Designing a Process Model of Intelligent Assessment Centers for the Establishment of a Meritocracy System in Government Organizations

Abstract

The present study aimed to design a process model of intelligent assessment centers for the establishment and strengthening of a meritocracy system in government organizations. This study was conducted using a qualitative approach with an applied-developmental orientation and an exploratory purpose. The methodological strategy was thematic analysis, which was employed to identify and conceptualize the dimensions and components of intelligent assessment centers in the public sector. The research participants consisted of 15 experts in the fields of human resource management, assessment centers, digital transformation, artificial intelligence applications, and public administration. Participants were selected through purposive and snowball sampling techniques based on their professional expertise and practical experience. Data were collected through semi-structured interviews and analyzed using a systematic thematic analysis process involving coding, categorization, theme development, and model construction. To enhance the rigor and trustworthiness of the findings, credibility, dependability, confirmability, and transferability procedures were employed throughout the research process. The findings resulted in the development of a comprehensive process model consisting of four overarching dimensions: input, process, output, and consequence. The input dimension included legal frameworks and administrative requirements, smart competency orientation, digital maturity and organizational readiness, and intelligent technologies and infrastructures. The process dimension comprised digital assessment process design, smart assessment methods and tools, data management and decision-support analytics, and validity, reliability, and ethical governance of assessment. The output dimension encompassed competency assessment results and analytical decision-support reports. The consequence dimension included feedback, development and continuous improvement of human capital, enhancement of human resource decision quality, promotion of meritocracy, reduction of subjectivity, increased organizational justice, and improvement of human resource governance quality. Overall, the model demonstrated that intelligent assessment centers function as integrated socio-technical systems that combine competency-based assessment, digital technologies, data-driven analytics, and governance mechanisms to support transparent, objective, and merit-based personnel decisions. The proposed model provides a comprehensive framework for implementing intelligent assessment centers in government organizations and offers a practical pathway for strengthening meritocracy through competency-based evaluation, algorithm-supported decision-making, transparent assessment procedures, and continuous human capital development. The integration of technological, organizational, ethical, and governance dimensions enables public organizations to improve the quality, fairness, accountability, and effectiveness of recruitment, promotion, appointment, and talent development processes.