Training and Development
Assessment centers also constitute an important method of skill enhancement through simulations, especially interpersonal skills that cannot easily be imparted through traditional training methods.
Assessment centers provide individual-specific feedback that helps candidates understand their own strengths and weaknesses. This allows planning of individual career paths focusing on employee core competencies, and also allowing for framing of individual training and development plans to overcome the weaknesses. Many organizations such as the Ohio State University and others use assessment centers to identify and evaluate supervisory, managerial, and leadership capabilities of the staff.
The use of assessment centers has enabled employees to make greater use of planning tools, strengthen their listening skills, become more open minded and proactive, and use technology better. It has helped organizations increase goal setting, build stronger teams, increase sensitivity, and recognize the employee’s contributions in a better way.
Assessment centers are also an excellent method for establishing the validity and effectiveness of standard training programs. Organizations such as SOHIO, Lukens Steel, AT&T, the New York Metropolitan Transit Authority, and others have used assessment center technology to evaluate training programs.