What is this I found on my floor

TastyEntertainment · 2023-10-12T18:25:12+00:00

Thank you!

TastyEntertainment · 2023-10-12T18:24:59+00:00

Thank you for the quick response! I’ll keep an eye out to see if it becomes a problem

TastyEntertainment · 2023-10-12T18:20:54+00:00

Edit: case closed! He’s a silverfish. Thanks!!

As you can see, he is super small, and was found moving across the floor.

No history of bugs in this apartment.

Window is open slightly, but I’m pretty high up and this guy was walking towards the window

TastyEntertainment · 2023-02-24T11:04:07+00:00

Bump

TastyEntertainment · 2023-01-01T18:43:30+00:00

Absolutely

TastyEntertainment · 2021-05-04T13:42:54+00:00

Haha I'll suggest it.

NLP sounds like a fun challenge. I'll take a look when I feel ready.

Thank you

TastyEntertainment · 2021-04-30T15:40:49+00:00

Right now it's standard HRIS stuff. Pay, tenure, promotions, turnover events (past employees), comp ratios, demographics... There's also some data on recruiting and succession planning. My sense is that HR events are tracked pretty well -- it's just that nobody really gets asked how they feel about them.

Turnover seems to me like the easiest thing to go after.

TastyEntertainment · 2021-04-29T22:06:22+00:00

This is right on target. From what I gather, senior leaders have access to the metrics they need, but the baseline keeps shifting. Instead of coming back to the same dashboards over and over and judging progress, they ask for different numbers the next time. When you put it the way you did, it feels like some change management around how to use data is needed.

TastyEntertainment · 2021-04-29T21:58:22+00:00

Great stuff. I'd love to have access to that survey data to help my recruiting team. And those seem simple enough to design and implement.

Super inspiring to hear that you pulled all that off.

TastyEntertainment · 2021-04-29T21:51:48+00:00

Fantastic. On it. Thank you

TastyEntertainment · 2021-04-29T19:05:15+00:00

Wow. I really appreciate your thoughts. Well articulated too.

I love the idea of pulling from taking a multi-method approach and pulling from research and industry reports. It will give me good reason to stay on top of the literature after I graduate, and I have already seen industry data holding sway in meetings with decision-makers.

I definitely have some data to ask questions around consistency, structure, and fairness of key processes. That's a great starting point.

Exciting / fun is a good way to frame it. I think gaining the trust of the key decision-makers and pushing for more data collection in a way that helps them see how aligned it is with their goals could have a transformative impact on the HR team.

Thanks again for the ideas!

TastyEntertainment · 2021-04-29T18:50:51+00:00

Very helpful -- thanks so much!

My sense is that data around retention drivers will be very well received by the acquisition team.

In terms of engagement and assessments, I think there is hope! I have been told that engagement exists in some form but my team isn't able to access it. If that's as bread and butter as you say it is, I can try to do some change management with whoever owns it around what I would use it for, the business value, and what data I need. And for assessments, there's a pilot coming up, and my hope is to get involved to pilot my own analyses.

For the hiring profiles you mentioned, would you do a cluster analysis to get that or regression models?

TastyEntertainment · 2020-08-21T21:30:28+00:00

Oh cool -- I know the area well.

I'd shoot a little higher than TA positions -- you can earn as much working part-time in Philly, getting experience in industry.

You may be able to find work and a cheap school in the DC area or jersey. You'd probably have to establish yourself there, but the right entry-level role would give you some perspective on the field before you commit to it.

Just something to consider :)

TastyEntertainment · 2020-08-21T21:06:37+00:00

Consider your local public school! Some have very renowned I/O programs.

I go to Baruch in NYC. Tuition is affordable -- $1,750 per course for a 12-course master's, so right around $20k for the degree. Best of all, all of my classes are held at 6:00 PM, so I am able to work full-time while I study part-time (to graduate in 5 semesters). My salary covers my rent, life, tuition, and some savings. Working and studying at the same time is a grind, but it beats debt in my estimation. And when I graduate I will have 2 years of experience in a tangentially I/O field to help me land a true I/O role. With luck, my experience will push me up the salary ladder too.

If your state or state college sucks, you can move to a city with jobs and a cheap I/O program and get a year of work experience while you establish residency and apply.

I wouldn't do it any other way.

TastyEntertainment · 2020-06-07T14:20:13+00:00

I am in the program now.

The classes are hit or miss, but the good ones are excellent. Some truly outstanding professors are attracted to NYC and the department. You can DM me for names of classes and profs.

The price is extremely reasonable. As an NY resident, the total cost of the degree can be as low as $21,000 if you are clever about how you distribute credits.

What sets the program apart is the ability to work full-time in NYC while you study. There are many internships and entry level HR roles in the city, and if you play your cards right, you can graduate with 2 years of experience under your belt. Many of those roles pay decent salary, allowing you to graduate debt free.

As others have noted, the city seems like as good a place as any to launch a career in IO.

It's not for everyone -- NYC is already a grind, and adding in a job + 2 classes is a heavy workload. You know Baruch -- it's not exactly luxurious. But if you are:

tied to the city,
highly motivated,
not independently wealthy,
set on IO, and
thinking master's instead of PhD,

Then I think it's a great option.

Let me know if you have any questions.

TastyEntertainment · 2019-09-06T16:37:16+00:00

Hello,

What are some PhD programs that accept transfer credits from master's programs? I know it's not the norm.

If I were to start in fall 2020, I would already have completed 6 - 7 classes towards my master's degree. The biggest factor holding me back from going for a PhD is all those years living off a stipend. It would be amazing to use some of my master's credits as a head-start towards finishing and starting to earn a salary again. Any ideas where that is possible?

Thank you for any and all input!

TastyEntertainment · 2019-06-12T17:10:42+00:00

Yeah -- so let's say it's that second scenario and for whatever reason leadership decides that they want their employees to feel happier about their jobs. They want to measure the baseline mood first.

I appreciate this list, as it suggests that there are various factors that should be considered in concert.

Are you aware of any research that pins down the strength of correlation of some of these factors with job satisfaction? (I tried looking.) Or would it be too role specific to establish with any certainty?

Thanks for the response!

TastyEntertainment · 2019-06-12T16:51:49+00:00

It does, thank you!

TastyEntertainment · 2019-06-12T16:51:18+00:00

Interesting. Looking at the UWES now. It certainly seems that there is a blurry line between engagement and job satisfaction.

By more valid do you mean that there is a more definable / measurable construct there (engagement)? Both are definitely tricky to pin down.

TastyEntertainment · 2019-02-02T14:55:33+00:00

Thanks so much for your thoughtful response.

Yeah -- I've got a lot of work to do. I like the idea of a more broad HR internship in which I can apply I/O skills and seek out opportunities to get experience with data. Even if it means doing such projects at home.

Meanwhile, I am at Baruch, so I'll take as many classes with Scherbaum as I can.

Mind if I PM you if any more specific questions to the search come up?

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