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Geeignetheit des Assessment Centers als Instrument der externen Personalauswahl

Geeignetheit des Assessment Centers als Instrument der externen Personalauswahl

          
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About the Book

Studienarbeit aus dem Jahr 2008 im Fachbereich Führung und Personal - Sonstiges, Note: 1,7, Fachhochschule Stralsund, Veranstaltung: Wissenschaftliches Arbeiten, Sprache: Deutsch, Abstract: Wie gelingt es geeignete Mitarbeiter für die Besetzung der verschiedensten Stellen in einem Unternehmen zu finden? Diese elementare Frage der Personalbeschaffung wird in vielen Organisationen immer häufiger mit der Durchführung von Assessment Centern beantwortet. "Ein Assessment Center ist ein eignungsdiagnostisches Verfahren zur qualifizierten Feststellung von Verhaltensweisen und Verhaltensdefiziten, das von mehreren Beobachtern gleichzeitig für mehrere Teilnehmer in Bezug auf vorher definierte Anforderungsmerkmale angewandt wird." Das Assessment Center findet seinen Einsatz auf verschiedenen Gebieten. Als wichtigste sind die Personalauswahl, sowohl externer als auch interner Bewerber, sowie die Personalentwicklung zu nennen. Auf letztere soll in dieser Betrachtung nicht weiter eingegangen werden. Der Fokus der vorliegenden Arbeit richtet sich auf die Frage, ob Assessment Center als Instrument der externen Personalauswahl geeignet sind. Da Mitarbeiter als die wichtigste und zugleich teuerste Ressource eines Unternehmens gelten, wird in der Regel großer Aufwand betrieben, um denjenigen Bewerber zu identifizieren, dessen Profil die höchste Deckungsgleichheit mit den Anforderungsmerkmalen der zu besetzenden Stelle aufweist. Der erste Schritt der Personalauswahl ist generell die Analyse der Bewerbungsunterlagen. Diese sind häufig wenig aussagekräftig, da viele Bewebungsschreiben nahezu standardisiert sind und insbesondere Bewerber, die erst kürzlich ihre Ausbildung abgeschlossen haben, kaum praktische Erfahrungen aufweisen können. Auch ein persönliches Vorstellungsgespräch lässt nur wenig Rückschlüsse auf das Verhalten des Bewerbers in der Berufspraxis zu, da Tests und Arbeitsproben fehlen und kaum überprüft werden kann, ob sich der Kandidat im Rahmen des Vorstellungsgespräc


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Product Details
  • ISBN-13: 9783640667949
  • Publisher: Grin Publishing
  • Binding: Paperback
  • Language: German
  • Returnable: N
  • Spine Width: 1 mm
  • Width: 148 mm
  • ISBN-10: 3640667948
  • Publisher Date: 26 Jul 2010
  • Height: 210 mm
  • No of Pages: 20
  • Series Title: German
  • Weight: 41 gr


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