Technology and the Practice of I/O Psychology

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Technology and the Practice of I/O Psychology

• Nancy T. Tippins
• Personnel Research Associates, Inc.
• April 10,2003

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Goals

• Develop a framework for evaluating technological
  interventions in the practice of I/O psychology
  by
• Exploring how technology affects the practice of
  I/O psychology today and in the future
• Applying systematically a process for evaluation
  of a technological intervention

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Agenda

• Review examples of the use of technology in the
  practice of I/O psychology (25 minutes)
• Example
• Problems
• Offer an approach for evaluating technology (10
  minutes)
• Discuss approach to specific content areas (15
  minutes)
• Share feedback on the approach (10 minutes)

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Why Use Technology in I-O Psychology?

• Speed
• Volume
• Distance/Geography
• Availability
• Just-in-time delivery
• Costs
• Integration with other systems
• Innovative approaches

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Areas of I-O Psychology

• Training
• Employee Development
• Surveys
• Multi-rater Feedback
• Performance Management
• Succession Planning
• Team Building
• Selection

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Training Examples

• Communications
• Course Development
• Training Delivery
• Simulations and Work Samples
• Assessment
• Data Collection

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Training Issues

• Adapting computer-based training to different
  learning styles may be difficult.
• Computer-based training may eliminate or reduce
  the opportunities for social interaction.
• Computer-based training often requires personal
  discipline to complete training without frequent
  human interactions.

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Employee Development Examples

• Communications
• Assessment
• Data Collection and Record Keeping

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Employee Development Issues

• Some development programs are difficult to
  complete independently because they require
• Discipline to complete activities independently
• Introspective capability to assess own behavior
• Acceptance of negative or critical feedback
• Accurate and honest assessment
• Technology cannot replace some activities, i.e.,
  observation and feedback.
• Some employees are afraid to be accurate.
• Effect on relationships is not known.

10
Survey Examples

• Communications
• Administration
• Analysis and Reporting

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Survey Issues

• The level of confidentiality that can be
  maintained is often unclear.
• Responses
• Reports
• Ease of computer administration increases the
  risk of overuse of survey methodology.

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Multi-Rater Feedback Examples

• Communications
• Administration
• Analysis and Reporting

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Multi-Rater Feedback Issues

• Computer cannot anticipate reactions to
  information and assist the rated individual in
  working through strong emotional responses.
• The level of confidentiality is unclear.
• Overuse is a potential problem.

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Performance Management Examples

• Communications
• Data Collection
• Reports/Databases
• Feedback and Coaching

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Performance Management Issues

• The level of confidentiality that can be
  maintained is often unclear.
• Responses
• Reports
• Open, two-way communication may be difficult when
  participants are not face-to-face.

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Succession Planning Examples

• Communications
• Data Collection
• Reporting
• Access to Data

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Succession Planning Issues

• Controlling access to succession planning data
  must be controlled in most organizations.
• The structure of the organization must be known
  and maintained.

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Team Building

• Communications
• Information
• Relationship building
• Problem solving

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Team Building Issues

• The effect of computer-based interactions on
  relationship building is unknown.
• Opportunities for informal interactions may be
  lacking.
• Confidentiality and privacy may be a concern of
  participants.

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Selection Examples

• Communications
• Test preparation
• Test administration session logistics
• Interpretation guidelines
• Administration instructions and rules
• Feedback
• Reports

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Selection Examples

• Test Administration
• Previews
• Instructions
• Presentation
• Scoring
• Storage
• Job Analysis Questionnaires
• Validation Questionnaires
• Novel Item Types

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Selection Issues

• Computer administration may change the construct
  measured or alter the appropriateness of the
  normative data.
• Computer administration changes test taking
  strategies.
• Test takers may not feel comfortable using
  computer despite assurances that computer ability
  required is minimal.
• Reliability of timing and data recording are
  requirements that may difficult to achieve.
• Security may be a problem particularly with
  internet/intranet distribution.

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Selection Issues

• ADA accommodations may be more difficult to
  provide.
• Applicants may have potentially negative reaction
  to low touch selection processes.
• Not all test takers have access to computer-based
  information about the testing process.

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Advantages

• Communications
• Delivery
• Timing
• Costs
• Speed
• Integration with other systems
• New ways of doing things

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Concerns

• Hardware and Software
• Availability of equipment
• Costs
• Privacy
• Appropriate software
• Support/Maintenance
• Skill requirements for I/O psychologists
• Training required for user
• Effects of technology on interpersonal
  interactions
• Limitations on computer-based training

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Concerns

• User friendliness
• User reluctance
• User appropriateness
• Need or desire for human sounding board
• Anonymity, confidentiality, and privacy
• Security
• Ethics

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Approach to Evaluating Technology

• See Handouts

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Example Evaluating Technology

• See Handout
• 15 minutes
• Discuss
• Questions that should be added to the evaluation
  approach
• Application for content area