Social and Behavioral Sciences Commons^™

Introduction To The Special Issue: What We Can Learn From Large Scale Human Resources Initiatives In The Federal Government And Department Of Defense, Roni Reiter-Palmon, Michael D. Mumford, Michael A. Campion

Psychology Faculty Publications

Arguably, the government has some of the most complex and sophisticated Human Resource (HR) initiatives of any organization in the country. This is due to at least three reasons. First, the sheer size of the government requires sophisticated HR systems to manage the huge number of HR decisions required. Second, the HR systems in the government must respond to much greater external (public) scrutiny than any other organization because it is funded by government money and must be responsive to taxpayers interests and concerns. As such, fairness and defensibility are far more important factors than in other organizations. Third, the …

Occupationally-Specific Skills: Using Skills To Define And Understand Jobs And Their Requirements, Roni Reiter-Palmon, Marcy Young, Skillsnet, Joseph James

Psychology Faculty Publications

Recent work in Human Resources (HR) has highlighted the importance of understanding and identifying occupationally-specific skills. The purpose of this article is to describe the need to identify occupationally-specific skills and outline a methodology used to create occupationally-specific skills. Evidence of the validity of the methodology used is presented. The article concludes by identifying possible uses for occupationally-specific skills and providing information about actual implementation and use of systems based on occupationally-specific skills.

Development Of An O*Net Web-Based Job Analysis And Its Implementation In The U. S. Navy: Lessons Learned, Roni Reiter-Palmon, Skillsnet, Infousa, Oriental Trading Co.

Psychology Faculty Publications

Job analysis is described as the building block of most Human Resource (HR) functions. In recent years, many HR functions have been automated or adapted to computer applications; however, the use of computers for job analysis is lagging. The purpose of this paper is to describe a web-based job analysis process that is based on O*NET. The web-based job analysis process is more flexible and less resource intensive than traditional job analysis methods. The paper also will describe the application of the web-based job analysis process in the U.S. Navy and discuss strengths and limitations of this system.

Education And Training In I-O Psychology: Leaving The Psychology Tower: Nontraditional Programs In I/O Psychology, Brigitte Steinheider, David P. Costanza, Jennifer L. Kisamore, Roni Reiter-Palmon

Psychology Faculty Publications

The need for programs that accommodate diverse types of students and adopt an interdisciplinary approach to the study of organizations has led universities with traditional I-O programs to also offer nontraditional programs. Nontraditional programs tend to attract highly heterogeneous sets of students in terms of age and academic and professional backgrounds or may be tailored for special types of students. Due to the mixed student population and high percentage of working adults, nontraditional programs tend to be more application and applied-research oriented than their traditional program counterparts.

Faculty, students, and administrators of nontraditional programs face a variety of challenges. In …