ABSTRACT
The assessment center process of making behavioral observations, evaluating performance on dimensions of professional effectiveness, and predicting future success yields a vast amount of information about each individual. We have seen that these observations and evaluations can be made with a high degree of consistency and accuracy. However, whether the information has any practical value for the individual, managers in the organization, and the entire organization depends on how it is used. Just because the assessors are able to make accurate observations and judgments does not mean that the information will be helpful to anyone else. The value of the information depends on whether or not:
feedback is given in a timely fashion to the appropriate people; reports are delivered sensitively by a creditable person; clear examples of both positive and negative results are included in the
reports.
