Interview with Jenna Filipkowski, Director of Research at the Human Capital Insitute

First of all, we would like to give you some space to introduce yourself. So, Jenna Filipkowski, who are you?

Happy to do so and thank you for reaching out to me. My current role is Director of research at the Human Capital Insitute. It’s my job to make sure HR, Recruiting, and L&D practioners have access to timely and important insights from our research studies. My purpose is that our reports provide valuable information that enable our members to accelerate talent management practices at their organizations.

In which way HCI leverages research to better help the world of HR?

We produce 12 research reports per year on specific topics that cover the entire talent management lifecycle from sourcing to succession planning. HCI research is free to download and it would not be possible if it wasn’t for our Survey Panel who complete our questionaires.

What do you think of scientific research as a source of evidence for HR decision making?

As a researcher and I/O Psychology professional, I don’t think there is a more relevant and helpful source for HR decision-making than scientific research. Reliable and valid data from studies holds more weight than antedotes or opinions. The challenge is getting the high-quality research in the hands of HR descion-makers.

How do you make sure that the results of your research are actionable for HR decision makers?

The key is to have shorter, visual type reports that call out the insights and recommendations for the reader. We are all short on time and the ability to consume, digest all the I-O research out there is limited to only academics. SIOP has created a White Papers series to address this challenge and I hope my HCI research does the same.

Which kinds of streams of research are you now exploring?

Our next open survey is on holding managers accountable for performance management. What processes are in place to make sure managers drive engagement and development in their teams? In another studies, we explore engagement strategies for remote employees and the development of a coaching culture. Right now, I am writing our quarterly Talent Pulse research on measuring and revising learning and development programs.

You have recently conducted a research on mindfulness at work: why should companies engage in mindfulness training?

Workers are stressed and overwhelmed. We explored mindfulness technques as an antidote to our overworked, multi-tasked lives. I created a infographic summary of the research here.

How come that you are so confident in claiming that companies would benefit in more mindful employees?

The research is clear. Practicing mindfulness improves performance, reduces stress, lowers blood pressure, and improves memory. Think about it. Our world is becoming increasing complex because of technology and access to information. By maintaining an active, open non-judgemental attention on the present moment, we are able to process all these complexities without feeling overwhelmed.

Finally, what is the role of I/O psychologists in HCI and how do you think they can help companies?

I am a trained I/O psychologist but I am not in an internal nor external consulting role. I believe the education and background I/O psychologists can transform organizations. Our understanding on how to select, develop, and retain employees is carried through our interventions and programs. My hope is that the I/O brand awareness continues to increase and more I/O positions open up in organizations. Especially in the hot area of HR analytics, our background in statistics would be invaluable.

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