کاربرد کانون ارزیابی و تحلیل شغل در تعیین شایستگی‌های مدیریتی

The aim of the current research was to determine Assessment Center (AC) competencies and dimensions via job analysis and provide consistency of assessor's judgment, also determine relation between job complexity and AC dimensions. Statistical population consisted of all managers of the different organizations of Isfahan, whom 200 mangers were selected via convenient method and assessors were trained, considering seven steps of AC and integrated by same frame of reference in their judgment. Managers’ job analysis was performed via the Professional and Managerial Position Questionnaire (PMPQ) and the complexity subscale of job analysis was considered as dimension with salient role in manager competency. Then, assessors scored managers via simulation exercises and Flanagan Industrial Test (FIT) on dimensions or competencies. The six category embedded 22 dimension was specified via exploratory factor analysis. The confirmatory factor analysis findings were administered for each of evaluators in dependently and indicate desirability of six factor model. Also, the relation between job complexity in job analysis and correspondent obtained competencies were high. The findings indicate that job analysis is important in two aspects, first validation of AC finding, second in determining competencies dimensions. Thus, Assessment centers and job analysis can be used to diagnose and assess managerial competencies.