The SIOP Exchange

Competency Modeling

By Tom Stone, SIOP Blogger

Hello, I’m Tom Stone, Professor of Management at Oklahoma State University.

Competency modeling (CM) has fascinated me for several years although my initial reactions were skeptical.  Indeed, when I first learned about CM, I thought it might be the latest example of Marv Dunnette’s classic article, “Fads, fashions and folderol in psychology”, American Psychologist, 1966. However, CM appears to be well beyond a fad and may be challenging traditional job analysis (TJA) as the most preferred method of work analysis.

If CM is still a fuzzy concept for you, as it was for me for some time, I’d recommend two articles and one chapter.

Hiring Employees Focused on the Bottom Line: Is This the Right Strategy?

By Josh Denton, SIOP Blogger

Recently, I gave ideas to a journalist writing how applicants can demonstrate they are concerned with the bottom line. Granted, people will be concerned about customer service, teamwork, and doing an overall good job. However, the journalist’s angle was informing job seekers how to be seen as bottom-line applicants. Examples he provided were an employee whose role is computer work, but helping other departments by using a forklift, and a CEO modeling good behavior by using public transportation. However, I think this mindset misses a few crucial points.

Are We Ready To Innovate?

By Manisha Bajaj, SIOP Blogger

What’s going on?

What contributes to the success of smartphones such as iPhones and Droid? Is it their product design or is it the applications (Apps) that you can buy on them? Or is it both? Putting this another way…

• Would you still buy an iPhone or Droid if the weight loss or online music Apps were not available on these devices?
• Also, would any of these Apps be available if there were no devices like the iPhone or Droid?

Search, Select and Hire Top Talents Using Vocational Interests

By Vivian Wing-Sheung Chan, SIOP Blogger

Which predictors do we usually use as indictors of job performance if we were selecting from a pool of job candidates? Cognitive ability?  Definitely. Personality? Oh, yes. Specifically, conscientiousness is a good one. Motivation? Yes. Vocational Interests? Vocation what?

 Are vocational interests useful predictors for selection?

 The answer is yes!

A recent article by Van Iddekinge and colleagues (2011) looked at 74 primary studies and examined the role of vocational interests on employee performance and turnover. The validity estimates for job and training performance is moderate and positive (.14 and .26 respectively). The validity estimates for turnover intentions and actual turnover is moderate and negative (-.19 and -.15 respectively).

Five Reasons You Need to Be at SIOP's LEC!

 

Although traditional work meant hours spent at a brick and mortar office, today’s organizations encounter the limits and opportunities of work that is no longer confined to the cubicle.

 

This October, “The Virtual Workforce: Designing, Leading, and Optimizing”will bring together thought leaders from academia and practice to discuss virtual work and exchange ideas and expertise in this exciting field.