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Assessment-Center-Verfahren. Beobachtung und Bewertung

Assessment-Center-Verfahren. Beobachtung und Bewertung

          
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About the Book

Fachbuch aus dem Jahr 2017 im Fachbereich Arbeitswissenschaft / Ergonomie, Note: 1,7, Hochschule der Bundesagentur für Arbeit - Mannheim/Schwerin, Sprache: Deutsch, Abstract: Die passenden Mitarbeiter für eine erfolgreiche Zukunft zu gewinnen, ist für Unternehmen eine der größten Herausforderungen und bedeutet eine Investition in monetärer und nicht- monetärer Hinsicht. Eine Fehlbesetzung eines Mitarbeiters kann dazu führen, dass dieser unmotiviert und überfordert im Unternehmen arbeitet, nicht die vom Unternehmen gewünschte Leistung erbringt und dadurch Umsatzeinbußen und somit einen wirtschaftlichen Schaden für das Unternehmen erzeugt. Meist verlässt der Mitarbeiter nach kurzer Zeit den Betrieb wieder und das Unternehmen erleidet nicht nur einen finanziellen Schaden, sondern auch den Verlust von wertvollem Humankapital. Damit eine Fehlbesetzung vermindert bzw. vermieden werden kann, spielen bei der Personalauswahl der Einsatz von Personalentscheidungsinstrumenten und deren richtige Anwendung eine besondere Bedeutung. Auch wird das Risiko einer Fehlentscheidung umso größer, wenn die Bewerberauswahl auf Grund von Fehlurteilen den falschen Kandidaten auswählt. Die Bewerberauswahl kann unter anderen durch Assessment Center (auch kurz AC genannt) erfolgen. Ein Assessment Center ist ein eignungsdiagnostisches Auswahlverfahren. "Eignungsdiagnostik ist eine psychologische Teildisziplin, die die Zuordnung von Person und Arbeitsplatz auf der Basis von Informationen über die Person sowie mithilfe von Anforderungsanalysen mit dem Ziel zu optimieren versucht, Eignungs- und Anforderungsprofil aufeinander abzustimmen". Bei ein- oder mehrtägigen AC- Verfahren durchlaufen meist mehrere Bewerber im Hinblick auf die zu besetzende Stelle verschiedene Testsituationen und werden von mehreren Beobachtern, sog. Assessoren, beobachtet und beurteilt. Die Bewertung der Assessoren soll eine optimale Personalentscheidung sowohl zu Gunsten des Unternehmens als auch des Bewerbers ermöglichen


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Product Details
  • ISBN-13: 9783668802636
  • Publisher: Grin Verlag
  • Publisher Imprint: Grin Verlag
  • Height: 210 mm
  • No of Pages: 32
  • Spine Width: 2 mm
  • Width: 148 mm
  • ISBN-10: 3668802637
  • Publisher Date: 17 Sep 2018
  • Binding: Paperback
  • Language: German
  • Returnable: N
  • Weight: 54 gr


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