Psychological Assessment in a Development Center - Assignment Example

A Brief Introduction Development centers are also known as 'information storehouses' and they specialize in the identification of the correct behavioral patterns. Often conducted in a highly systematic and rigorous fashion to enhance and further improve the process of recruitment, selection, promotion and development within a specified area of network, such as a workplace, these methods are widely accepted and periodically implemented by top organizations. An ideal assessment center should be able to provide a highly relevant, observant and concise information, allow effective decision making which includes workforce planning, provide fairness by including multiple judgments instead of single judgments, enhance the overall usage view of an organization, provide an effective preview of a job, develop and execute payoffs with regards to self-insights, develop development payoffs to observers, formulate a secure selection system and formulate a work methodology which predicts work performance. (Ballantyne & Povah, 2004) Key features of Development Centers Assessment centers comprise of a number of key features. Here, a group of participants take part in a variety of exercises and are evaluated on the basis of their pre determined job related behaviors by a team of experts. The decisions are taken on the basis of data pooling, which in turn are influenced by the total number of participants, the combination of various simulation methods, also known as psychological exercises, the team of evaluators, numerous job related behaviors and finally, the sharing of data. (Ballantyne & Povah, 2004) Exercises in Development Centers A one on one interview in an organizational set up is often considered an unnecessary hassle and hence in order to ease the process of recruitment and performance measurement, a team of observers are used to study the overall performance of an employee, in at least one of the more parameters. In order to gauge the objectivity of an individual, the observers make use of various behavioral assessment procedures through the means of numerous exercise groups. The trainers or accessory are chosen in accordance to their diversity with special regards to the age, gender and ethnicity. Listed below are a few commonly followed exercise routines which are generally supplemented by trainers, who also happen to be occupational psychologists. (Weiner, Freedheim, Schinka, & Velicer, 2003) The first exercise is called the presentation exercise. It involves the simulation of an audience group while briefing them on a particular topic. The second is group discussion, which, as the name suggests, is a team building exercise that centers around a healthy interaction on a given topic. The one on one role play is the third prominent exercise which targets the negotiation skills of an individual through a one on one interactive cession. The in-tray basket exercise, which also happens to be the fourth exercise, is based on a particular role play. It helps in identifying the execution of a given task through the means of prioritization. The written analyses test is another team building exercise which checks the analytical skills through the means of a work based issue. The interview is the next exercise which aims at gathering relevant information on a key topic. The psychometric assessment test is perhaps the last of the effective exercise groups which is known to yield results. It involves a professionally modeled written test which evaluates the cognitive, motivational and the personality profiles in an individual. (Weiner, Freedheim, Schinka, & Velicer, 2003) Stages of Negotiation Exercise with One on One Interaction The negotiation exercise is often considered as an important tool to analyze and implement the basic analytical skills in an individual. Executed to perfection through a one on one conversation, the trained psychologist, who actually conducts the entire program before making it look easy and efficient, has to actually undergo various procedures to get his/her act in place. Well, the seemingly simple assignment is actually broken into various stages and this is how it really works out. (Weiner, Freedheim, Schinka, & Velicer, 2003) The first stage of the negotiation process involves pre-planning, which, as the name well suggests, involves the identification of a need, the commitment from the team members and the students, the establishment of objectives with special regards to assessment, selection, promotion and establishment, and finally, necessary initiation to establish an assessment policy. After the preplanning comes the development process. Over here, you conduct a job analysis through numerous behavioral and competence indicators, identify stimulators through further investigations and numerous job analysis outcomes, design the format through the means of a time table and the required logistics before finally executing the plan to perfection using the role players, observers, facilitators and designers to good use. The third stage is rightfully defined as the implementation stage wherein the pilot center is focused on the numerous pools of individuals who have agreed to undergo the negotiations training. The pilot centers checks whether the training module is running successfully and in accordance to the schedule or not. The run centers are also effective in the execution part of the training program. (Weiner, Freedheim, Schinka, & Velicer, 2003) (Orlando) The last stage is termed as the post implementation stage wherein decisions are made in accordance to the outcomes of the center. Regular feedbacks are provided to the participating candidates and an organizational level feedback is given to formulate a common learning curve. Finally, the work performance of a one on one program is measured in accordance to its outcome. Advantages and Disadvantages of Negotiation Exercise Advantages The Negotiation exercise is considered speedy, less stressful and confidential. At the same time, it is known to improve the communication process and thus involves a high degree of party control, wherein parties hold and craft their own agreement. The entire process is flexible as the resolutions can be tailored to meet the demands of the concerned parties. It is also considered fair as it generates a sense of satisfaction amongst parties through the means of direct settlements and it can also put an end to narrow mindedness and open minds to a possible co-operation through effective collaboration. As it lacks in prejudice, the communication process is more or less risk free and it helps facilitate discussions especially when other means of agreements have broken down. (Orlando) Disadvantages Likewise, the negotiation exercise can often be considered a stalling process wherein parties are not compelled into reaching a common consensus. Similarly, the limited bargaining authority and the expulsion of the pertinent parties can weaken the final agreement. Owing to a lack of good faith and the absence of any check on power imbalance, the chances of reaching an agreement can easily be ruined. Likewise, complex issues involving multi parties may not be adequately met whereas a strong willed mediator may have complete authority in the one on one process. (Orlando) Works Cited Ballantyne, I., & Povah, N. (2004). Assessment and Development Centres. Gower Publishing, Ltd. Orlando, A. (n.d.). Advantages and Disadvantages of Dispute Resolution Processes. Retrieved November 28, 2008, from blaney.com: http://www.blaney.com/files/adr_advantages.pdf Weiner, I. B., Freedheim, D. K., Schinka, J. A., & Velicer, W. F. (2003). Handbook of Psychology. John Wiley and Sons. Read More