Thesis analyze and assess the Assessment centre in banking company.

Tato práce popisuje teoretická východiska pro využití Assessment Centre. Hlavní zaměření je na výběr zaměstnanců. Analýza je zaměřena na nábor zaměstnanců na značkové prodejny telekomunikační společnosti. Hodnotí současný stav celého náborového procesu. Na základě analýzy nedostatků navrhuje nové postupy pro celý proces výběru nových zaměstnanců

Assessment centre is very useful and popular method for selection of employees on various positions. It has been used for already several decades all over the world. There are many tasks and tests, which can be used, but selection of criteria and training of assessors are important too. When Assessment centre is over and candidates have gone, meeting of assessors begins. At the meeting the assessors identify, which candidate is acceptable for a given position and which is not. At this meeting outputs and feed backs are worked out and this outputs are passed along to contracting autority and to candidates. One example of real Assessment centre is mentioned in second part of this graduation theses. It also contains a research, which aims to figure out what the validity of this particular Assessment centre is.

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The goal of the submitted thesis: "Assessment and Development Centre Analysis in business conditions" is to analyse selection process of employees in company. The first part is concentrated on explanation of the term assessment centre, like one of the method. In the second part I describe the process of assessment centre in specific organization.

Final thesis concentrates on the issues of recruitment and selection of employees with emphasis on the method Assessment Centre. It consists of a description of this process in ČSOB and moreover it examines the differences between internal and external form of AC. A fluctuation of employees who are chosen by this way is used as an evaluation criterion of propriety of a selection method.

The main goal of my diploma work is to analyse methods of staff recruitment in the company. Recruitment of staff is one of the key activities in a company. It is a process that deals with candidate´s competence, whether he will be able to perform a work at the given position according to specified criteria. There are a lot of methods of staff selection. The most widely used of them is an interview, an assessment centre, aptitude tests and a questionnaire. In the first part of my diploma work I deal with basic characteristics of staff recruitment and selection, methods of staff selection, especially with the interview, assessment centre and aptitude tests. In the second part of my diploma work I describe the system of staff selection in the unnamed company that offers audit, tax and advisory services, and analyse staff recruitment and selection there. On the basis of gained information I created SWOT analyse that defines strengths, weaknesses, opportunities and threats in a company.

The thesis deals with the analysis of the component parts of the selection procedure for the middle and lower levels of management, such as psychodiagnostic methods and assessment centre. It describes and analyses their implementation in one branch of the multinational company in the Czech Republic. The company specialises in the wholesale trade of goods, being it food or non-food products. The first part of the thesis is aimed at theoretical notions and principles of the selection procedure. The main stress is put on the importance of individual forms of the selection procedure and the choice of selection methods. The practical part is concentrated on the introduction of the company, further on practical steps of the selection procedure in the company with enumerating concrete data, comparative graphs and outputs from the selection procedure. The evaluation test methods for lower and middle levels of management are elaborated in great detail there.

The dimploma thesis Comparison of AC and selection interview in process of employee selection in a bank institution is focused on comparison of financial, time and organizational difficulties of these two methods. The theoretic part defines basic terms as employee selection, Assessment Centre and selection interview. The Practical part compares process of selection in a bank institution for business positions. The thesis states time frame of each of the methods, defines invovled employees in processes, evaluates the processes according to costs and in the end copares results from selection interview which took place during AC and the overall results from AC.