Open Access. Powered by Scholars. Published by Universities.®
Industrial and Organizational Psychology Commons™
Open Access. Powered by Scholars. Published by Universities.®
Articles 1 - 2 of 2
Full-Text Articles in Industrial and Organizational Psychology
What Happened In The Past: How Experience Does Not Mean Squat When It Comes To Adapting To The Changing Nature Of Work, Shawn M. Bergman
What Happened In The Past: How Experience Does Not Mean Squat When It Comes To Adapting To The Changing Nature Of Work, Shawn M. Bergman
River Cities Industrial and Organizational Psychology Conference
The magnitude and pace of workplace change mean that individuals also need to adapt and change their approach to solving modern business problems. The fact that analysis, creativity, and adaptability skills are continually listed as some of the most in-demand employee skills indicate that the workforce has not kept up. Instead, people rely on experience and intuition to solve novel problems. This reliance is concerning because neither have ever been listed as in-demand employee attributes and because experience often has a negative relationship with job performance. The session will introduce a decision-making framework and problem-solving approach, which first involves understanding …
How Your I-O Psychology Training Has Prepared You Handle The Big, Complex, And Scary World Of Data Analytics, Shawn M. Bergman
How Your I-O Psychology Training Has Prepared You Handle The Big, Complex, And Scary World Of Data Analytics, Shawn M. Bergman
River Cities Industrial and Organizational Psychology Conference
Organizations, looking for new ways to collect and harness big data, are scouring the Internet in search of untapped outlets of information about job applicants and are using analytics on their internal big data generated by internal HRIS and processes. Despite being experts in organizational systems, quantitative and research methodologies, human behavior, and organizational change, human resource professionals are often intimidated by big data and analytics and are left out of critical analytic business planning, implementation, and evaluation conversations. While it is undeniable that technology has the capability to enhance human resource decision-making, the strong emphasis on technology also highlights …