueDespite the importance of assessment centers (ACs) for personnel selection and development, no recent benchmarking studies exist.

Mestrado GRH – Recrutamento Selecção e Socialização

13-12-2010

2

Problema: O objectivo principal deste trabalho em primeiro lugar é descrever o estado actual das práticas de Assessment Centers nos EUA. Em segundo lugar, avaliar se as orientações definidasnas “Guidelines and Ethical Considerations For Assessment Center Operations (International Task Force on Assessment Centers, 2000) estão a ser seguidas. É importante para as organizações considerarem as orientações para maximizar o retorno e manter a integridade dos Assessment Centers. Em terceiro lugar, este estudo pretende comparar os resultados com estudo de benchmarking, Spychalski et al.(1997), amplamente citado cujos dados foram recolhidos em 1990, em que refere como os Assessment Centers mudaram com o tempo nos EUA. Em particular, por causa da rápida evolução do trabalho (por exemplo, globalização, aumento da capacidade da tecnologia e exigências; Cascio 2003). É extremamente provável que as práticas de Assessment Center evoluíram consideravelmente na última década e meia. Quadro...
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