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Master Tutorials

Please note that 4 Master Tutorial sessions offer 1.5 continuing education (CE) credits for psychology purposes per session attended. These sessions are designed to appeal to practitioners and academics at a post-graduate level. There is no additional cost to attend any Master Tutorial beyond the cost of basic conference registration. SIOP is approved by the American Psychological Association to sponsor continuing education for psychologists. SIOP maintains responsibility for these programs and their content.

Please note:  Master Tutorial Session 318 is not approved for psychology credit.

Additionally, SIOP is an HR Certification Institute Approved Provider. Master Tutorial sessions 314, 318 and 335 are approved for 1.5 hours each of HR general credit for PHR/SPHR/GPHR recertification.


Session 224 - 101 Things About Big Data You're Afraid to Ask
Presented by Abeer Dubey, Brian Welle, Kathryn Dekas and Mark T. Rivera

Friday, April 24, 2015
3:30-5:00pm
Room: Grand G (new room)

This session brings together I-O Psychologists and data scientists to speak across disciplines and provide the foundation that many SIOPers have yet to obtain regarding Big Data and its use. Using rich examples, the presenters will illuminate how I-Os can take advantage of the many new paths Big Data offers.

Learning Objectives:

  • Articulate what data sciences and Big Data are, and the contributions they are making to our understanding of human behavior, especially in the workplace.
  • Generate research questions and hypotheses that are uniquely appropriate for exploration/testing via data science work
  • Use a lens that enables the operationalization and quantification of every aspect of human behavior for potential translation into a data source
  • Describe the new skills required to conduct work in this realm
  • Identify the gap between the resources and skills participants currently have and know, and those they need for doing work in this realm (e.g., coding, analytical techniques, managing large datasets).
  • Recognize potential ethical considerations around doing work with Big Data
  • Apply Big Data techniques to classic I-O Psychology content areas.

Abeer Dubey joined Google eight years ago and has been with the People Analytics team since its inception in 2007. He leads a team of HR Data Scientists and I-O Psychologists that focuses on research in employee selection, organizational planning, team effectiveness, and employee retention. In his previous roles at Google, he focused on using analytics to design innovative compensation programs and building tools to improve efficiency of processes for various people programs. Abeer earned a Master's degree in Management Science & Engineering from Stanford University and a Bachelor's in Civil Engineering from the Indian Institute of Technology, Delhi. He also spent a year as a research fellow at the Swiss Federal Institute of Technology, Lausanne.

Brian Welle is a member of the People Analytics research team, called the People Innovation Lab, at Google. His team of social scientists conducts research that has three main goals: (1) to guide Google's talent management, learning programs, career development and diversity practices through the strategic use of data; (2) to take the pulse of the organization through surveys and other “voice channels”, including the annual employee opinion survey, and empower clients to act on the results; and (3) to conduct scientifically rigorous research focused on understanding (and improving!) manager effectiveness, employee health, innovation, and other behaviors important to Google and Googlers. Prior to joining Google, Brian was a Research Director at Catalyst, a nonprofit consulting organization specializing in diversity, and a postdoctoral fellow at Harvard's John F. Kennedy School of Government. He holds a Ph.D. in Industrial and Organizational Psychology from New York University.

Kathryn Dekas is a People Analytics Manager at Google, where she leads a team of data analysts and I-O Psychologists charged with developing/applying diagnostic tools, conducting analyses, and working with clients to promote happiness, growth, health, and productivity. She has worked with the Google team for 7 years on projects related to performance management, recognition, culture, and citizenship behaviors, and also managed the annual opinion survey, Googlegeist, for several of these years. Prior to Google, Kathryn worked in the organizational learning function at Qualcomm and as a human capital consultant with Accenture. She holds a PhD in Business Administration (Organizational Behavior) from the University of Michigan.

Mark T. Rivera is a Data Scientist at Google. His research draws from Sociology, Social Psychology, and Statistical Physics to understand how people form social networks and how these connections affect creativity, achievement, and job satisfaction for people and organizations. Mark holds a PhD in Business Administration from the Kellogg School of Management (Northwestern University), and while there he taught classes on Management, Social Networks, and Negotiations. He has also lectured and consulted on the use of Social Network Data at Zynga, Google, IDEO, Stanford d.School, and the Stanford Graduate School of Business.


Session 288 - Getting Started With R: An Interactive and Hands-on Tutorial
Presented by Adam Beatty, Jeff Jones, and Alexander Schwall

Saturday, April 25, 2015
10:30am-12:00pm
Room: Franklin 10

R is a powerful tool for statistical analysis, but learning R can be challenging. This interactive master tutorial will teach how to overcome obstacles that beginners commonly face. Please bring your laptop (optional) if you want to follow along the interactive tutorial and please download session materials here: http://goo.gl/jFk3Y9

Learning Objectives:

  • Loading Data into R:  this tutorial will show the audience how to load data sets that psychologist commonly encounter and prepare them for analysis
  • Analyzing data: Descriptive and basic inferential statistics: this tutorial will show steps that are essential for work with data sets in psychology: cleaning the data (removing outliers), plotting data, and testing research questions or hypotheses
  • When nothing works: Debugging code and getting help: this learning objective will dive into better understanding mistakes and how to write code in a way that allows effectively narrowing down the sources of error.

Adam Beatty is a Research Scientist at Human Resources Research Organization (HumRRO). He obtained his PhD in Industrial and Organizational Psychology from the University of Minnesota.

Jeff Jones is a Manager, Research & Analytics at Korn Ferry.  Dr. Jones earned his PhD in Quantitative Psychology from the University of Minnesota and his research interest area is Measurement/Statistical Techniques.

Alexander Schwall is a Sr. Consultant at Development Dimensions International, Inc. Dr. Schwall obtained his PhD in Industrial and Organizational Psychology from Pennsylvania State University and his research interest areas include; Job Analysis/Job Design/Competency Modeling, Personality, and Testing/Assessment (e.g., selection methods, validation, predictors)


Session 314 -Generating Instant Meta-Analyses Using the metaBUS Database and Construct Taxonomy
Presented by Frank Bosco, Krista L. Uggerslev, Piers Steel, and James Field

Saturday, April 25, 2015
12:00-1:30pm
Room: Grand D

This session provides a tutorial on metaBUS, a multinationally-funded project that enables I-O and HR researchers and practitioners to select variables of interest from a taxonomic map of our field, and then conduct instant meta-analyses. We demonstrate the taxonomy, database containing more than a half-million research findings (virtually every existing research finding in psychology), and interfaces for conducting instant meta-analyses.

Learning Objectives:

  • Describe a standards-based taxonomic classification (“map”) of HR topics.
  • Describe a central database containing more than one million HR research findings.
  • Apply statistical techniques to the database and taxonomy to generate instant empirical summaries.

Frank A. Bosco is an Assistant Professor in the Department of Management at the Virginia Commonwealth University. Dr. Bosco's work focuses mostly on human resource management, organizational behavior, and organizational research methods. He is currently working on projects related to staffing organizations (e.g., employee performance; employee selection; cognitive ability testing) and organizational research methods (e.g., big data; meta-analysis; content analysis; philosophy of science). Dr. Bosco earned his PhD in Business Administration at the University of Memphis.

Krista L. Uggerslev is the Applied Research Chair in Leadership and Talent for the JR Shaw School of Business at Northern Alberta Institute of Technology.  Dr. Uggerslev earned a Ph.D.  in Industrial and Organizational Psychology from the University of Calgary.  Dr. Ugglerslev's research interest areas include:  Employee Withdrawal (e.g., absence, turnover)/Retention, Leadership, and Staffing (e.g., recruitment, applicant reactions, selection system design, succession, workforce planning).

Dr. Piers Steel is a Distinguish Research Chair and professor at the Haskayne School of Business who works with selection and motivational issues. The author of the acclaimed book The Procrastination Equation, his work has been published in the world’s top scholarly journals and has been recognized internationally, including the George A. Miller Award, given to the best psychological research published in the last five years.  His research has been reported in hundreds of media outlets around the world including the Globe and Mail, the New York Times, CNN, USA Today, LA Times, Scientific American, and The New Yorker.  Dr. Steel earned his PhD  in Industrial-Organizational Psychology at the University of Minnesota.

Mr. James Field is a doctoral candidate in the Division of Management School of Business at the Virginia Commonwealth University.  Mr. Field's current research interests focus on organizational behavior and human resource management topics. In particular, he is interested in employee staffing (e.g., employee selection; retention; recruitment) and organizational research methods (e.g. meta-analysis; content analysis).


Session 318 - From Fix-it to Mission-critical: The Evolution of Coaching in Organizations
Presented by Ellen Kumata, Colleen Gentry, and Lori Collins

Saturday, April 25, 2015
12:00-1:30pm
Room: Grand L

How organizations use coaching has evolved significantly and many now incorporate it as an important tool for achieving critical business objectives. Learn how to optimize organizational value and impact from coaching across five fundamental approaches--corrective, responsive, proactive, strategic, and mission-critical--and strategies for progressing from one to the next.

Learning Objectives:

  • Recognize your organization’s current phase in the evolution of its use of coaching
  • Describe the key advantages, challenges, and things to look out for at each phase
  • Develop a strategy and action plan for optimizing value and impact within your current phase
  • Develop a strategy and action plan for moving to the next phase  

Ellen Kumata is managing partner of Cambria Consulting with over 30 years of experience working with Fortune 500 companies to ensure their leadership strategy, governance, and organizational structure support their business strategies. Her specialties include succession planning, executive and high-potential development, leadership team effectiveness, performance management, and selection, and she coaches the CEOs, board members, C-level succession candidates, and high-potential leaders of complex global organizations. She has also served on a number of commercial and nonprofit boards. Ellen holds an MSc from the London School of Economics and Political Science, a JD from Wayne State University Law School, and a BA from the University of Michigan.

Colleen Gentry is a partner at Cambria Consulting with decades of experience coaching leaders to increase effectiveness and improve business results. Much of her consulting work involves advising Fortune 500 organizations on strategic coaching initiatives and infrastructure as well as broader talent management strategy. Colleen’s other specialties include internal coach development, executive team effectiveness, executive onboarding, and change management. Previously, she held executive-level positions in leadership and organizational development at Wachovia (now Wells Fargo) where, as SVP-Executive Development, she established and led the bank’s award-winning coaching practice. Colleen holds a BA from Michigan State, an MA from UC Berkeley, and is a graduate of the Newfield Network’s Coaching for Professional and Personal Mastery Program.

Lori Collins is a principal at Cambria Consulting with over 30 years of experience in leadership development, change management, executive coaching, and team effectiveness. She brings a global focus to her client work, with a deep understanding of the complex dynamics of global organizational systems and cultures sharpened by more than 20 years of work in 20+ countries across four continents. Lori’s background includes designing, delivering, and managing large-scale leadership development and culture change initiatives for multinational organizations. Prior to Cambria, Lori managed custom solutions for CCL Europe, led culture change and leadership initiatives for Axialent, and managed leadership, culture, and values for GM’s Saturn division. She holds an MEd from Vanderbilt, a BA from Michigan State, and coaching certification from the Hudson Institute.


Session 335 - Using Background Checks in the Employee Selecton Process
Presented by Mike Aamodt and Rich Tonowski

Saturday, April 25, 2015
1:30-3:00pm
Room: Grand C

Background checks are a hot topic for both EEOC and OFCCP enforcement. Complicating matters is that validating background checks is different from the typical validation study. Attendees will learn about the legal issues associated with background checks as well as how to validate the use of background check components.

Learning Objectives:

  • Explain the case law regarding background checks
  • Describe the elements of the EEOC Guidance on the use of criminal history
  • Conduct a "risk analysis" study to link applicants' criminal convictions to the requirements of the job (job relatedness)
  • Discuss the research findings regarding the relationship between criminal history and financial problems and employee on-the-job behavior

Mike Aamodt is a Principal Consultant for DCI Consulting Group. He spends most of his days conducting salary equity analyses, computing adverse impact statistics, and helping evaluate employee selection systems for federal contractors and other organizations. Prior to working for DCI, Mike spent 26 years as a professor of Industrial/Organizational Psychology at Radford University. He received his B.A. in psychology from Pepperdine University in Malibu, California and both his M.A. and Ph.D. from the University of Arkansas.

Mike has published several books in the human resource area, published over 50 research articles in professional journals and presented over 120 papers at professional conferences.

In over 30 years as a trainer and consultant, Mike has helped a wide variety of organizations deal with such issues as compensation, employee selection, job analysis, performance evaluation, and downsizing. He is considered one of the nation’s experts in police psychology and in OFCCP/EEOC compliance.

Rich Tonowski is an industrial/organizational psychologist for the Equal Opportunity Employment Commission (EEOC). Dr. Tonowski has been with the EEOC for 13 years and serves as their internal consulting expert in cases involving selection procedures. Prior to joining the EEOC, Rich worked for 18 years in a variety of HR roles at the United States Postal Service.

He received his bachelor's degree from Manhattan College in New York and both his M.S. and Ph.D. in psychology from Rutgers University. Rich is active in several professional organizations including SIOP, SHRM, Personnel Testing Council of Metropolitan Washington, and the International Personnel Assessment Council (IPAC).


The use of the HRCI seal is not an endorsement by the HR Certification Institute of the quality of the program.  It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.


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