No organization, regardless of its character, can rise higher than the
quality and competency of its supervisory officials.
—AUGUST VOLLMER (Peak, K., Gaines, L. &
Glensor, R, 2010, p.4)
The important part people
in these positions play in human resource management is undisputed; they
communicate, negotiate, train, evaluate, discipline, and deploy and must be
sensitive to subordinates’ needs and administrative goals and objectives. (Peak,
K., Gaines, L. & Glensor, R, 2010, p.4). Every organization needs to
use human resource management requires adopting the practice of assessment
center. This includes a series of tests and activities as well as simulation
exercises aimed at selecting the right personnel for the right role in the
organization. The assessment center
process requires components as well as a number of assessors who monitors the
performance of personnel throughout the process.
Using the assessment
centers in the process of hiring and promoting personnel are both useful to
the organization as well as the employees themselves. They allow organization
or department to know how one reacts in working environment that is similar
to any other former working experience. They are good in selecting the potential
candidate for a certain position or for promotion. Assessment centers are
also beneficial in instilling a sense of knowledge and skills needed for the
role taken by the officers (Weiner, 2013). In essence, it serves as a job
preview to test the likeliness of a person in enjoying the real organization
culture. One is able to decide the fitness of the role in the workplace. The
policing department will require the assessment center as in any other
Promoting a person will
require the competencies and skills that the organization may be looking
after. Among the factors influences whether to promote or not includes the
nature of work, the structure of organization and the workforce diversity.
Having assessed the personnel and relying on the organization culture. By
assessing the competence to hold certain officers, the management will be
able to know who to take certain roles and who deserves a promotion (Folsom
& Boulware, 2004). After assuming a high position, it is likely that one
may face challenges such as coping with the pressure in the position,
accepting the culture and pressure from them that depend on the new position
for them to work better.
Folsom, W. D., & Boulware, R. (2004). Encyclopedia
of American business. New York: Facts On File.
Peak, K., Gaines, L. & Glensor, R. (2010). Police
supervision and management in an era of community policing (3rd ed.)
Upper saddle, NJ: Pearson Education, Inc. ISBN: 9780135154663
Weiner, I. B. (2013). Handbook of psychology.
Hoboken, N.J: Wiley.