Assessment Center: How Much Is Too Much?
Most organizations who follow the practice of assessment center know its benefits. An organization that has ambitious goals is always in need of talent. Assessment programs that focus on employee development can ensure a steady supply of talent for the growing organization. But the question that assessors need to ask themselves is: how much is too much?
Too Much Talent Search
Assessment programs are expensive affairs. Companies are willing to foot the bill only if they are convinced of the merits of the program. But often assessment centers indulge in 'analysis for analysis' sake'. The in-depth probe is justified on the grounds of 'employee development'. It is important that HR focuses on the 'big picture' and refrain from indulging in 'superfluous' activities. Companies have to forsake a lot of time and effort, not to mention money, to undertake an assessment center. Hence, assessment centers should work under practical constraints, keeping the resource budget in perspective.
Employee Negativity
Employees react differently to testing. While some employees are game to such centers, others drag their feet grudgingly. No employee likes to be put under the microscope. Testing makes people nervous and insecure. If the assessment center considers too many competency dimensions for analysis, it can cause people to react quite negatively. Very often, competencies are not displayed in full potential because of employee distress.
Failure of Assessors
If the competency mapping become complicated, assessors will find it difficult to rate behaviors. Hence assessment tools should focus only on the core competencies and not on other tangential competencies. It is best to have a cap on the number of assessment tools used in the center. Assessment centers should focus on the optimum number of assessment exercises that reveal the core competencies. These could include role play, in basket exercise, group discussions, and the like.
Decision Making Challenges
One of the biggest risks of over analysis is failure of decision making. Managers get overwhelmed by the results of assessment centers. It is the job of the assessment team to facilitate the process of decision making. Hence, it is best if assessment focuses on the organizational objectives and uses the assessment center to meet these objectives.
Over-analysis always robs the essence of any subject. An HR specialists should be able to recognize the futility of over analysis and move on with the decision making process.