Relationship between assessments obtained through psychological tests, behavioral observation, and assessment center method

Za ocenjevanje in izbor kadrov se uporablja različne metode, med drugimi psihološko testiranje, opazovanje vedenja in metodo ocenjevalnega centra. Metode se med seboj razlikujejo v psihometričnih značilnostih ter v prednostih in omejitvah njihove uporabe. Zanimalo nas je, ali se ocene, pridobljene pri nalogah ocenjevalnega centra, povezujejo z vrednostmi, pridobljenimi s psihološkimi testi in z opazovanjem vedenja ter s čim lahko najbolje napovemo uspešnost pri metodi ocenjevalnega centra. Vzorec je obsegal 145 udeležencev, ki so med postopkom ocenjevanja in izbora kadrov v določenem podjetju izpolnili štiri vprašalnike (Test nizov, Profil indeks emocij, Vprašalnik za merjenje strukture osebnosti po modelu "Velikih pet" in Vprašalnik timskih vlog) ter sodelovali v ocenjevalnem centru, ki je bil sestavljen iz devetih nalog. Posebej je bilo opazovano tudi njihovo vedenje. Analiza je pokazala, da so osebnostne lastnosti v splošnem nizko povezane z ocenami pri nalogah ocenjevalnega centra in s kompetencami, ki so bile ocenjene med opazovanjem vedenja. Izmed vseh spremenljivk, ki so bile preučevane v raziskavi, pa uspešnost pri metodi ocenjevalnega centra pomembno napovedujeta dve, in sicer inteligentnost ter starost. Sklepamo, da je uporaba metode ocenjevalnega centra smiselna, saj z njo v postopku ocenjevanja in izbora kadrov o kandidatih pridobimo podatke, ki jih ne bi mogli pridobiti z uporabo predhodnih metod. Rezultati se večinoma ujemajo z ugotovitvami dosedanjih raziskav, v besedilu pa podrobneje opišemo tudi neskladja in njihove možne vzroke.Various methods are used to assess and select staff, including psychological testing, behavioral observation, and the assessment center method. The methods differ in psychometric characteristics and in the advantages and limitations of their use. We were interested in whether the assessments obtained in the assessment center tasks are related to the values obtained through psychological tests and observation of behavior, and how we can best predict the success of the assessment center method. The sample consisted of 145 participants who completed four questionnaires (Test of Series, Emotions Profile Index, Big Five Questionnaire and Belbin Team Role Inventory) during the selection process in a particular company and participated in the assessment center, which consisted of nine tasks. Their behavior was also observed. The analysis showed that personality traits are generally low connected to assessments in assessment center tasks and to competencies that were assessed during behavioral observation. Of all the variables studied in the research, the assessment center success is significantly predicted by two, namely intelligence and age. We conclude that the use of the assessment center method makes sense, as it provides information on candidates in the selection process that could not be obtained using previous methods. The results are mostly in line with the findings of previous research. However, the text describes in more detail the discrepancies and their possible causes