1 The Road to I/O Psychology at the RCMP November 2011 James Lea, Director Assessment and Research HR Sector, RCMP.

Slides:



Advertisements
Similar presentations
A Presentation to the Cabinet A Presentation to Stakeholders
Advertisements

St. Louis Public Schools Human Resources Support for District Improvement Initiatives (Note: The bullets beneath each initiative indicate actions taken.
Outline Profile of the DND procurement community Demands and pressures
New Technical Competencies and the Systems Approach Workbook Addictions and Mental Health Ontario 2013 Rod Olfert, CCSA May 28,
Presentation for China Migrant Labour Occupational Health and Safety Project – June 2009 Healthy Workplaces A Comprehensive Approach to Wellness and Productivity.
REPRESENTING EMPLOYER ORGANIZATIONS THROUGHOUT THE WORLD HOW THE EMPLOYERS ORGANISATIONS CAN INFLUENCE THE PRIORITIES AND OUTCOMES OF DWCPS Presentation.
Online Career Assessment: Matching Profiles and Training Programs Bryan Dik, Ph.D. Kurt Kraiger, Ph.D.
Human Resource Champions: The Next Agenda for Adding Value and Delivering Results Presented by Ivan Chang.
18 th February 2010 EPSO PRESENTATION A Career in the Heart of Europe Pádraig Love European Personnel Selection Office 18 th February 2010.
HRM2 Selection interviewing Nick Kinnie. 2 Introduction: aims Understand the importance of face-to-face skills and types of interactions - recap Identify.
Introduction to Human Resource Development
HUMAN RESOURCES CAREER OPPORTUNITIES. Human Resources Professionals Variety Inside Story Challenge Power.
Opportunities / Challenges in Globalization May 2, 2014.
UWM CIO Office A Collaborative Process for IT Training and Development Copyright UW-Milwaukee, This work is the intellectual property of the author.
EMPLOYEE TRAINING by Gary Batis. LEARNING OBJECTIVES by Gary Batis Identifying training’s ongoing process in the workplace Understanding there is a reasonable.
BASIC PRINCIPLES IN OCCUPATIONAL HYGIENE Day CAREERS IN OCCUPATIONAL HYGIENE.
Human Resources Ministry Ministering to Those who Minister to Us.
The Canadian Automotive Repair and Service Council Where people, training and technology meet Toronto Training Board Presentation January 16, 2007.
Lecture 32.
Career opportunities with the European Institutions Overview Selection Procedures European Personnel Selection Office Koen Hendrix – 3 April 2014.
The New Administration and Finance Structure for Service Excellence 2006 Management Forum Conference November 29, 2006.
PARTICIPATING IN EX APPOINTMENT PROCESSES
Trends in the Youth Job Market
Teachers directing the work of paraprofessionals
21 st Century Maricopa Review of Process Human Resources Projects Steering Team Meeting May 12, 2010.
Police Sector Council Leadership Workshop February 1-3, 2011 Executive Selection Shelagh Morris Director – Corporate Services Guelph Police Service 1.
Before you decide to recruit appropriate staff you need to be clear about what you want to achieve. Recruitment Expertise.
© 2005 McGraw-Hill Ryerson Ltd. Chapter 6 Training Employees 1.Discuss how to link training programs to organizational needs. 2. Explain how to assess.
Personnel Management for Soil & Water Conservation Districts Angela P
Welcome Maria Hegarty Equality Strategies Ltd. What ? Equality/Diversity Impact Assessment A series of steps you take that enable you to assess what you.
6 6 Training Employees C H A P T E R Training Employees
UNDERSTANDING THE NATURE AND SCOPE OF HRM
Maureen B. Higgins Assistant Director, Agency Support & Technical Assistance Office of Personnel Management December 8, 2010.
Strategic Role – Approach
TTUHSC HR  Need common ground  Opportunity to assess organization  Make us all better at what we do  Reaffirm: Why we do what we do  Improve:
Sector Skills Councils Embedding Skills for Life Sharon Simpson Asset Skills.
Psychology Workforce Development for Primary Care Cynthia D. Belar, PhD, ABPP Executive Director, APA Education Directorate Collaborative.
Governance: Challenges & Possible Solutions Audit and Risk Indaba 28 October 2011.
INTRODUCTION TO HRM Lesson 1.
Human Resources: A Career Choice Sharon Blake Karen Dills Hewitt Associates.
JOB EVALUATION MAGNETIC CONTACTORS.
Workshop Four Topic 4.5 Human Resources Development © Ana G. Méndez University System, All rights reserved.
Other Strategies for Planning. Outsourcing strategies This strategy includes: Using external individuals or organizations to complete some tasks This.
Topic: ORIENTATION & TRAINING Presented to: Sir.Tasman Pasha Presented by: Beenish Jahangir BsIT-3 rd Department of Computer Science BZU, Multan.
Human resources Power from your People. Human resources The people who staff and operate an organization.
A VIEW FROM NORTHERN IRELAND Mary Black CBE Assistant Director of Public Health & Social Wellbeing Improvement 5 November 2015 ©2009 Public Health Agency.
© 2004 by Prentice Hall Terrie Nolinske, Ph.D Recruiting and Selecting Employees 5.
Human Resources Management
GC e-Orientation Program for New Hire Module 4 – Knowing your Career in Oracle Updated by HR in July 03.
Intro to Business, 7e © 2009 South-Western, Cengage Learning SLIDE1 CHAPTER Human Resources Basics Managing Human Resources Organizational.
Board Chair Responsibilities As a partner to the chief executive officer (CEO) and other board members, the Board Chair will provide leadership to Kindah.
Gareth Hill Careers Adviser Introduction to Swansea Employability Academy.
The Management Process  Planning  Organising  Staffing  Leading  Controlling.
1 Introduction to Human Resources in the Hospitality Industry Chapter 1.
OVERVIEW of the ISTE NETS for Administrators Presented by Kevin Brady and Alison Fricke.
SAFETY & SECURITY “Embracing A New Direction” March 25, 2010 Saturday – March 12, 2016 (11:00 AM – 1:00 PM) Carver High School  Leete Hall Auditorium.
DISCUSSION FOR DIVERSITY AND TALENT MANAGEMENT AT THE WORKPLACE.
June 23, 2016 Organizational Overview. 2 Automation Federation Background A fragmented community of automation professional associations and societies.
Topics Management Leadership Human Resource Management.
EMPOWERMENT THROUGH EDUCATION Business Retention and Expansion Task Force Workshop Joe Lucente Assistant Professor and Extension Educator OSU Extension.
Learning Objectives Functions of Human Resource Management
McGraw-Hill/Irwin© 2007 The McGraw-Hill Companies, Inc. All rights reserved. 1-1.
Human Resource Management in Humanitarian Context
Introduction to Human Resources in the Hospitality Industry
MANAGING HUMAN RESOURCES
Nature of Human Resource Management
Human Resources Management
Career and Professional Development: Registry
High School English Teacher
6 6 Training Employees C H A P T E R Training Employees
Presentation transcript:

1 The Road to I/O Psychology at the RCMP November 2011 James Lea, Director Assessment and Research HR Sector, RCMP

Overview Background Current job Working in the applied world 2

University road… B.A., Psychology, McGill M.A., General Experimental Psychology, Wilfrid Laurier University Ph.D., Basic and Applied Psychology, Queen’s Post-Doctoral Fellow, UC Berkeley Assistant Professor, Queen’s (one-year term) 3

Crossroads: University or applied… Job hunting… Another post-doc? Another one-year term? Personnel Psychology Centre? 4

Industrial and Organizational Psychology Personnel Selection What measured How measure Legal context Performance Management Learning and Development Organizational change Teamwork Org attitudes and behaviours Occupational Health Work motivation Leadership 5

Personnel Psychology Centre Part of Public Service Commission of Canada Test Development, Assessment Centres, Executive Counselling, etc. My tasks Revising a management simulation exercise for economists Development of a job analysis training workshop Working at assessment centres for management trainees, middle managers, entry level economists 6

Heard about another opportunity… 7

The Royal Canadian Mounted Police 8

A safe and secure Canada 9

The Royal Canadian Mounted Police 10

Human Resources Sector Classifying Selecting Training Staffing Compensating Occupational Health and Safety Employee and Management Relations Etc… 11

Assessment and Research, HR Sector Internal Consultants Industrial/Organizational Psychology Currently 5 professional staff Collaborate with Policy Centres on a range of projects Job analyses and competency profiling Assessment tool development and administration for Recruiting, promotion, performance management, etc. Organizational Behaviour Research projects 12

Some A&R specific projects Develop police officer and civilian tests and interviews Processing thousands of answer sheets annually Train interviewers Lead job analysis and competency profiling workshops Implement Computerized Adaptive Testing Improvements to many selection systems Int’l Promotion process web survey Demographic research and requests Research approval board 13

Some A&R specific projects And some tasks that take a huge chunk of time: Putting out fires Making policy recommendations “Debating” with other units re how systems should change…. 14

Some work done on own 15

Much work is collaborative 16

A&R Practical Challenges Persuading management that HR (e.g., personnel selection) is more than “common sense” Getting best practice knowledge on the discussion table Cooperation with people with different backgrounds and agendas 17

Management reviews an HR program 18

Benefits in RCMP HR include… Working for a national icon that’s in the news regularly! Deal with a wide range of interesting jobs Easy to see positive impact of work done by organization (safe homes, safe communities) 19

Committees, networks… Unlike much research, a broad mandate / range of activities People doing very similar work around Ottawa, Canada and the world 20

Professional associations Ottawa I/O Psychology Group Canadian Society for Industrial and Organizational Psychology Society for Industrial and Organizational Psychology Conferences, on-line discussions, etc. 21

Applied work: Challenges Less control over research topics Logic doesn’t always carry the day…agendas… Usually generalists rather than specialists Often explaining (and lobbying for) the basics 22

Applied work: Benefits Rule of law; much more structured 9 to 5 (ish) Social Easy to see contribution 23

Lessons Learned Not everyone has faith in expertise and research Goals and agendas can be very different Power of informal communication networks Importance of “soft skills” 24

How to prepare for an applied job…. Broad technical knowledge (at fingertips) Soft skills (communication, planning, …) Teamwork 25

26 QUESTIONS

27

Practical Challenges in HR 28

Work sample tests, r =.54 Intelligence tests, r =.51 Structured interviews, r =.51 Job knowledge test, r =.48 Trg & Exp beh. consistency ratings, r =.45 Job try-out procedure, r =.44 Schmidt & Hunter, 1998 – Meta-analysis

Integrity tests, r =.41 Unstructured interviews, r =.38 Assessment centres, r =.37 Biographical data measures, r =.35 Situational judgment tests*, r =.34 Conscientiousness tests, r =.31 Reference checks, r =.26 Schmidt & Hunter, 1998 – Meta-analysis

Job experience (years), r =.18 Trg. & exp. point method, r =.11 Years of education, r =.10 Interests, r =.10 Graphology, r =.02 Age, r = -.01 Schmidt & Hunter, 1998 – Meta-analysis

General mental ability AND  Integrity tests, R =.65  Work sample tests, R =.63  Structured interviews, R =.63  Conscientiousness tests, R =.60  Job Knowledge tests, R =.58 Schmidt & Hunter, 1998 – Meta-analysis