Avery received his Ph. His primary research interests are in workforce diversity including, but not limited to racioethnicity, sex, age, experience, religion, and culture and employee input mechanisms.
He is perhaps best known for his work on diversity climates, which has established them as: a instrumental in reducing demographic dfferences in employee engagement, absenteeism, turnover, and individual performance and b key drivers of unit-level customer satisfaction and sales growth. Presently, he is an associate editor of the Journal of Business and Psychology and has served on the editorial boards of numerous top tier journals in recent years.
His publications total more than 60 articles and chapters and this research, which has earned commendation from the Academy of Management, has appeared in various outlets such as the Journal of Applied Psychology , Personnel Psychology , Organization Science , Organizational Behavior and Human Decision Processes , and the Journal of Organizational Behavior. Veronica Gilrane is a manager on the People Analytics team at Google where she analyzes data, designs experiments, and implements findings related to workplace diversity and inclusion.
Her areas of focus include: ensuring fairness and equity in people processes and creating an inclusive and intuitive environment for all employees regardless of background. Recently, Veronica published a re:Work blog post articulating Google's philosophy, analysis, and latest findings regarding pay equity. Before joining Google, Veronica received her Ph.
This workshop combines a critical evaluation of these approaches with practical guidance for their implementation within organizations. This workshop will present a critical evaluation of these new approaches, summarizing existing empirical research and discussing their reliability, validity, utility and impact upon the candidate experience.
The presenters will also address the practical, legal, and ethical challenges of piloting and deploying such assessments within an organization, based on their own experiences and those of their practioner peers.
This will include evaluating the psychometrics of new types of assessments, consideration of how to communicate new assessment techniques, and walking the fine line between encouraging innovation and cautioning against too much risk.
Some experience implementing traditional or new pre-hire assessments will be helpful. Prior to Shell, Ben worked for over a decade at IBM Kenexa in various senior consultancy and product research and development roles. Ben is the author of numerous articles and chapters on the use of technology to assess and predict workplace behaviour.
Ben is also Co-Founder of Blackhawke Behaviour Science, a UK- and US-based consulting practice that researches entrepreneur behaviour in order to enhance the decision making of venture capitalists and other investors in startup companies. Christina has over fifteen years of experience in talent assessment and talent management. Prior to Two Sigma, Christina was Senior Manager, Selection Specialist for Macquarie Group with responsibility for selection assessments, competency modeling, and organizational analytics.
She began her career as a consultant with APT Metrics focusing on litigation support, job analysis, competency modeling, and test validation. Christina holds a Ph. She has a B. Abstract : Mindfulness is becoming an increasingly popular organizational intervention. Both research and practice related to mindfulness in the workplace are in their early stages, yet they are progressing rapidly.
This workshop brings together leading organizational researchers and practitioners to review state-of-the art research and application of mindfulness in the workplace. Research has shown that mindfulness practice has many positive effects on the well-being and effectiveness of employees at all levels, as well as on organizational outcomes.
This has made mindfulness an increasingly popular intervention in organizations. Both academic research and applied practice related to mindfulness in the workplace are in their early stages, yet they are progressing rapidly.
This workshop will review recent developments in both areas and their implications. Intended Audience : Intermediate : This workshop is for individuals who have some prior exposure to mindfulness and are looking to deepen their understanding of research related to mindfulness and its application in organizations.
It is appropriate for both researchers and practitioners with an interest in the areas of employee well-being and performance. He earned his Ph. His work has been published in multiple academic journals, including the Journal of Management , the Journal of Psychology , the Journal of Applied Behavioral Science , and the Journal of Leadership and Organizational Studies.
He regularly delivers speeches to leading organizations on the topic of mindfulness at work. In this role, he seeks to create a deeply rooted, mindful culture at Aetna, where he has led the development of numerous internal programs. Andy is a recognized expert in bringing the benefits of mindfulness to organizations. He has been teaching mindfulness in companies since He also teaches the Mindfulness Based Stress Reduction program in his community. Before focusing on mindfulness, Andy had a career in human resources.
He and his colleagues have developed evidence-based theory regarding the workplace integration and impacts of mindfulness. His ongoing studies explore the diverse impacts of mindfulness interventions in organizations, including customer service, engagement, feedback, and leadership. Chris supports the thriving of individuals and organizations through the design and assessment of mindfulness programs. Presenters : S.
Tippins, Principal, The Nancy T. Tippins Group. Abstract: Scientific knowledge and best practices in employment testing are changing rapidly, and practitioners may be challenged to keep up. Full Description: Employers need credible and substantive evidence to support the validity of selection procedures.
I-O practitioners conduct hundreds of research studies every year to provide that evidence. Research methodology was part of our graduate education; however, that knowledge may be outdated incorrect, even , faded with time because, alas, we forget , or otherwise need refreshment. The external environment and the settings and our understanding of the science of validation have evolved.
This workshop will focus on traditional validation, and evolving methods, tools, and practicalities in organizations related to obtaining, evaluating, and using validity evidence.
We will address best practices for various strategies for obtaining relevant, high-quality validation evidence, explain how the new edition of the Principles deals with them, and discuss impacts of the changing environment. Intended Audience: Intermediate : General audience at the post graduate level. The workshop is intended for I-O professionals and HR practitioners who conduct or oversee validation research for selection purposes in organizations.
Understanding of basic statistical methods, including correlation and regression and general knowledge of validation research, terminology, and legal requirements is expected.
Learning Objectives: Upon completion of this workshop, participants will be able to:. During his career, he consulted with clients on a wide variety of issues and served as an expert in litigation. His consulting work included audits of existing selection procedures and development and validation of an array of scientifically based assessment tools. Fred Oswald is a Professor and Herbert S. His research, projects, grants, and legal work address personnel selection measures developed, implemented, and refined within corporate, educational, and military contexts.
To learn more about his ongoing research, check out workforce. Tippins Group, LLC, where she brings more than 35 years of experience in employment testing. She spent the first 20 years of her career as internal consultant and the last 17 as an external consultant.
Active in professional affairs throughout her career, Dr. In addition, she served on the Ad Hoc Committee on the Revision of the Principles for the Validation and Use of Personnel Selection Procedures and is co-chairing the committee for the current revision of the Principles. She was one of the U. Tippins has presented frequently on testing issues as well as coauthored Designing and Implementing Global Selection Systems and co-edited the Handbook of Employee Selection and Technology Enhanced Assessments.
This workshop will cover the latest thinking and research on employee experience and present practical guidance for measuring and implementing it in organizations. Full Description: Companies used to compete simply by emphasizing a positive customer experience across all touchpoints and interactions. More and more, those companies are realizing that a positive customer experience and organizational success in general starts with a positive employee experience.
The employee experience is an integrated approach to the total set of interactions and perceptions an employee has with an organization. While questions still remain about its overlap with other well-researched constructs, the more pressing question for practitioners is how to actually apply employee experience in organizations. This workshop is designed to provide an overview of employee experience, present practical frameworks for application, and introduce best practices in transitioning from traditional employee listening programs e.
A basic awareness of related constructs such as job satisfaction, organizational commitment and employee engagement would be helpful. Benjamin Granger is Sr. He provides expert guidance to organizations implementing employee experience measurement programs.
In addition to his client-facing work, Ben leads research initiatives within Qualtrics on emerging employee survey techniques. He combines research and analytical expertise to better understand and contribute thought leadership in employee recognition, culture management, and employee experience. He received his Ph. Green Ph. Abstract: Conceptual and practical foundations of structured interviewing will be reviewed.
Gary Latham will describe theoretical and psychometric influences on structured interviewing and situational interviewing. Mike Campion will explain how to build highly structured interviews and describe future directions.
Full Description: This workshop reviews the conceptual and practical foundations of modern structured interviewing. Gary Latham will be the philosopher-scientist as he shares the theoretical and psychometric influences on structured interviewing and explains the emergence of situational interviewing. Paul Green will continue in the role of the entrepreneurial-practitioner who will explore the art of behavioral interviewing as needed to build positive relationships, gain behavioral information and minimize structure resistance.
Mike Campion will be the engineer-scientist on how to build highly structured interviews, including advice on making it happen in practice. You may type the full last name for the author while on the dropdown list of authors to find the one you are looking for.
You must choose an Area of Relevance prior to selecting a Content Area. Start Date optional Time :. Louis Alba, Jose L. Air Force Bartkoski, Timothy J. Black, Erik W. Susanne: Lirio Bliese, Paul D. Air Force Carter, Cassia K.
Cobb, Haley R. Mary's University Coyle, Patrick T. Department of Defense Haynes, Nicholas J. Hein, Michael B. Air Force Johnson, Lars U. Kath, Lisa M. Keiser, Nathanael L. Kossek, Ellen E. McDaniel, Michael A. DEI Resource Center — Research and resources for the business community to address issues of racism and inequities at work.
Industrial-organizational I-O psychology is the scientific study of the workplace. The knowledge base and scientific methods of psychology are applied to issues of critical relevance to business. If you are an undergraduate or graduate student with an interest in I-O psychology, learn more about the field and how you can become a SIOP Student Affiliate member even if you are not in an I-O program.
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