Publication review: The position and importance of assessment centers in reducing employee turnover
PETROVÁ, G. – ZIMANOVÁ, R. 2018. Postavenie a význam assessment centier pri znižovaní fluktuácie zamestnancov. Praha: Česká andragogická společnost, z.s., 2018. 72 s. ISBN 978-80-906894-6-6.
In three chapters, the publication offers an elaboration of the issue of development centers from the point of view of stability and employee satisfaction, as well as work motivation. It draws attention to development assessment centers, in order to find connections and correlations with stability, employee turnover, job satisfaction, and work motivation.
The first chapter addresses employee education and development, defining basic concepts such as human capital and human resources, and the psychological essence of work in relation to human resources. Development centers are an element that helps management keep individuals with potential motivated, which can subsequently be reflected in the quality of work and a positive relationship with the organization. Further parts of the first chapter deal with education, development, and investments in human capital, viewing education and training, or corporate and company education, as one of the most significant activities related to the development of human existence in general, referring to other authors. They draw attention to development programs in the organization, i.e., the level of employee development, which represents further education, expansion of qualifications in connection with the development and shaping of the employee's personality and potential oriented toward career.
The second chapter addresses employee turnover and stability in competitive conditions. Turnover has become a common phenomenon in society, and successful organizations have understood that investments in employee education and development, as well as creating conditions for their stability and satisfaction, are less costly than constantly replacing quality employees. One of the factors of turnover of a corporate nature may be absent motivation. Motivation is generally understood as a driving force, and without effective employee motivation, the prosperity and development of the organization cannot be assumed. The development center method focuses on motivating employees from whom we expect greater responsibility, work performance, and motivation for other employees.
The third chapter is devoted to assessment centers and their importance in reducing turnover. Among a range of effective employee development tools, the development center method is becoming increasingly popular. It can be used in various ways, with the authors focusing on the use of assessment and development centers (AC/DC) within employee development and diagnostics. The publication describes the basic characteristics, principles, and purpose of AC/DC. For the lay reader or for those readers who would like to better understand this method, it would be appropriate to include at least one specific example of how this process works in practice. The objectives of development centers have undergone changes in recent years, with attention shifting from selection to employee development as an effective method that has a significant impact on employee stabilization and satisfaction, thereby reducing the risk of employee turnover. Companies often use development ACs to ensure the stability of key employees. The publication contains examples of practical experience associated with the application of AC/DC in connection with the stabilization of primarily key employees. The DC method enables qualified decision-making on the optimal approach in three directions of development: advancement in the hierarchy and corresponding development, deepening and increasing competencies and expertise, and acquiring additional competencies and expertise through their expansion. According to the authors, the DC method represents one of the most reliable tools for discovering potential, mapping characteristics, defining strengths and weaknesses, and identifying development needs for future career progression.
The final part is devoted to the position and competencies of the professional andragogue in DC. In conclusion, based on the foregoing, the authors state that development centers have a significant impact on employee stabilization and satisfaction, and are an investment that brings prosperity while also being one of the interesting tools for reducing turnover.
Although the publication is brief, it is written in a readable and accessible style, focusing on the theoretical foundations of the various phenomena in the given issue, as well as the justifications and results of experience or research on why to use this modern tool not only in the employee selection process. We would recommend it to university students as well as to human resources professionals. This volume appropriately complements the portfolio of current topics in the Czech and Slovak andragogy series.
Author: Mgr. Lenka Flikingerová
List of References
PETROVÁ, G. – ZIMANOVÁ, R. 2018. Postavenie a význam assessment centier pri znižovaní fluktuácie zamestnancov. Praha: Česká andragogická společnost, z.s., 2018. 72 s. ISBN 978-80-906894-6-6.