File:Bell telephone magazine (1922) (14569541248).jpg

Identifier: belltelephonemag4344amerrich (find matches)
Title: Bell telephone magazine
Year: 1922 (1920s)
Authors: American Telephone and Telegraph Company American Telephone and Telegraph Company. Information Dept
Subjects: Telephone
Publisher: (New York, American Telephone and Telegraph Co., etc.)
Contributing Library: Prelinger Library
Digitizing Sponsor: Internet Archive

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hat the term assessment centerbecame a part of the language of psychol-ogy during this period. The use of personnel assessment hasgrown in the Bell System since 1958 andpresently 14 companies are running some50 centers, for both men and women, andassessing 6,000 candidates yearly for atotal to date of 16,000 non-managementpeople assessed for promotion to manage-ment. As a correlative of these figuresalmost 3,000 management people haveserved on the staffs of these centers andhave received valuable training whichthey might also apply when they arerotated back to their regular positions. The Assessment Center The schedule at an assessment centercalls for three days during which testsand other techniques are used to give thestaff members a view of the candidatesabilities and shortcomings under stand-ardized conditions. The techniques bywhich measures of the various manage-ment skills are obtained may be groupedinto foiu- general types: 1) paper-and-pencil tests like the School and College
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Depth interview of prospective candidateruns two hours, affords chance to meet staff. Ability Test (SCAT) which measures thecapacity of a person to undertake aca-demic work and ability in both the verbaland quantitative areas; 2) Group Per-formance tests which create situationswhere an individual is called upon tointeract with a group, participating inwhatever fashion he may think is useful.An example would be when the individ-ual becomes a part of a simulated manu-facturing organization and concerns him-self with matters such as production,inventory, and supply; 3) work situationtests: a selection of letters, reports, pa-pers for signature, etc., which are appro-priate for a specific management job arepresented to the candidate in the formof an in-basket; the material is to behandled as it would be under job condi-tions; 4) an interview by a staff memberwhich provides background on each ofthe candidates and explores subjects suchas career goals as well as clarifying anyconfusions the

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