Discuss the use of an assessment center as a selection technique in organizations.

Answers will vary. A selection technique that is used widely, but only for the selection of managers, is the assessment center. An assessment center is not a physical location but is instead an approach to selecting managers based on measuring and evaluating their ability to perform critical work behaviors. Individuals participating in an assessment center are likely to be either current managers who are being considered for promotion to higher levels or in a pool of external recruits such as upcoming college graduates whom the firm is considering hiring for management positions. The individuals to be assessed are brought together in a single place such as the company's training headquarters or perhaps a conference facility at a hotel. While there, they undergo a series of tests, exercises, and feedback sessions. A normal assessment-center schedule lasts 2-3 days and involves 10-15 individuals at any one time. During the assessment center, these individuals may undergo experiential exercises; group decision-making tasks; case analyses; individual employment tests, such as personality inventories and so forth; role-playing exercises; and other methods for assessing their potential skills and abilities. At the conclusion of the assessment center, each evaluator provides an in-depth evaluation of each attendee and makes an overall evaluation about the person's suitability for promotion.