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Assessment and Development Centre

General data

Course ID:	2500-PL-PS-SP3-F8
Erasmus code / ISCED:	14.4 Kod klasyfikacyjny przedmiotu składa się z trzech do pięciu cyfr, przy czym trzy pierwsze oznaczają klasyfikację dziedziny wg. Listy kodów dziedzin obowiązującej w programie Socrates/Erasmus, czwarta (dotąd na ogół 0) – ewentualne uszczegółowienie informacji o dyscyplinie, piąta – stopień zaawansowania przedmiotu ustalony na podstawie roku studiów, dla którego przedmiot jest przeznaczony. / (0313) Psychology The ISCED (International Standard Classification of Education) code has been designed by UNESCO.
Course title:	Assessment and Development Centre
Name in Polish:	Assessment i Development Centre
Organizational unit:	Faculty of Psychology
Course groups:	(in Polish) Psychologia organizacji i pracy
ECTS credit allocation (and other scores):	3.00 Basic information on ECTS credits allocation principles: the annual hourly workload of the student’s work required to achieve the expected learning outcomes for a given stage is 1500-1800h, corresponding to 60 ECTS; the student’s weekly hourly workload is 45 h; 1 ECTS point corresponds to 25-30 hours of student work needed to achieve the assumed learning outcomes; weekly student workload necessary to achieve the assumed learning outcomes allows to obtain 1.5 ECTS; work required to pass the course, which has been assigned 3 ECTS, constitutes 10% of the semester student load.
Language:	Polish
Prerequisites (description):	(in Polish) Zaliczenie kursów ze specjalizacji Psychologia Organizacji i Pracy, obligatoryjnych dla IV roku studiów Bierna znajomość języka angielskiego
Short description:	The course takes the form of the workshop and is focused on making participants acquainted with assessment and development centres. Both approaches are commonly used in human resource management for the purposes of personnel selection and personnel appraisal, also in terms of employees' development. The aim of the course is to provide the participants with the major skills necessary to design and run exercises and structured interviews as methods applied in both assessment and development centres. The key features of assessment and development centres as well as the scope for their application in HRM will be presented during the classes. Designing, running, analysing the results and providing feedback will be practised. The methodological aspects of assessment and development centres, such as their validity and reliability as well as their limitations, will also be discussed.
Learning outcomes:	Knowledge: students - are able to distinguish between major features of assessment and development centres as well as their scope and principles of application - are able to indicate the traces of the decreased robustness of the results of the assessment and/or development centre - are able to specify possible causes of the decreased robustness of the assessment and/or development centre results Skills: students - develop procedures of assessment and/or development centres with regard to the job description and the competencies required on a position - design instructions and materials for various types of exercises - design questions and key ratings of the answers for the structured interview - design the course of assessment and/or development centre events - design feedback on the results of the assessment and/or development centre Attitudes: students - critically evaluate the advisability of applying the assessment and/or development centre in human resource management and the correctness of their design - critically evaluate whether applying an assessment and/or development centre in human resource management maintains ethical standards

Classes in period "Winter semester 2023/24" (past)

Time span:	2023-10-01 - 2024-01-28	Selected timetable range: weekly course term Navigate to timetable MO CW TU W TH FR
Type of class:	Classes, 30 hours more information
Coordinators:	Joanna Czarnota-Bojarska
Group instructors:	Dorota Rutkowska
Students list:	(inaccessible to you)
Examination:	Course - Grading Classes - Grading
Full description:	The course takes the form of the workshop and is focused on making participants acquainted with assessment and development centres. Both approaches are commonly used in human resource management for the purposes of personnel selection and personnel appraisal, also in terms of employees' development. The aim of the course is to provide the participants with the major skills necessary to design and run exercises and structured interviews as methods applied in both assessment and development centres. The key features of assessment and development centres as well as the scope for their application in HRM will be presented during the classes. Designing, running, analysing the results and providing feedback will be practised. The methodological aspects of assessment and development centres, such as their validity an
Bibliography:	(in Polish) LITERATURA OBOWIĄZKOWA: Czarnota – Bojarska, J. (1999). Selekcja zawodowa: przygotowanie, prowadzenie, i podstawowe metody (s. 61–87). Warszawa: Pracownia Testów Psychologicznych PTP. Kubicka – Daab, J. (1999). Ośrodki oceny i szkolenia jako narzędzie wspomagające rozwój kadry kierowniczej i specjalistycznej. W: G. Kranas (red.), Organizacja, praca, bezrobocie (s. 129–148). Warszawa: Wydawnictwa Uniwersytetu Warszawskiego. Motowidlo, S. J. (1994). Diagnoza behawioralna na użytek selekcji i rozwijania uzdolnień menedżerskich. Przegląd Psychologiczny, 37(3), 337–348. Rutkowska, D. (2005). Zastosowanie wywiadu dla celów zarządzania zasobami ludzkimi. w: K. Stemplewska – Żakowicz (red.), Wywiad psychologiczny, t.3 (s. 395–422). Warszawa: Pracownia Testów Psychologicznych PTP. Rutkowska, D. Wojnarowska, A., Rosa, P., Seroczyński, T. (2007). O trafności Assessment Center jako narzędzia oceny kompetencji. Master of Business Administration, 6. Warszawa: Wydawnictwo WSPiZ im. L. Koźmińskiego. Gick A., Tarczyńska, M. (1999). Motywowanie pracowników. Systemy, teoria, praktyka (s. 45–49 oraz 69–83). Warszawa: Polskie Wydawnictwo Ekonomiczne. Woodruffe, Ch. (2003). Ośrodki oceny i rozwoju. Narzędzia analizy i doskonalenia kompetencji pracowników. Kraków: Oficyna Ekonomiczna. Wąsowska - Bąk, K., Górecka, D., Mazur, M. (2012). Assessment / Development Center. Poznaj najskuteczniejszą metodę oceny kompetencji pracowników i kandydatów do pracy. Gliwice: Wydawnictwo Helion. LITERATURA UZUPEŁNIAJĄCA: Ballantyne, I., Povah, N. (2004). Assessment and Development Centres, 2nd Edition (pp. 82-103). London: Gower Publishing Company. Caldwell, C., Thornton, G. C., Gruys, M. L. (2003). Ten classic assessment center errors. Challenges to selection validity. Public Personnel Management, 32, 73-88. Furnham, A., Taylor, J., Chamorro-Premuzic, T. (2008). Personality and intelligence correlates of assessment center exercises. Individual Differences Research, 6(3), 181-192. Kolk, N. J., Born, M. Ph., van der Flier, H. (2003). The transparent assessment centre: The effects of revealing dimensions to candidates. Applied Psychology: An International Review, 52(4), 648-668. Kolk, N. J., Born, M. Ph., van der Flier, H., Olman, J. M. (2002). Assessment centre procedures and cognitive load during the observation phase. International Journal of Selection and Assessment, 10(4), 271-278. Lance, Ch. E. (2008). Why assessment centers do not work the way they are supposed to. Industrial and Organizational Psychology, 1, 84-97. Latham, G. P., Saari, L. M., Pursell, E. D. (1980). The Situational Interview. Journal of Applied Psychology, 65, 422 – 427. Lievens, F. (1998). Factors which improve the construct validity of assessment centers: A review. International Journal of Selection and Assessment, 6(3), 141-152. Lievens, F. (2001). Assessor training strategies and their effects on accuracy, interrater reliability, and discriminant validity. Journal of Applied Psychology, 86(2), 255-264. Pulakos, E. D., Schmitt, N. (1995). Experience Based and Situational Interview Questions: Studies of Validity. Personnel Psychology, 48, 289 – 308. Schleicher D. J., Day D. V., Mayes B. T., Riggio R. E. (2002). A new frame for frame-of-reference training: Enhancing the construct validity of Assessment Centres. Journal of Applied Psychology, 87(4), 735-746. van der Zee, K. L., Bakker, A. B., Bakker, P. (2002). Why Are Structured Interviews So Rarely Used in Personnel Selection? Journal of Applied Psychology, 87(1), 176 -184.

Classes in period "Winter semester 2024/25" (future)

Time span:	2024-10-01 - 2025-01-26	Selected timetable range: weekly course term Navigate to timetable MO CW TU W TH FR
Type of class:	Classes, 30 hours more information
Coordinators:	Joanna Czarnota-Bojarska
Group instructors:	Dorota Rutkowska
Students list:	(inaccessible to you)
Examination:	Course - Grading Classes - Grading
Full description:	The course takes the form of the workshop and is focused on making participants acquainted with assessment and development centres. Both approaches are commonly used in human resource management for the purposes of personnel selection and personnel appraisal, also in terms of employees' development. The aim of the course is to provide the participants with the major skills necessary to design and run exercises and structured interviews as methods applied in both assessment and development centres. The key features of assessment and development centres as well as the scope for their application in HRM will be presented during the classes. Designing, running, analysing the results and providing feedback will be practised. The methodological aspects of assessment and development centres, such as their validity an
Bibliography:	(in Polish) LITERATURA OBOWIĄZKOWA: Czarnota – Bojarska, J. (1999). Selekcja zawodowa: przygotowanie, prowadzenie, i podstawowe metody (s. 61–87). Warszawa: Pracownia Testów Psychologicznych PTP. Kubicka – Daab, J. (1999). Ośrodki oceny i szkolenia jako narzędzie wspomagające rozwój kadry kierowniczej i specjalistycznej. W: G. Kranas (red.), Organizacja, praca, bezrobocie (s. 129–148). Warszawa: Wydawnictwa Uniwersytetu Warszawskiego. Motowidlo, S. J. (1994). Diagnoza behawioralna na użytek selekcji i rozwijania uzdolnień menedżerskich. Przegląd Psychologiczny, 37(3), 337–348. Rutkowska, D. (2005). Zastosowanie wywiadu dla celów zarządzania zasobami ludzkimi. w: K. Stemplewska – Żakowicz (red.), Wywiad psychologiczny, t.3 (s. 395–422). Warszawa: Pracownia Testów Psychologicznych PTP. Rutkowska, D. Wojnarowska, A., Rosa, P., Seroczyński, T. (2007). O trafności Assessment Center jako narzędzia oceny kompetencji. Master of Business Administration, 6. Warszawa: Wydawnictwo WSPiZ im. L. Koźmińskiego. Gick A., Tarczyńska, M. (1999). Motywowanie pracowników. Systemy, teoria, praktyka (s. 45–49 oraz 69–83). Warszawa: Polskie Wydawnictwo Ekonomiczne. Woodruffe, Ch. (2003). Ośrodki oceny i rozwoju. Narzędzia analizy i doskonalenia kompetencji pracowników. Kraków: Oficyna Ekonomiczna. Wąsowska - Bąk, K., Górecka, D., Mazur, M. (2012). Assessment / Development Center. Poznaj najskuteczniejszą metodę oceny kompetencji pracowników i kandydatów do pracy. Gliwice: Wydawnictwo Helion. LITERATURA UZUPEŁNIAJĄCA: Ballantyne, I., Povah, N. (2004). Assessment and Development Centres, 2nd Edition (pp. 82-103). London: Gower Publishing Company. Caldwell, C., Thornton, G. C., Gruys, M. L. (2003). Ten classic assessment center errors. Challenges to selection validity. Public Personnel Management, 32, 73-88. Furnham, A., Taylor, J., Chamorro-Premuzic, T. (2008). Personality and intelligence correlates of assessment center exercises. Individual Differences Research, 6(3), 181-192. Kolk, N. J., Born, M. Ph., van der Flier, H. (2003). The transparent assessment centre: The effects of revealing dimensions to candidates. Applied Psychology: An International Review, 52(4), 648-668. Kolk, N. J., Born, M. Ph., van der Flier, H., Olman, J. M. (2002). Assessment centre procedures and cognitive load during the observation phase. International Journal of Selection and Assessment, 10(4), 271-278. Lance, Ch. E. (2008). Why assessment centers do not work the way they are supposed to. Industrial and Organizational Psychology, 1, 84-97. Latham, G. P., Saari, L. M., Pursell, E. D. (1980). The Situational Interview. Journal of Applied Psychology, 65, 422 – 427. Lievens, F. (1998). Factors which improve the construct validity of assessment centers: A review. International Journal of Selection and Assessment, 6(3), 141-152. Lievens, F. (2001). Assessor training strategies and their effects on accuracy, interrater reliability, and discriminant validity. Journal of Applied Psychology, 86(2), 255-264. Pulakos, E. D., Schmitt, N. (1995). Experience Based and Situational Interview Questions: Studies of Validity. Personnel Psychology, 48, 289 – 308. Schleicher D. J., Day D. V., Mayes B. T., Riggio R. E. (2002). A new frame for frame-of-reference training: Enhancing the construct validity of Assessment Centres. Journal of Applied Psychology, 87(4), 735-746. van der Zee, K. L., Bakker, A. B., Bakker, P. (2002). Why Are Structured Interviews So Rarely Used in Personnel Selection? Journal of Applied Psychology, 87(1), 176 -184.

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