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Are the Components of the Assessment Center of the Relevant Company Sufficiently Valid? The Case Study of a Public Company

Rezvani Totkani, Zahra | 2023

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  1. Type of Document: M.Sc. Thesis
  2. Language: Farsi
  3. Document No: 55745 (44)
  4. University: Sharif University of Technology
  5. Department: Management and Economics
  6. Advisor(s): Tasavori, Misagh
  7. Abstract:
  8. The evaluation and selection of human resources is one of the most important management issues in organizations, and the importance of this issue increases when the evaluation and selection is related to managerial positions. Among the many methods that exist for evaluating and selecting human resources; The assessment center method is more useful for selecting candidates for management positions. The assessment center includes behavioral simulation exercises and competency where trained assessors observe and record behaviors and score competencies. The purpose of this research is to analyze and examine the fit of the model and the internal structure of the evaluation center in a government company in Iran, which finally provided suggestions for improving their evaluation center model, which in addition to increasing the accuracy and precision of dimensions (competencies), improve the ROI of evaluation methods and development measures through cost reduction. This research is quantitative in terms of the type of research and its statistical population includes 940 candidates evaluated in the evaluation center of a government company in Iran. The evaluation center of this company is dimension-based and is designed and modeled based on 19 main competencies. In this research, the methods of confirmatory factor analysis, construct validity, convergent and discriminant validity and exploratory factor analysis were used. The results of the analysis indicate the low fit of the current model of the evaluation center of the relevant company. The correlations between the competencies are high and many of the 19 competencies overlap with each other, and as a result, the construct validity, convergent and discriminant validity have not been confirmed. The results of exploratory factor analysis show that if the evaluation center model of the relevant company is task-based, the fit of the model, construct validity, convergent and discriminant validity will be confirmed, and due to the elimination of competencies, the costs of the evaluation center will be greatly reduced and finally, more targeted feedback will be provided. Also, if the company does not want to practice-oriented evaluation centers, suggestions have been made to reduce the number of dimensions and the overlap between them
  9. Keywords:
  10. Factor Analysis ; Competency ; Conslruct Validity ; Recruitment Criteria ; Work Force Skillfulness ; Dimentional Analysis ; Assessment Center

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