COVER LETTER: Thank you for taking the time to look over my resume. As an Industrial/Organizational Psychologist, I specialize in the analysis of human behavior in the workplace. I approach organizational problems from a solutions-focused, evidence-based framework to develop business solutions that are rooted in statistically supported scientific theories of human cognition, motivation, and behavior management. I have applied this framework to projects ranging across the organization, from traditional human resources tasks to strategic business analysis and interventions, leadership coaching, and workplace health and wellness programs. I also specialize in the development, validation, and interpretation of psychometric assessments as a talent selection and performance management tool. I have constructed this resume to highlight the unique flexibility of an I/O degree across the organization, and to demonstrate the skills I have worked to develop over my decade of consulting experience. I welcome any questions you may have, and if provided with project specifics, I may be able to send relevant portfolio samples upon request. Best of luck on your search! Nicole Mayo, M.A. Industrial/Organizational Consulting Specialties: 2009 - Present * Psychometrics & Statistics: As an evidence-based practitioner, I apply evidence-based psychometrics theory and statistical analysis to the majority of my organizational projects. By capturing the complexity of human performance using a numerical system, changes in human performance across the organization can be mapped, graphed, analyzed to provide the highest return-on-investment for organizational changes and interventions. Using a mathematical approach to consulting allows both the practitioner and client to adjust approaches as needed to truly maximize goal achievement. * Organizational Job Mapping: To truly maximize employee performance, it is absolutely vital that each role within the organization is clearly defined. When constructing an organizational map, I break down the specific tasks and responsibilities for each job role by both frequency and importance, and develop a list of competencies that an employee would need to have to be able to be successful in that role. Once these maps are developed for each position, a map of the relationships between the different jobs in the organization can be visualized, allowing for more targeted trouble-shooting and performance intervention approaches to be developed. * Succession Planning & Strategic Talent Management: One of my favorite sayings as an organizational coach is to plan each employees' role in the company as a balance between current performance and future potential. Based on the organizational map, the degree of overlap between positions can be assessed to ensure that the most critical positions in the organization can be successfully filled from within at a moments' notice. This approach safeguards organizational productivity and allows the organization a unique opportunity to actively cultivate valuable talent from within, which in turn motivates and drives employee performance. * Personnel Selection Packages: My personnel selection packages are built on theories of cognitive and personality psychology that are supported by significant evidence within the literature. I work with clients to determine what the "perfect employee" for a given role would be, often using job and task analysis, and identify the traits that are backed by scientific evidence as supporting success in the desired areas. From there, I develop psychometric measures desired to assess these traits, giving weight to traits that are supported as unlikely to change and that take into account both short-term and long-term needs. You will always have a better fit if you select candidates for skills and traits that cannot be trained over ones that can be developed on the job. All of my systems are thoroughly researched, evidence-based, and compliant with the applicable U.S. and/or Canadian workplace laws. * Performance Feedback Systems: When developing performance feedback systems, I tend to favor a 360-degree, psychometrics-based approach. I develop a unique rubric system built on the organizational map and performance criteria for each position, and collect both numerical data and open-ended responses from superiors, subordinates, and peers. The numerical rubric allows clear performance benchmarks to be established and provides a non-subjective method for identifying, documenting, and tracking performance. By collecting data from a 360-degree perspective, employees' performance can be further analyzed with regard to team fit, leadership success, and more. All of my systems are thoroughly researched, evidence-based, and compliant with the applicable U.S. and/or Canadian workplace laws. * Strategic Performance & Training Plans: The success of a strategic performance plan is determined by the viability of the plan, the motivation of the employee, and the degree of support the organization is able to provide. I help clients use the organizational map, employee competencies for each position, and the results of performance feedback systems to determine strategic training plans to address critical performance improvement needs, build cross-job skills needed for long term succession plans, and balance talent across the organization. These plans are built on motivational and goal-setting theories, and are designed to maximize employee motivation, engagement, and commitment.
Description
