Predicting Success in Higher-Level Positions: A Guide to the System for Testing and Evaluation of Potential

By Melany E. Baehr | Go to book overview
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4
A Review of the Procedures and Measures Used in Employee Evaluations and the Development of the Managerial and Professional Test Battery
The two major considerations in the development of a process for the evaluation of potential new hires and current employees were the types of measures (such as cognitive abilities, personality attributes, and background data) to be used and the procedure that would maximize the objectivity and validity of the measurements in industrial settings. At the outset, the objectives and expected users of the STEP program determined some of the requirements with respect to both content and method of measurement. Some of these requirements are listed below.
1. Where there are significant differences in the functions performed by different occupational groups there should be corresponding differences in the measured abilities, skills, and attributes (ASAs) of the employees who perform them.
2. The process should provide, for individuals or for occupational groups, valid measures over a wide spectrum of human ability and behavior.
3. The process should be time- and cost-effective for large-scale use in organizations and should also be legally defensible.
4. The process should be usable by qualified human resource personnel in organizations, human resource consultants, clinicians, and vocational counselors with minimum specific training in the administration of the program.
5. The process should not serve a single human resource function, such as initial hiring, but should be applicable throughout the individual's career in the organization including personal development, gauging promotability, career pathing, and succession planning.

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