ABSTRACT
The history of applications of assessment centers (AC) is sprinkled with miserable failures and glorious success stories. This chapter presents 10 factors leading to failure of ACs and 10 factors leading to sustainability of ACs. An AC is doomed to fail if the designers neglect to identify dimensions or competencies that are central to the purpose of the AC and the corporate strategy for talent management. An AC in a high-stakes selection or promotion program will fail if the detailed content of the simulation exercises is made known to candidates. An AC program that exceeds the organization's resources of space, staff, cost, and so forth will soon disappears, if the organization has not established its economic utility. Applications of the AC method are guided by sets of standards promulgated by various professional groups around the world. Human resource management (HRM) and industrial/organizational psychology are dynamic fields. Advances in theory, research, and practice are continually offering opportunities to improve AC programs.
