||Assessment Center is a set of standardized assessment technique supporting |
various human resource management and development functions of business, and
ensuring the effectiveness of human resource utility and the enhancement of human
The validity of assessment center is based on precise competency analysis and
simulation exercises, and assessors also occupy importance positions. A qualified
assessor has the ability to observe, record, and classify and rate assesse's behaviors in dimensions. Assessment center must train assessors to make reliable judgments about the behaviors of assesses.
The purposes of the research are (a) supplying related reference of assessor training, (b) investigating the influence of different assessor trainings on rating accuracy and error, (c) setting complete procedures of assessor training for practical application and assisting businesses to assess accurately the competency of the talent.
In this Study, the researcher examined the utility of frame-of-reference (FOR)
training and behavioral observation training (BOT) for enhancing rating accuracy. 90
participants were randomly assigned to either (a) control training, (b) FOR training, or
(c) FOR training + BOT. Participants evaluated the behaviors of four ratees in two
dimensions. The rating of participants were compared on various measurements of
accuracy, including Cronbach's accuracy scores, distance accuracy, Borman's
differential accuracy, halo-type accuracy and leniency measures.
Results indicated that compared with control training, FOR training only led to
significant enhancements in Borman's differential accuracy. However, contrary to
predictions, the training group did not have significant difference among each other in
Cronbach's accuracy scores, distance accuracy, halo-type accuracy and leniency
measures. Hence, it cannot be effectively proved that the influence of assessor training on rating accuracy.