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

7
Implementation of the STEP Program for Strategic Human Resource Management

Melany E. Baehrand Donald M. Moretti

The STEP program was designed to facilitate a wide array of human resource management procedures applicable for higher-level professional, sales, technical, and management personnel described in Figure 1.1 in Chapter 1. These procedures include those relating to the job, such as job clarification and design; personnel procedures such as selection, promotion, performance appraisal, and career counseling; and organization-wide procedures such as succession planning and reassignment. The implementation of these procedures will be described later.

The information used to implement these procedures is obtained from the two professionally constructed measurement systems that underlie the STEP program. The job-analysis procedure is the anchor for the STEP program and a prerequisite for the implementation of any human resource application of STEP. The job analysis is implemented through the use of the Managerial and Professional Job Functions Inventory (MP- JFI)--Importance, which is described in detail in Chapter 2. The instrument is used to identify the relative importance of the functions to be performed in the position for overall successful job performance. The MP-JFI, with a different response mode, is used to determine the respondent's perceived level of ability in each of the identified job functions. This procedure is described in Chapter 3. The development of a managerial and professional test battery to measure the qualifications (abilities, skills, and attributes) of the individual is described in Chapter 4, and its validity is investigated in Chapter 6. The test battery is available in three different formats to efficiently implement some of the different human resource management applications described in the following section.

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