| With the development of market economics and as the organization pays greater attention in selecting talents, the assessment center, as one of the methods of assessing, selecting and training of administration personnel especially senior officials, is playing a more significant role in the human resource management in all enterprises and institutions. To study systematically the assessment center can enrich the personel psychology theories, complete contemporary talent assessment theories. Besides, through systematical standard research of its method and its operating system, it provides important design and operating references to the great majority of professional assessors. Thus, the study has high practical values.The present dissertation is based on the assessment technique of our assessment center used in talent selection and assessment for enterprises as well as in the evaluation of government professional manager during the past three years. We've analyzed in succession the relevant data of more than 600 assessees. Through analyzing these data, such as comprehensive applied articles analysis, on-the-spot study, multitrait-multimethod matrices, confirmatory factor analysis, generalizability theory analysis, etc., we've studied systematically assessment center concept, valid operating procedure, construct validation, criterion validation and other elements that influencing the validity of the assessment center, and we've got following research results and conclusions:1. On the basis of comprehensive applied articles analysis and practical experiences, we propose the operation concept of the assessment center and also summarize the essence and connotation of the assessment center. We think "emphasizing the comprehensive application of multi-technique and multi-method, making common assessment conclusion by several assessors, the assessing technique of which the starting point is the work content and the duty quality requirement acquired through analysis of the job to be assessed, using job-related simulations exercises highly related to the job to be assessed" is the basic foundation which ensures the assessment center to make efficient quality evaluation of the assesses.2. Through on-the-spot study and sum-up of practical experiences, we propose that the effective operating procedure of the assessment center can be carried out as four steps: job analysis, scene design and technique developing, assessment execution and observation score and, comprehensive assessment. The dissertation has given detailed operating description on each step.3. The test and research concerning the construct validation of the assessment center indicate that it's not very ideal. The result of multitrait-multimethod matrices study supports the hypothesis of role congruency model. We also obtained a construct model of which the potential variable is the assessment scene and we think that the main element that influences the assessment result of the assessment center is the assessment scene instead of the assessment dimensions.4. The test and research concerning the predictive validition of the assessment center indicate that it's quite good. However, it shows a certain discrepancy regarding different tendency. To be more concrete, the assessment center is more efficient in assessing personnel promotion than in assessing work achievement, more efficient in assessing work achievement of administration job than that of technical job.5. The dissertation compared systematically the assessment validity among different assessment methods such as assessment center, psychological test and interview. Our study and research indicate that compared with traditional methods such as interview and psychological test, the assessment center is more precise in assessing staff promotion. It has also some advantages in assessing work achievement of administration personnel. But regarding the assessment of work achievement of technical job, the assessment is less efficient than psychological test and is...
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