Case study The new Assessment Center: React to the Personnel Director's report, express your views on the problem of personnel appraisal.

Date: 2015-10-07; view: 490.

Complete them and describe.

Listen to descriptions of other Finnish exports to Japan, draw the graphs,

1. Finland's wood exports to Japan.

2. Finland's machinery exports to Japan.

3. Finland's chemical exports to Japan.

General Plastics PLc is a subsidiary of Northern Oil Products (NOP). Some years ago, the company was in financial difficulties, but things changed when Gerald Harper became Chairman. He introduced a tough, non-nonsense style of management. Some people, such as union officials, didn't like it, but it paid off. The company is now profitable again.

But there are still some problems left. As the survey conducted recently showed, the company has to do something about its system of promoting staff. Far too often, managers complained that they had been “forgotten” when a position became vacant or sometimes X had been promoted because he was a favorite or protege of Y.

There was one more problem. Many managers were in the wrong job. They were unhappy because they felt they were “square pegs in round holes”- unsuited for the work they were doing. They thought they could have been more effective in other departments, or even in other subsidiaries within the group. Gerald Harper was sure that the Assessment Center could solve all these problems.

Assessment Centers are set up in all the companies. They are places where staff can be evaluated. They are used for selecting, developing and promoting staff. Applicants for managerial positions attend the Centers for a period of time - some days or weeks. They are given psychological and aptitude tests by highly trained psychologists there. They take part in group exercises simulating management situations. Their performance is evaluated by colleagues, and by outside observers such as senior managers from other companies. Finally, they are interviewed in length.