What are assessment and development centres used for?

Using assessment centres have traditionally been for selection purposes, primarily for graduate and key role recruitment. In more recent times assessment centres are also being used as a means of establishing what training courses might be beneficial or individual potential ahead of career planning and HR Development. With assessment centres containing processes that have learning features "the centre" can also take on a developmental role as an alternative to training courses. With assessment being percieved more and more as a critical prelude to development it becomes more politically prudent to entwine the two key processes into - assessment and development centres. If the developmental aspect becomes accentuated then it is a small step to move to Learning Resource centres.

Apart from the recruitment aspect other key, and just as important, aims in using assessment centres cover team selection, succession planning, and training needs analysis. Though for these aims it is better to mix assessment and development centres. Why? Because research suggests that combining assessment centres with development centres provides valid predictors of in-the-job performance and, when assessment and development centres are supported by assessment systems, assessment and development centres represent the most objective means of gathering and analysing information on people. In this way assessment and development centres can be used effectively not just for fitting individuals to roles, but in assembling teams and in making further training and development recommendations.