1. UB Alum Presentation
Will Haller
Fall 2019

2. Agenda Background Opportunities after UB Spotlight Consulting
Federal Government

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

4. 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

5. 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.

6. 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

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

8. 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

9. 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)

10. 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.

11. Questions?

12. 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 address if we want to ask you a question or conduct an informational interview?”