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Assessment Centres, Selection Systems and Cost‐effectiveness: An Evaluative Case Study

Tim Payne (Department of Psychology, University of Nottingham Centre for Organizational Health and Development)
Neil Anderson (Department of Psychology, University of Nottingham Centre for Organizational Health and Development)
Tom Smith (Occupational Psychology Services, Ford of Europe Incorporated, Brentwood)

Personnel Review

ISSN: 0048-3486

Article publication date: 1 April 1992

Abstract

Discusses cost‐effectiveness of assessment centres (AC) in terms of predictive power, utility and financial benefit. Reports a case study from the Ford Motor Company of an AC where different instruments were used at different stages in a system. Points to implications for HR professionals. Concludes that it is cost‐effective practice to validate ACs, dangerous to rely on traditional utility analysis formulae, and that selection procedures should be addressed as systems.

Keywords

Citation

Payne, T., Anderson, N. and Smith, T. (1992), "Assessment Centres, Selection Systems and Cost‐effectiveness: An Evaluative Case Study", Personnel Review, Vol. 21 No. 4, pp. 48-56. https://doi.org/10.1108/EUM0000000000809

Publisher

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MCB UP Ltd

Copyright © 1992, MCB UP Limited