Pertemuan 3 MAC: Sejarah, tahapan, skills dan kode etik asessor

Summary

This video explains the concept of assessment centers, their historical development, and their application in both the military and corporate sectors. It covers the introduction of assessment centers in Indonesia by Telkom in the 1990s and their subsequent spread to other companies. The speaker also discusses the three key phases of assessment centers: pre-assessment, assessment, and post-assessment. Emphasis is placed on the essential skills and ethical standards for assessors, such as neutrality, concentration, and confidentiality, which ensure the accuracy and fairness of the assessment process.

Takeaways

• 😀 The Assessment Center method originated in the 1920s and 1940s, initially used for military officer selection in Germany and later spread to other countries.
• 😀 In the 1950s, the first use of Assessment Centers in industry was seen with AT&T, focusing on career management.
• 😀 By the 1960s, major companies like IBM and General Electric adopted the Assessment Center method for employee selection and development.
• 😀 The Assessment Center method gained global adoption by the 1970s, with over 1,000 companies in the U.S. using it for employee selection and promotion.
• 😀 In the public sector, the British Civil Service pioneered the use of Assessment Centers in 1945 for recruiting administrative staff.
• 😀 In Indonesia, the Assessment Center method was introduced by PT Telkom in the 1990s, with Fajar Bastaman playing a key role in its implementation.
• 😀 Assessment Centers became increasingly popular in Indonesia as an alternative to traditional selection methods like psychometric tests.
• 😀 By 2006, the Assessment Center Indonesia Association (ASTI) was established to educate practitioners and the public about the method's usage.
• 😀 The process of Assessment Center is divided into three phases: Pre-assessment, Execution, and Post-assessment.
• 😀 Assessors need strong skills such as neutrality, concentration, group decision-making, and the ability to provide constructive feedback while writing reports.
• 😀 Ethical guidelines for assessors include maintaining confidentiality, objectivity, professionalism, empathy, and avoiding emotional involvement or conflict of interest.

Q & A

What is the history of the assessment center method?

The assessment center method began in the 1920s to 1940s, initially used by the military in Germany for officer selection. It later expanded to industrial uses, with companies like AT&T in 1956 and IBM in the 1960s adopting it. By the 1970s, it had spread to over 1000 companies in the United States. In the public sector, the British Civil Service pioneered its use in 1945. In Indonesia, it was introduced by PT Telkom in the 1990s.

What are the main stages in the assessment center process?

The assessment center process is divided into three main stages: pre-assessment, the execution of the assessment, and post-assessment. The pre-assessment phase includes identifying needs, job analysis, defining competencies, and preparing assessment tools. The execution involves observing and recording candidate behavior. The post-assessment phase involves scoring, data integration, and reporting.

What was the role of PT Telkom in introducing the assessment center in Indonesia?

PT Telkom played a key role in introducing the assessment center method in Indonesia, starting in 1990. Before that, in 1980, they developed internal methods for selection and HR development. Mr. Fajar Bastaman, head of psychology at Telkom, was instrumental in implementing this method in Indonesia and received a prestigious award from the President in 1997.

How does the assessment center help in employee selection and development?

The assessment center method focuses on evaluating candidates through simulations and real-world scenarios to assess their behavior and competencies. This helps organizations make more informed decisions regarding recruitment, promotion, and talent development by observing how candidates respond in various situations.

What are the key skills required for an assessor in an assessment center?

Key assessor skills include maintaining neutrality to avoid bias, active listening, concentration, group decision-making, and providing constructive feedback. Assessors must also be able to write clear reports and manage group dynamics to ensure accurate evaluations.

What is the importance of objectivity in the assessment process?

Objectivity is crucial to ensure fair and accurate evaluations. Biases, whether cognitive (based on false perceptions) or social (based on stereotypes), can distort the assessment outcomes. Therefore, assessors must focus on candidates' behaviors rather than personal assumptions or external pressures.

How does scoring and data integration work in the post-assessment stage?

In the post-assessment stage, scoring involves assigning ratings based on the observations made during the assessment. Data integration brings together input from multiple assessors, often requiring discussion and consensus. This step ensures that the final evaluation reflects an accurate and unbiased assessment of the candidate's performance.

What is the significance of job analysis in the assessment center process?

Job analysis helps in defining the competencies required for a specific role. It involves collecting information about job responsibilities, necessary skills, and performance standards, which then guide the development of the assessment criteria and tools used during the assessment.

What are the ethical standards for assessors in the assessment center?

Assessors must adhere to strict ethical standards, including maintaining confidentiality, avoiding conflicts of interest, being objective, and refraining from discussing assessment results with candidates without proper authorization. These guidelines ensure that the process is fair, unbiased, and professional.

What challenges can arise in the integration of data from multiple assessors?

Challenges in integrating data from multiple assessors may include discrepancies in evaluations due to personal biases or differences in perspectives. To overcome this, assessors must collaborate, discuss the observed behaviors, and reach a consensus to ensure the final data accurately represents the candidate's performance.