Cross Cultural Considerations in Assessment Center Design
In the context of the globalization of management, human resource professionals are now required to design global staffing systems. The current presentation provides an overview of some considerations often overlooked but crucial for the development and implementation of effective international staffing practices. Issues pertaining to cross-cultural similarities (i.e., etic considerations) and differences (i.e., emic considerations) must be accounted for. However, further reflection is required to determine whether incorporation of these issues will result in functional benefits or constraints for assessment centers. We will discuss the merits as well as the disadvantages of designing international assessment centers based on an approach that is purely emic, purely etic, and one that combines components of the two approaches
Speaker
Anuradha Chawla
University of Guelph
Anuradha Chawla is a consultant with Organization and Management Solutions. She specializes in aiding organizations enhance the retention of high-performers through recruitment, selection and high-performance work practices. Most recently, she has lead projects requiring the delivery of tailored, experiential training workshops, designing selection strategies and tools for companies, implementing selection systems, and providing expert evaluation of the defensibility of national and international selection practices. Ms Chawla is also completing her doctorate degree in the Industrial-Organizational Psychology Program at the University of Guelph, Canada.
Speaker
Sebastien J.R.J. Houde
University of Guelph
Sebastien J.R.J. Houde is a consultant with Organization and Management Solutions and is presently pursuing his PhD. in Industrial/Organizational Psychology at the University of Guelph. He has worked on various projects, primarily focusing on the development and implementation of customized selection systems for public and private sector organizations. He also delivers training on conducting structured interviews for assessment of individuals in managerial and non-managerial positions. As well, he has experience in evaluating tests and other measurement tools, and job analysis. He has been involved in research on attitude measurement and bias as well as workplace safety. His current research interests focus on trust and leadership and the cultural intelligence of leaders.