• When will the Friday Seminars be offered?

All Friday Seminars will be held after the 2021 Annual Conference on three consecutive Fridays on April 23, 30, and May 7.

• What is the format for the Friday Seminars?

The current plan is to host all Friday Seminars in 3-hour virtual and live sessions via Zoom. This plan allows registrants to engage with the seminars in the mode that best meets their needs, including health and safety, although we will continue to evaluate the situation as it evolves.

• Who can enroll?

All 2021 SIOP Annual Conference registrants are welcome to sign up to attend Friday Seminars for an additional fee. Note, you must be signed up for the conference to register for a Friday Seminar.

• When will we be able to register?

​Registration for Friday Seminar will open by January 2021.

• What is the registration fee?

The registration rate for each Friday Seminar will be $149 for members and $189 for nonmembers.

• What CE credit would I get?

For more information about continuing education credit opportunities at the annual conference, go to the Continuing Education page.

• How many people can attend? 

The current cap for each seminar is 50 people. This is to ensure that the attendee to presenter ratio remains favorable to deliver attendees the full experience. This is particularly true for the more interactive seminars in a virtual format.

• Will the session be recorded?

No, Friday Seminars will not be recorded.

• How can I offer feedback or ask a specific question?

We invite you to share your questions, concerns, and creative suggestions to make the Friday Seminars in SIOP 2021 a success by emailing us at srogers@siop.org.

**This session was not approved by the SIOP CE Committee for psychology credit, SHRM PDCs, or HRCI CE credit.

Session Presenters:

Noshir Contractor, Northwestern University

Brennan Antone, Northwestern University

Coordinator:

Tori Crain, Portland State University

Intended Audience:

This session is intended for a general audience at a post-graduate level; beginning programming experience in a language such as R is recommended.

Abstract

This seminar introduces social network analytics to understand and enable teams and organizations. Topics include collecting network data from surveys and digital sources, visualizing networks, descriptive analytics (who are influencers/brokers, how siloed is the organization?), and predictive analytics (who is likely to leave? who will work well on a team?). Analytics will be demonstrated using R.

Description:

Decades of research have demonstrated that social networks play an increasingly important role in our understanding of attitudes, behavior, and performance in the workplace. And today those networks are not static. Contemporary organizations are constantly evolving dynamic communities as new network links are created and dysfunctional ones dissolved. This seminar is an introduction to theoretical, conceptual, and analytic issues associated with network perspectives on organizing. The course will review key network insights that will help us understand and enable teams and organizations. In addition, this session will provide attendees with a practical introduction to descriptive and predictive methods for analyzing social networks and how to perform these analyses in R. This will include how to collect, visualize, and analyze networks to help address organizational “pain points.”

Learning Objectives:

• Explain how network-based approaches to understanding social processes in teams and organizations add insights above those available from other (individual attribute-based) approaches.
• Understand the pros and cons of various network data collection techniques and how network data can be securely stored and manipulated in R.
• Perform descriptive and predictive statistical analysis (e.g. QAP, ERGM) of networks using the SNA/Statnet package in R to address specific organizational pain points.

Presenter Biographies:

Noshir Contractor is the Jane S. & William J. White Professor of Behavioral Sciences in the McCormick School of Engineering & Applied Science, the School of Communication, and the Kellogg School of Management at Northwestern University. He is the Director of the Science of Networks in Communities (SONIC) Research Group at Northwestern University. He is investigating factors that lead to the formation, maintenance, and dissolution of dynamically linked social and knowledge networks in a wide variety of contexts including from business enterprises, scientific communities, global health, and space missions.  Contractor’s research program has been funded continuously for over 25 years by major grants from the U.S. National Science Foundation with additional funding from the U.S. National Institutes of Health (NIH), NASA, DARPA, the Air Force Research Lab, the Army Research Institute, the Army Research Laboratory, the Army Research Office, the Bill & Melinda Gates Foundation, the Rockefeller Foundation, and the MacArthur Foundation.

Brennan Antone is a Ph.D. candidate in the Industrial Engineering and Management Sciences program at Northwestern University. His research focuses on analyzing social selection and influence in networks, as well as applying social network models for predictive and prescriptive purposes. He works on the NASA CREWS Project, developing an agent-based model for team composition in space. He earned a B.S. in Industrial Engineering and Management Science and Psychology from Northwestern University.

This seminar is approved for psychology credit, SHRM PDCs, and HRCI CE credit.

Presenters:

Tammy D. Allen, University of South Florida

Kristen M. Shockley, University of Georgia

Coordinator: 

Jennifer Kim, Columbia University

Intended Audience:

This session is targeted to both researchers and practitioners who have an interest in remote work.  No prior specific content knowledge or experience is required.

Abstract:

Remote work or telecommuting has existed for decades. However, due to the COVID-19 pandemic, a large number of individuals have transitioned to remote work. This seminar will provide a review of the latest research and practice on the connections between remote work and employee wellbeing, including both psychological and physiological health.

Description:

Millions of workers have transitioned to remote work due to the COVID-19 pandemic. Moreover, many organizations have announced plans to keep a large portion of the workforce working remotely. Despite a considerable body of research on the outcomes associated with remote work, relatively little attention has been focused on remote worker wellbeing, particularly with regard to physical health. In this seminar, we will provide a review of the current state of research related to remote work wellbeing. Recommendations for practice as well as future research needs will be offered and time for discussion will be included.

Learning Objectives:

• Develop awareness of the connection between remote work and employee wellbeing.
• Identify best practices for enhancing the wellbeing of remote workers.
• Understand the challenges associated with remote work research and practice.
• Discuss the future of remote work practice and research.

Presenter Biographies:

Tammy D. Allen is a Distinguished University Professor at the University of South Florida. Her program of research includes worker wellbeing, work-family issues, and flexible work practices. She is the Co-PI with Kristen Shockley (PI) on an NSF-funded study of the rapid transition to remote work. Her research has been published in a variety of outlets and has won multiple awards. She is a Fellow of the Society for Industrial and Organizational Psychology (SIOP), the Association for Psychological Science (APS), the American Association for the Advancement of Science (AAAS), and the American Psychological Association (APA).

Kristen M. Shockley is an associate professor of Psychology at the University of Georgia. Her research primarily centers on work-family issues, with a focus on dual-earner couples, gender, health outcomes, and organizational responses to work-family struggles, such as telecommuting. She has been recognized for her scholarship through several national awards and currently serves as an Associate Editor at the Journal of Applied Psychology. She gets to practice what she studies daily—living with her remote working husband and increasingly busy toddler, Liam.

This seminar is approved for psychology credit, SHRM PDCs, and HRCI CE credit.

Session Presenters:

Aarti Shyamsunder, Psymantics Consulting

Pooja Shahani, Kintsugi Consulting

Coordinator:

Carrie Ott-Holland, Google

Intended Audience:

This session will be most useful for a general audience, with an interest in the practical application of evidence-based approaches. Some experience in DEI work would be useful but not required.

Abstract:

This seminar will unpack ways in which bias (specifically, gender bias as an illustrative running example) becomes part of organizational systems and cultures. From auditing talent acquisition practices for bias to identifying more inclusive leadership development opportunities, this seminar will provide participants with practical ideas and ways to reimagine talent practices with a more (gender) inclusive lens.

Description:

This session will start with identifying the rationale for a more systems-focused/structural approach to diversity, equity, and inclusion efforts. It will introduce a multi-level model (micro/individual, meso/relational, and macro/systemic levels) to help participants understand that barriers and solutions both operate at these various levels. We will then introduce ideas on how to ‘audit’ or check for biased systems and practices using the running example of gender bias. The seminar will focus on talent acquisition, leadership development, and culture/climate efforts as three common talent practices that provide ample opportunities to be redesigned and reimagined to minimize the impact of systemic bias.

Learning Objectives:

• Understanding that DEI efforts require a multi-level approach (i.e., individual, relational, and systems levels)
• Identifying specific actions that companies can take to identify the existence of (gender) bias in talent acquisition, leadership development, and inclusive culture/climate efforts
• Identifying specific actions that companies can take to interrupt and bypass/avoid the influence of such systemic bias by instituting more fair, evidence-based practices

Presenter Biographies:

Aarti Shyamsunder is a work (industrial-organizational) psychologist with an independent research and consulting practice, Psymantics Consulting. She obtained her Ph.D. in I-O psychology from the University of Akron. Her work in the US, India, and UAE focuses on gender diversity, equity and inclusion, leadership development, business excellence, and assessment. She is also a Founder-Advisor for Cymorg, a platform for gamified leadership development, and is the Founder and President of “COSI” (the Community of Organizational Sciences in India). With more than 70 publications and invited talks to her credit, Shyamsunder focuses on evidence-based practices through COSI and in her work.

Pooja Shahani, Founder of Kintsugi Consulting, is a diversity, equity, and inclusion consultant with more than a decade of experience working with multinational organizations and non-profits in India, Hong Kong, and the US. In her previous roles, she led Diversity and Inclusion (D&I) for Goldman Sachs India and was the Country Manager for Community Business in India, a D&I consulting practice headquartered in Hong Kong. Shahani has co-authored a publication called “D&I: Building the Business Case – Stories from India”. She graduated from Middlebury College with a degree in English and has completed the Stanford Graduate Business School Ignite Program on Innovation and Entrepreneurship. She is a certified executive coach, leveraging a unique approach of brain-based methodologies and expressive arts.

This seminar is approved for psychology credit, SHRM PDCs, and HRCI CE credit.

Presenter(s):

Larry Martinez, Portland State University

Megan Snoeyin, Portland State University

Kelly Hamilton, Portland State University

Coordinator:

Ho Kwan Cheung, University of Albany-SUNY

Intended Audience: 

This session is intended for a general audience, academic or practitioners. 

Abstract:

Participants will be led through an allyship skill-building workshop and learn the most cutting-edge techniques to foster a climate of inclusion for all employees. Dr. Martinez and his team have distilled nearly a decade of research into actionable behaviors in an empirically derived workshop. The workshop has been implemented with organizational partners and supported by federal funding.

Description: 

The session will include a variety of learning modalities. Background information will be provided in a lecture format. Participants will engage with interactive reflective exercises to understand the importance and universal importance of allyship. Role modeling will be provided in video examples and participants will practice what they have learned in psychologically safe role-playing exercises. All materials and activities will be accessible in person or remotely and participants will follow along in a customized workbook that includes copies of slides and exercises, as well as a toolkit with supplemental materials, which they can keep for later reference. 

Learning Objectives:

* Why are allies important in work contexts?

* What behaviors are effective/ ineffective in promoting a climate of inclusion?

* How to engage in effective behaviors and avoid missteps.

Presenter Biographies:

Larry Martinez is an Associate Professor and Associate Chair in the Department of Psychology at Portland State University. Prior to joining the faculty at Portland State in 2016, he taught Organizational Behavior and Human Resource Management as an Assistant Professor at Penn State for four years. Martinez earned his Ph.D. in Industrial & Organizational Psychology at Rice University in 2012. He also earned a BA in psychology and an MA in I/O Psychology at Rice. Martinez's work is focused on inclusion, diversity, stereotyping, prejudice, and discrimination in the workplace. In particular, his work has focused on the experiences of traditionally under-represented employees including cancer survivors, transgender individuals, individuals with disabilities, and sexual orientation minorities. Martinez uses multiple methodologies to examine these experiences including surveys; lab and field experiments; and interviews, focus groups, and other qualitative techniques. Most of his work now focuses on engaging "ally" employees in diversity initiatives. This work has resulted in a federally funded CAREER award, which he is currently administering. 

Megan Snoeyink is a graduate student pursuing her Ph.D. at Portland State University. Snoeyink's work is focused on diversity, inclusion, and occupational health. Specifically, her work has focused on the experiences of historically marginalized populations in the workplace including bisexual employees, houseless job applicants, and migrant and seasonal farmworkers. Snoeyink also actively assists Dr. Martinez in his work promoting allyship in the workplace by facilitating presentations, creating training materials, assisting with data collection and analyses, and publishing and presenting results. Snoeyink plans to continue her work to support health and well-being among under-represented and under-served employees as she completes her education. 

Kelly Hamilton is a fourth-year doctoral student in Industrial-Organizational Psychology at Portland State University. Prior to graduate school, he spent 15 years as an executive in the media industry and served in board leadership positions for equality-based organizations. His research broadly focuses on diversity, inclusion, and well-being at work. His work has specifically focused on the experiences of employees with marginalized backgrounds, the role of leadership in diversity management, and strategies to reduce discrimination and harassment and increase well-being outcomes in the workplace.

This seminar is approved for psychology credit, SHRM PDCs, and HRCI CE credit.

Presenters:

Ken Lahti, SHL

Yin Lin, SHL

Darrin Grelle, SHL

James Meaden, SHL

Coordinator:

Jessica Blackburn, Amazon

Intended Audience:

This session is intended for I-O and HR professionals; some knowledge of assessment and measurement is recommended, though no specific content knowledge is required.

Abstract:

The future of work is here —and talent assessment is ready! Widespread adoption of mobile computing and unproctored internet testing has pushed assessment from classical test theory (CTT) to item response theory (IRT), bringing benefits and innovations but also creating new challenges, considerations, and complexity. Likewise, more powerful and available machine learning, natural language processing, and artificial intelligence technologies (AI) have enabled machine-scoring of complex data, such as interview responses but also create new challenges for developing and deploying valid and useful psychometric tools. This seminar will provide attendees with a crash-course update on modern talent assessment including key market, science, and technology developments, along with real-world examples and discussions of practical considerations.

Learning Objectives:

From their participation in the seminar, attendees should gain knowledge of:

• How technology developments and the changing world of work are driving changes in talent assessment science, technology, and practice
• Key advantages and considerations in item response theory (IRT) approaches to KSAO measurement
• The current state of practice in applying Artificial intelligence (AI) approaches to talent assessment, particularly in scoring constructed responses
• Which traditional assessment techniques are most useful, and how they can be improved/modernized

Presenter Biographies:

Ken Lahti is Chief Science and Innovation Officer at SHL. Ken has worked in the field of talent assessment and selection for over twenty years in Consulting, R&D, Product, and Sales functions in front-line and leadership roles. He has helped hundreds of client organizations design and implement scientific recruiting and hiring systems. He has also led the development of hundreds of assessment products used by millions of job applicants, as well as several patents for assessment technologies. Prior to rejoining SHL in 2018, Ken was CEO and Founder of Psychobabble, Inc., an assessment technology and advisory services company.

Yin Lin is a Managing Research Scientist in SHL’s Research and Development team. A mathematician-turned-psychometrician, Yin's passion lies in designing and streamlining measurement processes and systems to solve real-life talent challenges more efficiently. Yin has over 10 years of experience in applied psychometrics and is the first inventor of SHL's patented preference-based testing system "Apta".

Darrin Grelle is currently a Principal Research Scientist in the field of talent assessment. He has been the lead scientist for a large-scale computer adaptive testing program for twelve years. He received his Ph.D. in Applied Psychology from the University of Georgia in 2008 completing his dissertation which latent class growth modeling to better understand the performance growth trajectories of entry-level employees. His graduate training focused on psychometrics, and he has since used that training to lead the growth and development of one of the largest cognitive ability testing programs in talent assessment. His research interests include innovative cognitive question types and scoring algorithms for computer adaptive testing.

James Meaden is a Senior Research Scientist in SHL’s Research and Development team. Over the past four and a half years with SHL he has been exploring and helping to build the bridge between Artificial Intelligence and Industrial/Organizational Psychology. James holds a Master’s in Industrial/Organizational Psychology from George Mason University and has broad experience in assessment, selection, engagement surveys, and talent analytics.

This seminar is approved for psychology credit, SHRM PDCs, and HRCI CE credit.

Presenters:

Steven Hunt, SAP

John Howes, qChange

Coordinator:

Satoris S. Howes, Oregon State University

Intended Audience:

This session is intended for both practitioners and academics focused on workplace technologies, employee, and leadership experience.

Abstract:

This seminar will guide participants through the latest practices and research on using technology to create more positive and inclusive employee experiences (EX).  The focus will be on the crucial role of leaders and managers as drivers of employee experience, and how technology is enabling companies to improve the employee-manager relationship.  By creating a better leader experience, through technology, the employee experience is improved.  The seminar is designed to help both practitioners and academics become familiar with new and upcoming workplace technology, best practices, trends, and research advancements on this critical future of work topic.   

Description:

The global pandemic and the proliferation of remote work has drastically increased the use and impact of technology on the relationship between leaders and employees.  Utilizing case studies, best practices, the latest research, and audience participation, this highly interactive session will explore ideas and insights around how technology both shapes and enables the creation of positive employee work experiences. This session is designed to allow participants to gain knowledge and confidence in how to shape and improve the employee experience through workplace technology.

Learning Objectives:

• Understand the latest research on the employee experience, how it impacts business performance, and how it is influenced by technology in the workplace.
• Tools, technologies, and best practices to improve employee and leadership experience.
• Explore future HR and IO related trends and issues related to employee experience, technology, and work.

Presenter Biographies:

Steven Hunt is the Chief Expert for Work & Technology at SAP, a global provider of enterprise application software, database, analytics, intelligent technologies, and experience management solutions with over 200 million users worldwide. Hunt’s work focuses on the design and deployment of technology-enabled processes to improve workforce agility, productivity, experience, engagement, and well-being. He was named a Fellow in the Society for Industrial and Organizational Psychology (SIOP) for his work applying and advancing psychological science through the creation of human resource technology solutions that have positively influenced millions of employees working for thousands of companies around the globe. A thought leader in the field of HR technology, Hunt regularly speaks on topics related to the changing nature of jobs, organizations, talent management, and the experience of work.  He has written hundreds of articles and several books on strategic HR methods including “Commonsense talent management: using strategic human resources to increase company performance” and “Hiring success: the art and science of staffing assessment and employee selection”.

John Howes is a Co-Founder and the Chief Leadership Experience Officer at qChange.  In this role, Howes is leading Consulting, Thought Leadership. Business Growth, and Data Science/AI.  Prior to helping launch qChange, Howes was the Executive Consulting Leader within IBM (formerly Kenexa) Talent Management Solutions.  Before joining Kenexa, he spent nearly 20 years in progressively larger HR & OE strategic leadership positions focused on talent management, organizational culture/climate, organizational change and development, selection and assessment, leadership development, talent analytics, and learning and development at various companies, including Nike, St. Charles Health System, Scottish Power/PacifiCorp, Honeywell, AlliedSignal, and Sprint.  Howes holds a Doctorate in Industrial and Organizational Psychology from Colorado State University and earned Advanced Organizational Development and Executive HR Certificates from Columbia University and the University of Michigan.