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Transporting Assessment Centers Across Cultures:
A Roundtable Discussion on Challenges and Opportunities

It has been noted that the dynamic globalization of talent management systems is generating an increasing need to transport assessment centers from one culture to another.  (See the Extension to the Assessment Center Guidelines, Draft presented at the 2006 International Congress on Assessment Center Methods).  Most talent management approaches designed to select, assess, develop and promote global talent require some degree of adaptation to ensure their relevance and utility as these systems are deployed across geographies and cultures.  Because of the multiple components within an Assessment Center (written and role-played stimulus, assessor observation and evaluation, reporting and feedback, etc.) there are numerous practical and methodological issues to be considered.  This roundtable will provide participants with an opportunity to share successes, ongoing challenges and recommendations targeting strategies for dealing with multicultural deployment of assessment centers.

 

James Kauffman leads a client implementation team based in Pittsburgh . This team is responsible for designing, implementing, and refining new applications and solutions to effectively meet client business needs and provide a demonstrable ROI. 

Dr. Kauffman has over 15 years of experience creating solutions for selecting, developing, and retaining personnel at all organizational levels. Before joining Development Dimensions International (DDI), Dr. Kauffman was the manager of personnel selection systems for a large telecommunications company, and prior to that, director of Personnel Research and Development for a 65,000-member Latin American corporation.

At DDI, Dr. Kauffman has worked across industries with clients including Bank of America, Wachovia , Georgia -Pacific, BHP, Children’s Healthcare of Atlanta, BP, Cingular Wireless, Sunrise Senior Living, and Coca-Cola.  

Dr. Kauffman received his Ph.D. in industrial/organizational psychology from Central Michigan University .

 

 

Mina Sipe is a consultant at DDI who is responsible for designing, implementing, and refining new solutions and applications to effectively meet client business needs. In addition, Dr. Sipe is involved in educating DDI’s international associates on new assessment technologies and solutions. Since joining DDI in 2005, Dr. Sipe has managed or played a key role in selection, testing, and executive assessment projects and has worked with global organizations such as Proctor & Gamble.

Dr. Sipe received her Ph.D. in industrial/organizational psychology from the University of Maryland .