2011 Annual Conference Presentations

Please click on presentation title to download PDF handout.

Keynote: Embracing New Challenges and Solutions in HR and Assessment

Dr. Wayne Cascio, Ph.D.

Professor, University of Colorado

As they emerge from the Great Recession of 2007-2009, organizations everywhere are facing workforce-related challenges that they have not seen before.  Recent studies have identified CEOs’ top priorities, and several key HR challenges flow from them.  From an assessment perspective, given these emerging challenges, three value-added competencies to consider measuring are emotional intelligence, adaptability, and personal initiative.  This presentation identified key workforce trends and organizational responses to the realities of the post-recession workplace.


Employment Assessment as Part of a Holistic Talent Management Strategy

(large file posted in 4 sections)  Part 1   –   Part 2   –  Part 3   –   Part 4

Robyn Warren & LAUSD Team

Assistant Director, Personnel, LAUSD

Successful organizations, both public and private, are recognizing that the employment assessment and selection process must be viewed as part of a larger, inter-connected talent management strategy; a strategy where emphasis is not only on attracting, assessing, and hiring top talent, but also on developing and retaining excellent employees.  This presentation addressed LAUSD is using new tools such as social media, branding strategies, a focus on a wide range of selection processes including virtual assessment tools, and effective staff development programs to ensure an effective end-to-end talent management approach.


Job Analysis: An Essential Human Resource Tool

Dr. David Friedland, Ph.D., SPHR

President, Friedland Associates

Job analysis is one of the most central tools in Human Resources.  It is required for development of hiring and promotion procedures, recruitment and compensation.  It is a central element required for compliance with legal and regulatory requirements governing many human resource functions, including equal employment opportunity requirements of Equal Employment Opportunity Commission, the U.S. Department of Labor, the Americans with Disabilities Act, and the Equal Pay Act.  This presentation discussed job analysis as it relates to these areas as well as addressing the daunting logistics of performing job analysis for organizations with a large number of job classifications.


What I’ve Learned: 33 Years In The Assessment Game

Harry Brull, Ph.D.

Senior Vice-President, PDI Ninth House

This presentation summarized lessons learned, fortunate guesses, and trial and error in designing selection and promotional processes.  Attention was given to the array of sometimes competing concerns – psychometric, financial, legal, and practical.  For each of the four assessment modalities; self-report, written instruments, simulation, other people suggestions and examples of practical tools and approaches were offered.  There was also an opportunity for attendees to discuss specific challenges they faced and explore potential solutions.


Situational Judgment Testing

Jason Schaefer & Clinton Kelly

Consultants, CPS HR Consulting

This presentation was an attempt to answer the call for more SJT research in high-stakes scenarios.  It first provided a brief review of the current situational judgment test (SJT) literature, with a specific focus on instruction type (i.e., knowledge vs. behavioral instructions).  The results were presented from a high stakes entry level firefighter selection test where SJT instruction type varied (knowledge versus behavioral tendency), while the content remained constant to determine if there were any meaningful differences in candidate responses.


Why Is This Necessary? ROI in Personnel Assessment

Ted Darany

Owner, Darany and Associates

As budgets continue to shrink, many professionals in the assessment field find themselves educating others as to how exactly their expense is justified.  This presentation explored how the return on investment (ROI) of personnel assessment might be better explained and used as a tool to increase administrative support and organizational influence.  Topics covered included easy-to-explain cost benefit analysis, methods to streamline expensive or time-consuming processes, preparing for rapid staffing changes (down and up), and other relevant ideas with examples.