|M.Sc Student||Rinat Livni|
|Subject||The Predictive Validity of Assessment Center of the|
Company "Osem" in Predicting Performance at Work
|Department||Department of Industrial Engineering and Management||Supervisor||Dr. Vilnai-Yavetz Iris|
|Full Thesis text - in Hebrew|
The purpose of this research is to examine whether the assessment centre of the company „Osem“ is an effective selection tool for entry level management positions by examining its predictive validity regarding the applicant's success in his future position.
The research examined the selection tool as it was applied in the company „Osem“, an industrial food producer.
As aforementioned, this research examined 74 empoloyees ,at the age of 25-43 of the company's entry level management.
Examining the predictive validity required an examination of the correlation between the applicants' scores at the assessment centre and the evaluations they received from their supervisors a year after their joining the company at entry level. The research found a significant positive correlation between the total evaluation score at the assessment centre and the supervisor's evaluation.
In addition, this research examined the regression between the six dimensions that were evaluated at the assessment centre and the general supervisor's evaluation score as well as scores in the dimensions of professional and inter-personal ability. In the general regression equation it was found that only organizational ability predicted the general supervisor's evaluation. None of the other dimensions predicted the general supervisor's evaluation, nor the supervisor's evaluation in the dimensions of professional and inter-personal ability. Also when the supervisor's evaluation was examined in the dimension of professional ability it was found that only the dimension of organizational ability predicted the supervisor's evaluation of the professional ability.
Furthermore, a comparison was drawn between the validity of the assessment centre and the interview as a predictive tool. The research found a significant difference between the two groups both in the general supervisor's evaluation and in the dimensions of professional and inter-personal ability. One can therefore conclude that employees who passed an assessment centre are more positively evaluated at their work
Even though this research did not find correlations between most of the dimensions of the assessment centre and the general supervisor's evaluation or the supervisor's evaluation, it seems that the employees that passed an assessment centre received higher supervisor's evaluations than employees who passed an interview. In addition, a high correlation was found between the general evaluation that was given at the assessment centre and the general supervisor's evaluation.
It is therefore possible to say that the tool „assessment centre“ which is currently employed in „Osem“ provides a good platform for selecting employees for entry level positions.