rmance evaluations are made in most organizations, however, subjects the process to bias and inadequate evaluation. In turn, the potential for bias and inadequate evaluation often are the sources of organizational conflict, particularly when such performance evaluations serve as the basis for the selection of an individual for participa tion in an organizational management development program.
An organizational need exists, therefore, for a perfor mance evaluation procedure which will simultaneously satisfy an organization's human resources management demands, and mini mize the potential for the development of organizational con flict. It is hypothesized that the application of the assess ment center concept would satisfy each of these sets of organi zational demands.
Through the research reported in this study, the intent was to demonstrate that application of the assessment center concept to the organizational performance evaluation function can both satisf
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