UB Alum Presentation Will Haller Fall 2019

Agenda Background Opportunities after UB Spotlight Consulting Federal Government

Background: Will Haller Education Hood College: B.S. Psychology, Spanish Minor (2010 - 2014) University of Baltimore: M.S. Applied Psychology (I/O) (2014 - 2017) Universitat de Valencia (Winter School) (2015 - 2016) Experience LiveHealthier/Centene: Data Operations Analyst, Technical Operations Manager (2014 - 2016) Schaefer Center for Public Policy: Graduate Fellow (2014 - 2016) Prometric: Test Developer (2016) FMP Consulting: Human Capital Analyst (2016 - 2019) Energy Information Administration (EIA): Survey Statistician (2019-Present) Speaker: Will *Talk about Shaefer Center and Winter School/Barcelona

What Opportunities Exist After UB? Human Resources (HR Generalist, HR Specialist, HRBP, HR Analyst) Talent Acquisition/Recruiting Personnel Assessment/Testing Learning and Development/Training Consulting (Private or Federal) Government: Federal, State, Local Other Data Analytics Management/Project Management Research Speaker: Will

Spotlight 1: Consulting What is being a consultant? Block, 2011: “Flawless Consulting”: A consultant is a person in a position to have some influence over an individual, a group, or in a position to have some influence over an individual, group, or an organization but has no direct power to make changes or implement programs. Models of Consultation (Edgar Schein, 1988: Process Consultation) Purchase of Expertise: Purchase of an expert or service Doctor-Patient: Diagnose the organization to discover pain points Process Consultation: Activities to help the client perceive, understand, and act upon the process events that occur in the client’s environment to improve the situation as defined by the client Speaker: Will To put it in practical terms, consulting is selling ideas, solutions, and the consultants.

Consulting The Stages of Problem Solving (Edgar Schein, 1988: Process Consultation) Cycle 1 Problem Formation Generating Proposals for Solution Forecasting Consequences and Testing Solutions Cycle 2 Action Planning and Implementation Evaluating Outcomes Decision Making Speaker: Will

Consulting KSAOs Data Analytics Employee Engagement Technical Writing Project Management Leadership Development Learning and Development Survey Development and Analysis Speaker: Will

About FMP What work does FMP do for its clients? Strategic Human Capital Planning: Workload & staffing models, competency modeling, gap analysis, skills assessment, employee engagement, survey design & analysis, metrics & evaluation Human Resource Solutions: Selection, retention, candidate assessment, hiring reform, work-life planning, career mapping & development, HR transformation Organizational Effectiveness: Program evaluation, process improvement, program implementation, executive coaching, employee onboarding, mentoring programs, change management, strategic communication Learning Solutions: Curriculum development, learning needs assessment, trainings, leadership development Technology & Tools: System design & development, automated recruitment systems, career development tools, human capital dashboards Speaker: Shannon

Spotlight 2: Federal Government DOE Energy Information Administration (EIA): “The U.S. Energy Information Administration (EIA) collects, analyzes, and disseminates independent and impartial energy information to promote sound policymaking, efficient markets, and public understanding of energy and its interaction with the economy and the environment.” ~350 employees Strategic Workforce Development Team Role: Survey Statistician Project Examples Employee Onboarding Program Dashboards and Reporting Federal Employee Viewpoint Survey (FEVS)

Future Ideas People Scientist Twitter People Scientist Role Develop and conduct People (HR) research studies across a variety of HR areas (e.g., diversity, inclusion, leadership, teamwork, training & development, performance, promotion) as well as across the employee life-cycle (i.e., candidate, new hire, engagement, exit, re-hire). Identify insights based on your findings and the available literature to make actionable recommendations, identify outliers, and set targets. Evaluate and analyze employee survey data, checking for reliability, validity, factor structure; Model insights to make predictions and track toward these. Evaluate the effectiveness of HR programs and initiatives. Present your findings and recommendations to leadership, COEs, HRBPs, and other stakeholders. Act as a subject matter expert for questions involving advanced analytics / statistics.

Questions?

Questions “How did you first become interested in consulting/Federal Government?” “Have you experienced anything unexpected in your role?” “What would you do differently if you were a first year student again?” “What is your e-mail address if we want to ask you a question or conduct an informational interview?” William.n.haller@gmail.com