2003 IMTA Proceedings - International Military Testing Association

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252 Using Stakeholder Analysis (SA) and the Stakeholder Information System (SIS) in Human Resource Analysis Kimberly-Anne Ford Directorate of Strategic Human Resources (DstratHR) Department of National Defence (DND) Canada Ford.KA@Forces.gc.ca 45 th Annual Conference of the International Military Testing Association (IMTA) November 05, 2003 Pensacola Beach, Florida 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
Table of Contents Table of Contents............................................................................................................ 253 List of Figures................................................................................................................. 254 1.0 Introduction.............................................................................................................. 255 1.1 Purpose................................................................................................................. 255 1.2 Background.......................................................................................................... 255 1.2.1 The Need for Effective Consultation Frameworks ....................................... 256 1.2.2 The Value of Participatory Methods............................................................. 256 1.2.3 The Utility of SA .......................................................................................... 257 2.0 How could SA be Used in Human Resource Analysis? .......................................... 258 2.1 Stakeholder Brainstorming .................................................................................. 259 2.2 Stakeholder Influence and Importance ................................................................ 261 2.3 Stakeholder Salience............................................................................................ 262 3.0 Overview of The SIS ............................................................................................... 264 3.1 What is the ‘Stakeholder Information System’?.................................................. 264 3.2 Using the SIS ....................................................................................................... 265 3.2.1 The SIS Online.............................................................................................. 267 4.0 Discussion: Potential Applications of the SIS in Human Resource Analysis ......... 268 4.1 Strategic Human Resources ................................................................................. 268 4.2 Quality of Life Research...................................................................................... 268 5.0 Conclusion ............................................................................................................... 269 References....................................................................................................................... 270 253 45 th Annual Conference of the International Military Testing Association Pensacola, Florida, 3-6 November 2003
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45 th Annual Conference of the Inte
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ii A11. Krouse, S.L., and Irvine, J
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iv OCCUPATIONAL ANALYSIS APPLIED FO
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vi ANALYTICS C09a. Heffner, T.S.; T
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viii NATIONAL DEFENCE FORCE (S.A.N.
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x Minutes International Military Te
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xii BY-LAWS OF THE INTERNATIONAL MI
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xiv coordinating Primary Member. An
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USABILITY TESTING: LESSONS LEARNED
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the operational environment and, of
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Pill, J. (1970) “The Delphi Metho
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Types of definition There are diffe
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they may discuss components of it.
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It seems that in the absence of uni
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Do we assess what we want to assess
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Construct and criterion related val
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Results Due to the lack of a normal
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during ACABO. The question was ther
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Scholz, G. S., H. (1993). Das nomol
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There are not many studies with the
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6 Neuroticism 4.53 .56 .71 -.25 -.1
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-.37** Neuroticism -.38** Extravers
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Judge, T.A., Bono, J.E., & Locke, E
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y members of the occupational field
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performance value to lowest through
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comparing the two products; perhaps
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TP Questionnaire AFSC _____________
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40 Attachment 4 Respondent Comments
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42 References Institute for Job and
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• Austria also has committed itse
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INTERNATIONAL OPERATIONS FORCES ENT
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JOB-SPECIFIC PERSONALITY ATTRIBUTES
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Canadian Forces. Results indicated
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Table 1. The NCOPI Dimensions and G
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Table 2. Correlations Between Perso
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To examine the relationship between
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correlates of psychological well-be
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Thomas, J. L., Dickson, M. W., & Bl
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more counterproductive behaviors, a
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dimension (e.g., maintain mechanica
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judged by trained raters). The resu
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Lightfoot, M.A., Alley, W.E., Schul
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abnormal positions such as spins an
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Description of OZ -----------------
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-----------------------------------
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-----------------------------------
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Procedure: Data collection consiste
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Fig. 4b: Heading performance of the
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Fig. 5b: Heading performance of the
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Fig. 6a: Altitude performance of th
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Discussion The most important concl
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12. Hoffman, R. R., Ford, K. M., an
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PERCEPTUAL DRIFT RELATED TO SPATIAL
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indicated by the negative values. T
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Dizio, P., Li, W., Lackner, J.R. &
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Psychologically, the victim of perc
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Individualized colored filters seem
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e remembered, however, that Irlen o
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Neurofeedback Training for Two Dime
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conserved. We can determine both Co
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sophisticated equipment and technol
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Figure 1: Changes in Concentration
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WHAT TODAY’S SOLDIERS TELL US ABO
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troubleshoot interconnectivity prob
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What advantages do Soldiers rate as
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This new training process viewed th
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collection and analysis. Also inclu
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CONCLUSION Figure 4: Sample Distrib
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RACE AND GENDER AS FACTORS IN FLIGH
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egression equation. The process was
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DISCUSSION These studies found that
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Validation of an Unmanned Aerial Ve
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direction, and stick movement produ
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References Biggerstaff, S., Blower,
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Table 2. Correlations and descripti
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Figure 1. Stick, rudder, and thrott
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Figure 3. Scatterplot of index scor
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The application of new information
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Communication. Recent research has
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of situation in which Soldiers woul
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An analysis of variance was perform
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Hevel, J. R. (2002). The Objective
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affective (or attitudinal) componen
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e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
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REFERENCES Allen, N. J., & Meyer, J
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Rumsey, M.G. (1995). The best they
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(1999) found that among members in
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Results Satisfaction with the Milit
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Spouse/significant other support to
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quality of life in the Air Force, a
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BRITISH ARMY LEAVERS SURVEY: AN INV
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would be better, and that there wou
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ABSTRACT PREDICTORS OF U.S. ARMY CA
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Survey items were then aggregated i
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expects them to be committed, they
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THE IMPORTANCE OF A FAMILY-FRIENDLY
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multiple life roles (Kahn, Wolfe, Q
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consequently feel they are unable t
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perceptions of the usability of wor
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family-friendly work environment pe
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Previous studies have found that on
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For both employees with high family
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Figure 3 Interaction between FFWE,
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differently in the military compare
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Castro, C. A., Adler, A. B., & Bien
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Kossek, E. E., & Lobel, S. (1996).
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Tracking U.S. Navy Reserve Career D
Page 217 and 218: menus, a commander or career counse
Page 219 and 220: Respondents were divided in their r
Page 221 and 222: Duties and Functions of a Recruitin
Page 223 and 224: The in-house coaching provided to s
Page 225 and 226: Metrics of Unprofessional, Gender-R
Page 227 and 228: Regardless of paygrade, both women
Page 229 and 230: military installation. However, wom
Page 231 and 232: Table 6 Frequency of Reporting Beha
Page 233 and 234: action was taken against the offend
Page 235 and 236: Workplace Reprisals: A Model of Ret
Page 237 and 238: INCIDENCE OF RETALIATION Studies de
Page 239 and 240: Far less is known about the consequ
Page 241 and 242: METHOD Participants and Procedure T
Page 243 and 244: Subjective Appraisal The subjective
Page 245 and 246: RESULTS Exploratory Model The range
Page 247 and 248: More frequent occurrences of UGRB,
Page 249 and 250: organizational commitment and psych
Page 251 and 252: Fitzgerald, L.F., Drasgow, F., Huli
Page 253 and 254: UNDERSTANDING RESPONSES TO SEXUAL H
Page 255 and 256: sample population was selected thro
Page 257 and 258: Finally individuals were identified
Page 259 and 260: less likely to indicate they had ex
Page 261 and 262: ● Non-Reporters < Reporters Figur
Page 263 and 264: eport (Other). Items endorsed in bo
Page 265 and 266: policy and procedure relevant to ha
Page 267: Justice Versus Gender Socialization
Page 271 and 272: 1.1 Purpose 1.0 Introduction This p
Page 273 and 274: The Department of National Defence
Page 275 and 276: 2.1 Stakeholder Brainstorming The f
Page 277 and 278: 2.2 Stakeholder Influence and Impor
Page 279 and 280: Figure 3 graphically represents sta
Page 281 and 282: The SIS is a ‘research process ma
Page 283 and 284: 3.2.1 The SIS Online As already men
Page 285 and 286: stakeholder groups. Furthermore, th
Page 287 and 288: INTRODUCTION DESIGNING A NEW HR SYS
Page 289 and 290: homogeneity of work activities with
Page 291 and 292: empirical information from the work
Page 293 and 294: eviewed by NIMA management and othe
Page 295 and 296: Observations made as a result of a
Page 297 and 298: 45 th 3. Generating the specific qu
Page 299 and 300: Strategies for Increased Reporting
Page 301 and 302: of information technology systems.
Page 303 and 304: Guide for Reporting Counterintellig
Page 305 and 306: CHARACTERIZING INFORMATION SYSTEMS
Page 307 and 308: In about 60% of these recorded even
Page 309 and 310: following example, however, a cadet
Page 311 and 312: The most significant event of this
Page 313 and 314: Ten Technological, Social, and Econ
Page 315 and 316: can provide motivation and opportun
Page 317 and 318: Requirement Inspection of MASS ques
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Finally, third level questions woul
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OCCUPATIONAL ANALYSIS APPLIED FOR T
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CLASSIFICATION OF DUTIES INTO NEW S
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CONCLUSIONS The procedure described
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For each of the 27 items, the respo
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Table 1: Misclassification rates fo
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y examining all of the possible cos
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PREDICTING ATTRITION OF ARMY RECRUI
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1 1 P( vi = jθ = t) = − , 1+ exp
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It can be seen that for this AIM sc
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A NEW APPROACH TO CONSTRUCTING AND
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stimulus t, and is considered a pos
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items involving stimuli on dimensio
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Roberts, J. S., Donoghue, J. R., &
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viewed as a combination of two to t
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e1 e2 e3 Q53K .36 e4 e5 Q53I Q53J .
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REFERENCES Allen, N. J., & Meyer, J
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impossible for people to hide their
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Nederhof .52 ( 2003) 13 items 16 .7
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The relationship between behaviour
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However, possibilities are seen to
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Article structure This paper descri
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Figure 1. Simplified version of the
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- My home front is proud of me. - M
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Organizational aspects Appreciation
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PRACTICAL APPLICATION OF THE DUTCH
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efore reporting the results. b) Alt
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LITERATURE Avenarius, M.J.H. (1994)
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In particular it was identified tha
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number of items to decrease the len
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A randomly selected sample of 1,500
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• When total wellbeing scores wer
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significantly better recruits for a
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• Non-zero Payoff: The number of
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The ordinates indicate the average
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In next- rather busy - graph the av
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vacancies. In fact, the problem of
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• Lescrève, F., The Selection of
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Vacancies per trade (Columns) for e
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From Attraction to Rejection: A Qua
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Saks, & Summers, 1991). Bretz and J
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suggest that applicants ‘rule out
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information he/she had received, (c
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is not uncommon that applicants nee
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the primary motive for withdrawal.
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References Anderson, N., Born, M.,
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Noe, R.A., Steffy, B.D., & Barber,
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Wanous, J.P. (1992). Organizational
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We also have under way a predictive
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For the validation analyses, a fina
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NLSI IMPLEMENTATION TO A WEB-BASED
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work at the sentence level. This am
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The semantic module: MRS and LKB Th
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Next the program has to deal with
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Conclusion Communication abilities
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Exam Center to work with the projec
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exam. Gateway was able to provide t
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questions is monitored statisticall
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3. Computerized testing has been sh
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3. Most publishers have chosen not
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should not house permanent cookies
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Figure 2. Five process model per in
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Results As of October 2003, the TSA
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Klion, R., Pfenninger, D., Chiocchi
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STREAMLINING OF THE NAVY ENLISTED A
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and compared with the number found
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March 2002 marked the implementatio
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Due to the limited bandwidth restri
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their tests. However, job seekers o
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they may already have in relation t
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way both in and out of school. A si
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The students were asked about their
Page 463 and 464:
This work was funded by the Human S
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AIR’s past experienced in the IC
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obtain the necessary clearances nec
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As we move forward with integrating
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ENCAPS - Using Non-Cognitive Measur
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cognitive ability. One particularly
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classification of enlisted personne
Page 477 and 478:
Abstract Pilot Selection in the Aus
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Royal Australian Navy (RAN) and Roy
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comprising the ATB pilot index (PI)
Page 483 and 484:
References Bongers, S., and Pei, J.
Page 485 and 486:
The Armed Services Vocational Aptit
Page 487 and 488:
Attachment A Career Exploration Pro
Page 489 and 490:
References Harmon, L. W., Hansen, J
Page 491 and 492:
Watson, 2002; Dawis, 1991), or perh
Page 493 and 494:
7 community interest elements, and
Page 495 and 496:
Figure 3. Illustration of possible
Page 497 and 498:
Vocational Interest Measurement in
Page 499 and 500:
Usability Testing II The second pha
Page 501 and 502:
THE ARMY VOCATIONAL INTEREST CAREER
Page 503 and 504:
soldiers who left the Army for avoi
Page 505 and 506:
the cross-validation sample. Since
Page 507 and 508:
DEVELOPING MEASURES OF OCCUPATIONAL
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For Select21 we conceived of a nove
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1998). For example, nearly all of t
Page 513 and 514:
potential benefit of including such
Page 515 and 516:
OCCUPATIONAL SURVEY SUPPORT OF AIR
Page 517 and 518:
tasks. The structure of jobs within
Page 519 and 520:
AFSC 2A3X1 (A-10, F-15, U-2 AVIONIC
Page 521 and 522:
Occupational Analytics Paul L. Jone
Page 523 and 524:
Anticipating the Future for First-T
Page 525 and 526:
now exist. Therefore, we had to der
Page 527 and 528:
perhaps deserves note. This is the
Page 529 and 530:
Sager, C. E., Russell, T. L., Campb
Page 531 and 532:
The primary goal of selection/class
Page 533 and 534:
Knowledges, Skills, and Attributes
Page 535 and 536:
of anticipated future conditions ap
Page 537 and 538:
REFERENCES Campbell, J. P., & Knapp
Page 539 and 540:
SMEs to think of Soldiers they supe
Page 541 and 542:
on a rating, while others use the H
Page 543 and 544:
fairly easy to identify first-level
Page 545 and 546:
eviewers considered the currency of
Page 547 and 548:
DEVELOPING OPERATIONAL PERSONALITY
Page 549 and 550:
In this paper, we focus on two meas
Page 551 and 552:
Here, we score only those statement
Page 553 and 554:
understanding how applicants might
Page 555 and 556:
Putka, D.J., Kilcullen, R. N., & Wh
Page 557 and 558:
of personality. Second, the same re
Page 559 and 560:
Table 1. Correlations between Civil
Page 561 and 562:
The latent structure underlying the
Page 563 and 564:
There are many ways to score a situ
Page 565 and 566:
ASSESSING PERSON-ENVIRONMENT (P-E)
Page 567 and 568:
To develop the ADI, we first identi
Page 569 and 570:
Army to provide it, and a second wh
Page 571 and 572:
APPENDIX Example Item from the Work
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To achieve wide-scale implementatio
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team leadership; concern for Soldie
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1 ST WATCH: ASSESSMENT OF COPING ST
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assess individuals’ personal valu
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eported being most likely to use th
Page 583 and 584:
1 st WATCH: THE NAVY FIT SCALE Mart
Page 585 and 586:
Surveys RTC Grad Survey. This quest
Page 587 and 588:
Hypothesis 3 stated that recruits w
Page 589 and 590:
USING RESULTS FROM ATTITUDE AND OPI
Page 591 and 592:
Using Survey and Interview Data: An
Page 593 and 594:
Conclusions and Recommendations Thi
Page 595 and 596:
Table 2 Percent of officers and enl
Page 597 and 598:
UTILIZING SURVEY RESULTS OF THE NAV
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assessed by the survey. This notion
Page 601 and 602:
original sample providing them with
Page 603 and 604:
THE U.S. ARMY'S PERSONNEL REPLACEME
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This policy was so strictly adhered
Page 607 and 608:
The Army has over 180,000 soldiers
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Since 1990 a lot of work has been d
Page 611 and 612:
Results The internal consistency of
Page 613 and 614:
A F II Coordinat or F III Scout F I
Page 615 and 616:
Abstract Mental Health Literacy in
Page 617 and 618:
of self-treatments and of professio
Page 619 and 620:
the number of items to decrease the
Page 621 and 622:
• Gender - 87.6% males, 12.4% fem
Page 623 and 624:
ADF 60 , and community drug use rat
Page 625 and 626:
The survey was re-administered in t
Page 627 and 628:
The perceived moral intensity scale
Page 629 and 630:
organization has significant contro
Page 631 and 632:
ADAPTING OCCUPATIONAL ANALYSIS METH
Page 633 and 634:
are not improved for the long term,
Page 635 and 636:
Gateworth, R.D., & Field,H.S. (1998
Page 637 and 638:
Inevitably, new technology will be
Page 639 and 640:
experimentation report. The structu
Page 641 and 642:
esponsibilities involved in this po
Page 643 and 644:
Comparison of Tasks and Knowledge D
Page 645 and 646:
angle of approach to the target may
Page 647 and 648:
Transformational Leadership: Relati
Page 649 and 650:
concentrate their efforts on longer
Page 651 and 652:
levels of analysis (e.g., Klein, Da
Page 653 and 654:
soldiers constituted 39 combat team
Page 655 and 656:
performance domains at the same lev
Page 657 and 658:
performance was significantly stron
Page 659 and 660:
The finding that transformational l
Page 661 and 662:
A third limitation is the relativel
Page 663 and 664:
Devine, D.J., Clayton, L.D., Philip
Page 665 and 666:
Ostroff, C., & Schmitt, N. (1993).
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Table 1: Responses from 10 Subject
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Table 3: Regression for FFM on Tran
Page 671 and 672:
comprehensive guide that the Army c
Page 673 and 674:
FRAMEWORK COMPARISON: 1958; 1973; 1
Page 675 and 676:
Our review of the evolution of the
Page 677 and 678:
DEVELOPING APPROPRIATE METRICS FOR
Page 679 and 680:
METHOD Participants Participants we
Page 681 and 682:
RESULTS Results are broken out belo
Page 683 and 684:
As depicted in Table 3, half of par
Page 685 and 686:
Table 5. Second Choice Rating Forma
Page 687 and 688:
SOFTWARE SUPPORT OF HUMAN PERFORMAN
Page 689 and 690:
SOFTWARE SUPPORT A working model (p
Page 691 and 692:
Figure 3, illustrates the prototype
Page 693 and 694:
framework. Having completed the ver
Page 695 and 696:
HOW MILITARY RESEARCH CAN IMPROVE T
Page 697 and 698:
characteristics” - such as task c
Page 699 and 700:
Team-Coordination Training Another
Page 701 and 702:
Numerous lessons learned have come
Page 703 and 704:
teamwork training: Evaluation resul
Page 705 and 706:
participated in informal class exer
Page 707 and 708:
slightly modified for the second wo
Page 709 and 710:
As a result, we are currently devel
Page 711 and 712:
It was not surprising that decoloni
Page 713 and 714:
a conflict. The end of the cold war
Page 715 and 716:
understanding. Also, when individua
Page 717 and 718:
DEPARTMENT OF DEFENCE (1996). White
Page 719 and 720:
. Screening and monitoring of perso
Page 721 and 722:
The TSES-R is a 13 item scale of po
Page 723 and 724:
Career Intention Prior to Deploymen
Page 725 and 726:
d. The sample is based on peace ope
Page 727 and 728:
comparing self- and subordinate des
Page 729 and 730:
5 4 3 2 1 Figure 1 - Mean Perceptio
Page 731 and 732:
0.9 0.7 0.5 0.3 0.1 -0.1 Figure 2 -
Page 733 and 734:
adding another variable of individu
Page 735 and 736:
REFERENCES Baranski, J.V., & Petrus
Page 737 and 738:
Leadership Competencies: Are We All
Page 739 and 740:
The purpose in establishing compete
Page 741 and 742:
Army - influencing people - by prov
Page 743 and 744:
Table 3 Leadership Competency Compo
Page 745 and 746:
In answer to ‘are we all saying t
Page 747 and 748:
Navy Decisiveness /Risk Management
Page 749 and 750:
Marine Corps Leadership Principles
Page 751 and 752:
All potential military recruits mus
Page 753 and 754:
successful completion of basic lang
Page 755 and 756:
investigate whether it or a similar
Page 757 and 758:
• NEXT STEPS As a first priority,
Page 759 and 760:
INTRODUCTION This study investigate
Page 761 and 762:
Table 2. Summary Goodness of Fit in
Page 763 and 764:
Analysis of the 18-item Scale DISCU
Page 765 and 766:
Lim, B. (2001). The Structure and N
Page 767 and 768:
NSmen’s training cycle last for t
Page 769 and 770:
To test the robustness of the hypot
Page 771 and 772:
Table 2.3. Scale Reliabilities and
Page 773 and 774:
Figure 3: Model for Regulars *0.57
Page 775 and 776:
REFERENCES Huxley, T. (2000). Defen
Page 777 and 778:
Another important influence on our
Page 779 and 780:
as a multidimensional construct. Ta
Page 781 and 782:
Table 3 Intercorrelations Among Pro
Page 783 and 784:
METHOD PARTICIPANTS The DEOCS had b
Page 785 and 786:
There is a link between test constr
Page 787 and 788:
Truhon, S. A. (1999). Updating the
Page 789 and 790:
attitudes and behaviors observed an
Page 791 and 792:
effective way to re-build survivors
Page 793 and 794:
Reference List Bunker, K.A. (1997).
Page 795 and 796:
VALIDATION OF THE BELGIAN MILITARY
Page 797 and 798:
instructions, in order to make obse
Page 799 and 800:
Interviews GFD dichotomous was regr
Page 801 and 802:
784 INDEX OF AUTHORS Acromite, M. 7
Page 803:
786 INDEX OF AUTHORS Waugh, G.W. 54
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2003 IMTA Proceedings - International Military Testing Association

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