Definition
The in basket technique is probably one of the best know
situation or simulation exercises used in assessment centres. It is a method
of acquainting new or promoted employees
with the complexities
of their jobs
by presenting them with a range
of problems
they might find in their 'in basket'
when they take up the job. It also
helps in acquainting employees about their job where a number of problems are
kept in the "in-basket" (usually kept on the desk of the employee).
The worker has to look at the problems which could also be complaints from
different employees and simultaneously deal with those problems. As the
employee solves these problem, he/she transfers them to the
"out-basket". This technique is mainly used in selection and
training of employees.
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How does this technique work? |
How the in-basket works:
In this technique, the trainee or interviewee is given some information about the role to be played such as, description, responsibilities, general context about the role. The trainee is then given the log of materials that make up the in-basket and asked to respond to materials within a particular time period. After all the trainees complete the in-basket, a discussion with the trainer takes place. In this discussion the trainee describes the justification for the decisions. The trainer then provides feedback, reinforcing decisions made suitably or encouraging the trainee to increase alternatives for those made unsuitably. A variation on the technique is to run multiple, simultaneous in baskets in which each trainee receives a different but organized set of information. It is important that trainees must communicate with each other to accumulate the entire information required to make a suitable decision. |
Scoring |
As a means of providing
the satisfaction of a specific measure of performance, a simple scoring system
may be developed during the discussion. For example, the group might use “5” to
indicate an extremely good answer, and “1” to indicate a very poor one with
others slotted in between.
Assessors can score the candidates on the following; the importance given to each point will vary according to the behaviour’s required for the job. • How well the candidate has identified the ‘Key’ issue of the item. • Candidate interpretation of the information provided. • Ease and speed with which the interviewee has arrived at their decision. • The way in which the information has been evaluated. • How effective the actions / decisions are in dealing with the presented problem. |