Friday, April 5, 2019
8:00 am – 11:00 am
Chesapeake 7-9

Presenters:

Daly Vaughn, Shaker International
Richard N. Landers, University of Minnesota

Coordinator:

Ho Kwan Cheung, University at Albany, SUNY

Abstract:

Social media (SM) are now used throughout organizations at all levels, by HR professionals and line employees alike. New technology allows automated examination of social media data for HR purposes, and cyber loafing on social media is as popular as ever. In this seminar, we will update you on the latest research, litigation, and practice to inform appropriate SM uses in work contexts.

Full Description:

Social media has become ubiquitous in the lives of most first-world employees, both at home and at work. Industrial-Organizational (I-O) psychologists have a unique opportunity to help inform and guide appropriate SM usage in work contexts both from the perspective of employee use, in terms of social media HR policy, and from the perspective of HR itself, in terms of the use of social media for recruiting, selecting, and monitoring employees.  In this seminar, we will share the latest updates from research, practitioner applications, and ongoing litigation. These updates will offer insights for directing organizational policies, practice, and research relating to appropriate usage in work settings by HR professionals.

Intended Audience:

This session is intended for a general audience; some knowledge of Social Media use within the work context is recommended, though no specific content knowledge is required.

Learning Objectives:

• Describe how HR professionals and employees are currently using SM content in work contexts, and what risks and opportunities are associated with these applications.
• Explain the working knowledge of existing policies and guidelines shaping employer usage such as General Data Protection Regulation (GDPR), Computer Fraud and Abuse Act (CFAA), and the most common current social media platforms’ terms of use for member/user data.
• Discuss and critique working knowledge of the latest research, practitioner trends, and legal cases associated with use of social media in a variety of work situations ranging from recruitment, selection, training, performance management, and termination.
• Compare and utilize a conceptual understanding of cutting edge web scraping and artificial intelligence approaches currently available to researchers and practitioners to understand and find value in social media data.

Presenter biographies:

Daly Vaughn is the Director of Assessment Strategy at Shaker International. He received his Ph.D. from Auburn University. Daly helps create, define, and oversee the execution of strategic initiatives for Shaker’s Design-Build team. In addition, Daly is a trusted advisor to a variety of Fortune 500 companies. He specializes in the development of multi-method pre-hire selection tools for high-volume roles, delivering solutions to primarily private-sector clients across diverse industries such as banking, retail, healthcare, and manufacturing. Over the course of his career, Daly has led numerous consulting engagements to design job-relevant game-like simulations, explore innovative item types and approaches, and deliver mobile-enabled tools. In addition to his practical experience in employee selection, Daly conducts research and publishes on topics related to social media use in a work context.

Richard N. Landers is an Associate Professor of Psychology at the University of Minnesota and currently holder of the John P. Campbell Distinguished Professorship in Industrial and Organizational Psychology. He received his PhD from the University of Minnesota. His interdisciplinary research program integrates I-O psychology and computer science by examining the use of innovative technologies in assessment, employee selection, adult learning, and research methods.  His work has been published in Journal of Applied Psychology, Industrial and Organizational Psychology Perspectives, Computers in Human Behavior, Simulation & Gaming, Social Science Computer Review, and Psychological Methods, among others. His research and writing has also been featured in Forbes, Business Insider, Science News, Popular Science, and Maclean’s, among others. He currently serves as Associate Editor of Simulation & Gaming and the International Journal of Gaming and Computer-Mediated Simulations.

Ho Kwan Cheung, Coordinator

Friday, April 5, 2019
8:00 am – 11:00 am
Chesapeake 10-12

Presenter:

Ron Piccolo, University of Central Florida

Coordinator:

David Geller, George Mason University

Abstract:

Although there are several reasons for the on-going divide between I-O research and practice, one persistent hurdle is the translation of journal articles into accessible and digestible bits. The purpose of this session is to explore techniques to understand the precise research needs of practitioners and translate academic research for a practitioner audience.

Full Description:

Despite the enormous body of knowledge in management and applied psychology, only a fraction of research findings and techniques are regularly put into practice. During this session, consideration will be given to specific techniques to encourage broader adoption of I-O research methods, and translate existing knowledge into language that is accessible for I-O psychologists and HR practitioners.

This session will produce learning outcomes around two particular themes: 

1. Creating appropriate research designs and methodologies. HR professionals often need to investigate the impact of organizational initiatives or programs, such as leadership development programs, diversity and inclusion programs, training programs, different incentive plans, or the added value of a selection system. This session will remind participants of designing tests to answer questions of practical value in order to make high quality decisions on behalf of the organization. 
    
2. Translating research results to impact organizational practices. Scientific studies are often written in ways that make them inaccessible for practitioners, and too often, results are misinterpreted and misunderstood. This session will demonstrate ways to turn results of scientific study into actionable insight so that HR practitioners can explain interventions throughout their companies. This will help HR professionals leverage and promote empirically and evidence-based practices with a non-academic audience.  
    

Intended audience:

This session is intended for a general audience at a postgraduate level; no specific content knowledge is required.

Learning Objectives:

• Identify opportunities to conduct research in corporate settings
• List and compare practitioner-oriented research interests
• Explain techniques to translate research findings for a practitioner audience

Presenter Biography:

Dr. Ronald F. Piccolo is Department Chair and the Galloway Professor of Management in the College of Business Administration at the University of Central Florida. From 2009 - 2016, he served as the Cornell Professor of Management and Academic Director of the Center for Leadership Development & Executive Education in the Crummer Graduate School of Business at Rollins College. Dr. Piccolo earned a PhD in management from the University of Florida, an M.B.A. from Rollins, and a Bachelors of Science in mathematics from Stetson University. He has been a visiting scholar at Drexel University in Philadelphia, Tulane University, Jacobs University in Bremen, Germany, and the Amsterdam Business School. Dr. Piccolo teaches or has taught graduate-level courses in leadership, organizational behavior (OB), research methods, and management strategy. At Rollins College, he was recipient of the Cornell Distinguished Teaching Award (2015-2016) and the Cornell Distinguished Faculty Award (2011-2012) for outstanding teaching, research, and service, and was a keynote speaker (2012, 2013, 2014) on “Teaching Effectiveness” for the OB division of the Academy of Management. Dr. Piccolo's consulting experience includes leadership development, executive coaching, strategic planning, economic impact, and board development. He currently serves as Associate Editor of Organizational Dynamics.

David Geller, Coordinator

Friday, April 5, 2019
11:30 am – 2:30 pm
Potomac 3-4

Presenters:

Paul Tsagaroulis, U.S. General Services Administration (GSA)
Chantale Antonik, Shaker International

Coordinator:

Michael Hoffman, Johnson & Johnson

Abstract:

This seminar focuses on the practical application of data visualization, grounded in theory and practice by top visual designers. This hands-on session will allow users to translate principles into actionable data visualizations using software tools for all experience levels. Participants will be able to demonstrate how to evaluate designs and identify implications of data visualization for decision making.

Full Description:

A key premise of data visualization is to graphically display information to others in a meaningful way. This seminar is a hands-on session in which participants will interact with common data visualization software tools. We will practice doing – creating data visualizations that best represent the data – with discussions on how one sees the data and thinks about the data. We will explore how data visualization using R, Tableau, and Excel may prompt cognitive processes such as comprehension, interpretation, and sense-making, and highlight ways that data visualization can potentially inhibit these cognitive processes.

Intended audience:

This session is intended for I-O and HR professionals seeking to learn more about data visualization and who are interested in applying key principles of data visualization to static and dynamic data visualizations created in commercial data visualization software applications.

• The data visualization code and formulas (written for R and Excel) will be provided
• There are several ways to install and run R – we recommend installing R or RStudio on your computer if you want to practice during the code along. Visit https://r-project.org or https://rstudio.com
• We will use open datasets from
  • OPM - https://www.opm.gov/data/Index.aspx?tag=FedScope
  • Data.gov - https://catalog.data.gov/dataset/time-to-hire

Learning Objectives:

• Identify and describe how data visualization can be used to help oneself and others understand data and how it fits into a design framework
• Apply and practice developing static and dynamic data visualizations using R, Tableau and Excel with open-source data
• Discuss and evaluate data visualizations and recognize implications of interpretation for decision making

Presenter Biographies:

Chantale Antonik is an Associate at Shaker International. As head of the Creative Design team, Chantale leads the development and evaluation of data visualizations for internal use by data scientists and analysts, as well as external applications for sales, marketing, and client presentations. She is also a member of the Build team, developing and delivering Shaker’s Virtual Job Tryout pre-hire assessment to a variety of clients. She received her doctorate in Industrial/Organizational Psychology from the University of Akron. Her research investigated dynamic visual representations as adaptive feedback to enhance training effectiveness in synthetic learning environments.

Paul Tsagaroulis is the Director of the Human Capital Analytics division at the U.S. General Services Administration (GSA). In this role, he leads a team responsible for the development of a variety of workforce analytics deliverables. Prior to joining GSA, Paul conducted workforce effectiveness research at Allstate and led HR analytics support for global functions at UBS. Paul has a Master of Arts in Industrial-Organizational Psychology from the Chicago School of Professional Psychology and is currently pursuing a PhD in Business Psychology.

Michael Hoffman, Coordinator

Friday, April 5, 2019
11:30 am – 2:30 pm
Chesapeake 7-9

Presenters:

Dan J. Putka, Human Resources Research Organization
David Dorsey, Human Resources Research Organization

Coordinator

            Jeffrey Jolton, PwC

Abstract: 

Much of the scientific knowledge in the areas of artificial intelligence and machine learning that has relevance to I-O work is only visible through outlets in other fields. The purpose of this session is not to prognosticate on implications of AI/ML for I/O, but rather to provide a review of AI/ML work in other fields that have direct nexus to traditional areas of I-O science and HR practice.

Full Description: 

Discussions of artificial intelligence and machine learning in I-O are still often cast in “blue sky” terms. In contrast, other fields have done research and built applications that have direct implications for I-O science and HR practice (e.g., recruiting, selection, training, career development, performance management, etc.). During this session, we will provide attendees with a tour of these developments and draw connections between research and applications from other fields, and work that has been the traditional domain of I-O psychologists and HR practitioners. We will also highlight strategies and best bet resources for keeping up with these developments.

Intended Audience:

This session is intended for a general audience at a post-graduate level; no specific content knowledge is required.  We will provide a non-technical review of AI/ML developments that have been happening in other fields that have implications for traditional I-O science and practice.

Learning Objectives: 

This seminar is designed to help participants (to include HR Professionals) describe a strategy for keeping up with I-O relevant AI/ML developments outside of I-O, list resources for keeping up on I-O relevant AI/ML developments, and describe at least three concrete examples of AI/ML applications with relevance to I-O work.  To the extent, these developments have relevance to improving the areas of organizational functioning pertinent the HR Professionals’ roles or responsibilities, then it will better position them to perform their roles effectively.

• Describe a strategy for keeping up with I-O relevant AI/ML developments outside of I-O
• List resources for keeping up on I-O relevant AI/ML developments
• Describe and compare at least three concrete examples of AI/ML applications with relevance to I-O work

Presenter Biographies

Dr. Dan J. Putka is a Principal Scientist at the Human Resources Research Organization in Alexandria, Virginia. Over the past 17 years, Dan has helped numerous organizations develop, evaluate, and implement assessments to enhance their hiring and promotion processes, and guide individuals to career and job opportunities that fit them well. Complementing his client-centered work, Dan has maintained an active presence in the I-O psychology scientific community, focusing on advancing psychometric and analytic methods that are sensitive to the demands of applied research and practice.  Along these lines, he has delivered numerous presentations and invited workshops at national conferences, published a multitude of book chapters and articles in top-tier journals, and serves on the editorial board of multiple scientific journals. Dan is a past-president of the Personnel Testing Council of Metropolitan Washington, and a fellow of APA and three of its divisions to include the Society for Industrial and Organizational Psychology (SIOP; Division 14), APA’s Quantitative and Qualitative Methods Division (Division 5), and the Society for Military Psychology (Division 19). Dan currently serves on SIOP’s committee to revise the Principles for the Validation and Use of Personnel Selection Procedures, and recently served on the international task force to revise the Guidelines and Ethical Considerations for Assessment Center Operations. Dan holds a Ph.D. in I-O Psychology with a specialization in Quantitative Methods from Ohio University.

Dr. David Dorsey is a Vice President and Director of the Business Development Division at the Human Resources Research Organization (HumRRO). Dave has over 20 years of experience as a human capital consultant, researcher, and senior leader. He was previously a senior executive in the U.S. government (Defense Intelligence Senior Level, DISL), serving in the area of defense and intelligence, where he led corporate level functions involving high stakes personnel assessment, workforce analytics (data science), and organizational consulting. Prior to working in government, Dave was a Vice President at Personnel Decisions Research Institutes (PDRI). Dave has conducted innovative research and development in the areas of understanding adaptive performance, innovating performance management, using modeling and simulation technologies for learning, understanding career paths, and building corporate level data science platforms and communities. Dave has produced over 70 book chapters, articles, and presentations. He is the recipient of two major research awards and an award for being a top leader in government. Dave is a Fellow in the Society for Industrial and Organizational Psychology (Division 14 of the American Psychological Association). Dave holds a Ph.D. in I-O Psychology with a graduate minor in Computer Science from the University of South Florida.

Jeffrey Jolton, Coordinator

Friday, April 5, 2019
3:00 – 6:00 pm
Chesapeake 7-9

Presenters:

Daniel B. Shore, George Mason University
Robert Kittinger, Sandia National Laboratories

Coordinator:

Meghan Thornton-Lugo, University of Texas at San Antonio

Abstract:

Cybersecurity incident response (CSIR) takes place in a high-stakes VUCA (volatile, uncertain, complex, ambiguous) environment that requires individuals, teams, and multiteam systems to collaborate. CSIR collaboration barriers stem from lacking trust, poor collective decision-making, inability to adapt and the highly dynamic problem space. We will provide a hands-on experience using I-O-based tools designed to overcome these barriers. 

Full Description:

This seminar is designed to give attendees an opportunity to engage with various I-O-based tools that can be applied in cybersecurity incident response to help alleviate some of the challenges to collaboration. These will include tools that are used to understand and improve the protocols and processes related to decision-making, collaborative problem-solving, information sharing, transactive memory, and communication in CSIR. We will also allow time for discussion and those in the room to share their expertise in similar settings or using related tools. The primary purpose of this session is to help bridge the gap between the technical approach that so often dominates processes and protocols in the CSIR world with a behavioral approach that is focused on the people operating the technology.

Intended audience:

This session is designed to help both I-O professionals and HR practitioners and researchers interested in cybersecurity incident response settings as well as those who study/work in other incident response and/or VUCA settings.

Learning Objectives:

• Describe I-O-based tools that can help to strengthen cybersecurity incident response effectiveness.
• Analyze the strengths and weaknesses of cybersecurity incident response individuals, teams, and/or multiteam systems.
• Predict how well a cybersecurity incident response will be based on factors including the ability to build trust, make rapid decisions, and adapt.
• Create a plan to address challenges for and increase the response effectiveness of cybersecurity incident response individuals, teams, and/or multiteam systems.

Presenter Biographies:

Daniel Shore, MA, is a doctoral candidate in I-O Psychology at George Mason University. He received his masters from George Mason University. For four years, Daniel served as a graduate research assistant on a DHS-funded project that examined the behavioral characteristics associated with effective performance in cybersecurity incident response teams (CSIRTs). Through this project, Daniel developed a cognitive task analysis interview protocol and conducted over 40 interviews using this protocol. Daniel was also a lead author on the decision-making and performance measurement chapters in a managerial handbook on improving CSIRT performance. The handbook includes evidence-based recommendations and tools for improving incident response effectiveness. Stemming from this work, Daniel has also consulted internationally for government and public-sector cyber teams on ways to improve their teamwork.

Rob Kittinger, PhD, completed his PhD coursework in I-O Psychology at Auburn University and Capella University. He is currently a senior member of the technical staff at Sandia National Laboratories where he performs I-O-based research in support of national security. Specifically, Rob is interested in the application of I-O theory to cyber environments and to the study of the human element in national security settings. Prior to working at Sandia, Rob spent 4 years consulting with Internet companies. Since working at Sandia, Rob has done substantial work for numerous TSA projects where he has performed job and cognitive task analyses. He worked on Systems of Systems (SoS) analysis of military forward operating bases (FOBs) (related patent pending); co-lead NSA research on understanding the adoption of cyber security technology (ACT); graduated from an immersive 1-year training program on nuclear weapons (WIP); served as a nuclear weapons SME; and has conducted data science related to intelligent web crawling.  

Meghan Thornton-Lugo, Coordinator

Friday, April 5, 2019
3:00 – 6:00 pm
Potomac 3-4

Presenters:

James Meaden, SHL
Cory Kind, SHL

Coordinator:

Eccho Yu, Microsoft and Columbia University

Abstract:

This seminar will provide a detailed introduction to best practices in NLP and text analytics in organizational research, with an emphasis on application to common talent challenges. A practical framework for navigating the key decision points involved in conducting text analytics will be presented and an interactive tutorial will demonstrate how the framework can be used in a real-world example.

Full Description:

Despite the abundance of text in organizations, there has been little research on how to use this information-rich data to help organizations achieve their goals. This seminar will provide a survey of text analytics in I-O Psychology, along with a practical framework to aid in the planning and overall success of a text project, addressing the why, when, where, and who that must be considered along the way. Using the framework provided, participants will guide themselves through a mini-study using text analysis to address a research question. Participants will be encouraged to share their own ideas and expertise throughout the session.

Intended Audience:

This session is targeted to people who are exploring how to create or expand their assessment strategy into global locations. Some experience with psychological assessment methodologies beyond graduate training is recommended. This session is targeted to people who have used, or are considering using, text analysis in an I-O or HR applied or academic research study. No prior experience with text analysis or coding is necessary.

Learning Objectives:

• Describe best practices in NLP and text analytics specific to organizational research and Human Resource Management practice.
• Explain and apply a framework that aids in making informed decisions when utilizing textual information in organizational research and HRM practice.
• Demonstrate how to use the framework when making decisions in a real-world research scenario using text data.

Presenter Biographies:

Cory Kind is a Research Scientist with SHL’s R&D group, where her work focuses on applying data science techniques such as natural language processing, machine learning, and advanced statistical modeling to develop innovative assessment products in close collaboration with I-O Psychologists. She earned an A.B. from Harvard University and a Master of Information and Data Science degree from the University of California Berkeley.

James Meaden is a Research Scientist with SHL’s R&D group, where he currently focuses on the interplay between I-O psychology and data science, and the identification of high potential employees. James has undergraduate degrees in Business Administration and Psychology, and received a M.A. in Industrial/Organizational Psychology from George Mason University.

Coordinator: Eccho Yu