The Role of the

Assessor and
assessor training
PREPARED BY MOHAMMAD AMINUL ISLAM

As a student
Presentation
Goal

What will be assessed

As an Assessor
Waht are the responsibilities

Case Study 1
Company Profile

Name: Bangladesh Skill Development Institute

Type: Educational Organization (Private)

Location: Bangladesh

Employees : 50
Position

Instructor and Web Developer

Assessment:

1. Written Test

Presentation

Interview

Case Study 2

Company Profile

Name : IVS Technology Gmbh

Type: Medical Software ( Patient History)

(Private)

Location: Germany

Employees: 30

Position

: Working Student

Assessment:

Case Study 3

Name: Bangladesh Army (Public)

Location: Bangladesh

Position: Second Lieutenant

Assessment: 1. Medical Test

2. ISSB (Inter Service Selection Board)

3

days

High

jump, Long Jump, Racing,

Obserbation, presentation,

Group

work ( Without leader and with

leader)

Case Study 4

Name : Facebook

Position: Software Developer

Assessment :
1.

He was first in inter math competition

2.

He was first in Inter programming

competition

3.

He did well in inter university

Programming competition in USA

Case study Outcomes

Assessment
Public

depends on Job requirement

Organizations assessment are formal

Private

Organizations assessment may be

formal but most of the time informal.

Assessment
Assessment

always multidimensional

have some key dimension

Dimensions
Communication
Consideration

and awareness of

others
Drive
Influencing

others

Organizing

and Planning

Problem

Solving

Exercises
Leaderless
Role

group discussions

Play

Presentation
Interview
In-

Basket

Case

analysis

Role Of Individual Assessors

Observing
Recording
Classifying
Scaling

Behavior

Process
Record: Notes

Exercises

Individual
process

Classify Dimension

Prepare Report

or

Scale Behavior: Exercise

Assessor
Discussion

Report to Group

or

Feedback
Fig: Observation and Recording Process

Statistical
Integration

Group Process

Briefing Exercise
Oral Communication

Leadership

-Had poor eye contact

cooperation

-Failed

-Looked down at talk

-Started alone

+Clear objectives

Scaling Behaviors
Checkli
st

1.Oral Communication

2.Leadership

-Had poor eye contact

-Failed cooperation

-Looked down at talk

-Started alone

+Clear objectives +Appreciate others idea

1. Oral Communication
2. Leadership
:

1
1

Final Dimension Rating

Dimensions

Assessor
A

Assessor B

Assessor C

Rating

Leadership

Decision
Making

Oral
Communication

Planning &
Organization

Fig: Preliminary and Final Overall Dimension Rating

Judgment
Enough time for observation
and notes
Give rating soon, not depent on
longer momory
Dimentions performance clearly
defined

Assessor Training
Knowledge
Skills
Abilities
General

Information

Assessor Training Types

Behavior

-Driven also
known as process training
Schema -Driven also
known as Frame of
Reference Training

Behavior -Driven
Most

Classic form of Assessor Training

Mostly
How

use by the organization

to Observe, record, classify and rate

Assessment

stage

Assessment

sequence

Common

error

Simulation
Practice

and practice

Schema -Driven
Without
Target

schema, assessment lost its goal

job Assessment design

Degree

of the proficiency

Trained

from a common schema

Practice

Which training is Best?

Process
Training

Frame of
Reference

Bottom
Bottom up
up approach
approach

Top
Top down
down approach
approach

Start
Start by
by observing
observing
behavior
behavior ,, process
process
sequentialy
sequentialy and
and evalute
evalute
them
them

Start
Start with
with the
the performance
performance
schema
schema and
and scan
scan the
the arry
arry
of
of behavior
behavior

Group Assessors Assessment process

Judgment Integration method

Assessors discuss their observation on behavior then rate to be given

Statistical Integration method

Rate given by individual assessor on each exercise then combined

Method Of Integration

Purely

Judgment
Modified Judgment
Hybrid Method
Modified Statistical
Purely Statistical

Compare
Method

Advantage

Statistical

Takes less time

Judgment

Disadvantage

Supported by some
evidance

Large sample needed

for stable weight

Address each
candidated strength
and weakness

Takes more time

Supported by some
evidance

Subject to the biased by

other assessor

References

Personnel Selection by Mark Cook, Chapter 10

Assessment Center for Human Research Management, Chapter 7

and 8

Thank You