GROUP 3

22PGHR074 ARUSHA JAIN

22PGHR088 NEHA BHARTI
22PGHR094 PRATEEK VARMA
22PGHR107 AARYA VAIDYA
22PGHR117 RAJAT MEHRA
22PGHR123 ADVAIT SHINDE

(a) What is the core purpose of the Assessment Centre at AT&T? How is it

related to it Manpower Planning and Talent process of the organization?

The core purpose of an Assessment Centre at AT&T is to evaluate the potential and
capabilities of employees or job candidates to perform specific job tasks or roles. The
Assessment Centre typically uses a combination of tests, simulations, interviews, and
group activities to assess skills, abilities, knowledge, and competencies.

The Assessment Centre is related to the Manpower Planning and Talent Process of the
organization as it provides critical data and information that is used in talent
management and human resource planning decisions. The results from the Assessment
Centre can be used to identify areas for training and development, as well as to make
informed decisions regarding promotion, succession planning, and staffing needs. The
Assessment Centre also provides a means to assess the talent pool and identify high-
potential employees who can be developed into future leaders and executives.
(b) How is the Assessment Centre designed? How are the exercises

identified and mapped to different competencies/skills?

The AT&T assessment center is designed to assess the skills and competencies of individuals
in various job roles. The exercises used at the center are carefully selected and mapped to
specific competencies and skills required for the job role. This helps to ensure that the
participants are evaluated accurately and fairly on the relevant abilities required for the job.

The assessment center includes activities such as group discussions, role-plays, case studies,
in-basket exercises, etc,. It simulates real-life scenarios that an individual might encounter in
the job role. The assessors use these exercises to evaluate participants' competencies like
communication, problem-solving abilities, teamwork, leadership, time management, and more.

The mapping of the exercises to specific competencies is done by thorough analysis of the
job role requirements and the skills and abilities required to perform the role effectively.
This mapping helps the assessors to accurately evaluate the participants and give relevant
feedback on their performance.
 (c) How is the Assessment Centre implemented?

Choose Select

assessment assessors

which are

methods
experts &

(interviews,

Curation unrelated to

Define the
simulations
Plan the

candidate
assessment
etc.) and
logistics like

center's
standardization
venue and other

aims and
of ancillary
objectives assessment
needs
Continuous
materials Evaluation Execution
improvement
of results and
of
and quality
providing
the
control of the
effective
assessment
center feedback center
(d)How are the participants are assessed?
In the case, the participants are assessed through a comprehensive evaluation process called the "Managerial Assessment of
Potential" (MAP). This process includes several components that aim to provide a comprehensive and holistic evaluation of
the manager's potential for future success within the company. Together, these components provide a comprehensive
evaluation of the manager's abilities, skills, and potential for future success within the company.

AMPA program: This is a In-Basket: A series of Problem Solving Complex Business Game Personal Interview: The
comprehensive training simulated work-related exercises: The manager (Investment Problem): A manager is interviewed by
program that covers problems and tasks that is presented with a complex business game that a senior executive of the
requires the manager to company. The purpose of
various business and the manager must series of problems to
make decisions and solve the interview is to assess
leadership skills. The complete within a solve, either individually
problems in a simulated the manager's
AMPA program is specified timeframe. or as part of a team. It business environment. This
communication skills and
designed to prepare the This exercise is used to assesses a manager's exercise is used to assess
their potential for future
manager for higher-level assess the manager's problem-solving and the manager's strategic
success within the
management positions time management and decision-making thinking and problem-
company.
within the company. decision-making skills. abilities. solving abilities.

Group Discussion
Group Discussion (Riverview):
(Riverview): In thisIncomponent,
this the Paper and Pencil tests: Includes standardized
component,
manager the manager
participates in a participates in a group
group discussion exercise with assessments of cognitive ability and personality traits,
discussion
other exercise
managers. with other
The purpose managers.
of this exerciseThe
is to assess used to provide objective data on the manager's abilities
purpose
the of this
manager's exercise isand
interpersonal to communication
assess the skills, and tendencies, which can be used with the other
as well as their
manager's ability toand
interpersonal workcommunication
effectively in a team components of the MAP to make an assessment of the
setting.
skills, as well as their ability to work effectively manager's potential for future success.
in a team setting.
 (e)what is the role of feedback in the development process of the

individuals/participants?

Feedback engages,
Effective feedback
Providing opportunities

motivates and improves

addresses 3 important
to close the gap

achievement questions: between current and

1: Goals (Where is the

desired performance
individual going?)
2: Progress (How is he

getting there?)
3: Consequences

(Where next?) Simplifies the

It leads to acquiring

improvement process

more and/or different

of self-assessment or

information
reflections in learning

Helps learners detect

their mistakes and what

Inspiring positive

alternative strategies

motivational beliefs
would lead to a better

outcome
(f) Compare and contrast the experiences shared by Walter and Donna.

Walter’s Experience: Donna’s Experience:

While AMPM is a useful tool for AMPA featured intense rivalry. The
assessing some talents, it is not a entire time, she had pressure and
reliable predictor of your daily anxiety. Group activities resembled
productivity. It should only be one playing games more than working in
of the factors considered while a professional setting.
making judgments on promotions. She only found paper and pencil
Paper-pencil and psychological tests useful, and she thought the
tests turned him off since they made time constraints were unreasonable.
him feel like a test subject being She had doubts about the
observed. evaluation as the feedback didn't
The activities were interesting, and match her prior workplace
the assessors were excellent. It was experiences. Overall she was
a competitive environment. disheartened and sad.

 (g) Based on the experiences shared by Walter and Donna, how an

organization should prepare participants for such an assessment process.

Participants
The simulations
Constructive and

Evaluation
Continuous hand
should get clear
practical feedback

and exercises

process must be
holding and
instructions and
employed for the
should be given to

fair and the

appropriate
expectations
participants in

assessment of

process must
training must be
regarding the
order to assist

participants must

provide all
provided for
assessment
closely represent
them understand

candidates a
improved
process, including
their painpoints

reality and

psychologically
performance the goal, and emphasize

shouldn't be

safe environment structure, and

upon

fantastical
evaluation
improvement

standards. areas

THANK
YOU